WHAT YOU NEED TO DO TODAY
STEP 1: DEVELOP INTERNAL CAPABILITIES
Creating internal resources that understand the impact of the PRO Act and other pro-labor legislation is paramount. Early detection of organizing vulnerabilities is paramount to success in this new environment and your leaders are in the best position to do just that. External support could be restricted in the new era we have entered, which make it imperative to develop your internal resources now. Implementing a robust leadership training program should start as quickly as possible.
STEP 2: PREPARE YOUR INTERVIEWERS
The most effective union campaigns often begin with internal organizers. Unions have long utilized organizers posing as legitimate candidates for open positions and use of this tactic is likely to increase. Ensure your hiring leaders and recruiters know what to look for, what they can (and can’t) ask and your legal rights.
STEP 3: LABOR RELATIONS TRAINING FOR HUMAN RESOURCES PROFESSIONALS
Many organizations that have never encountered third-party interference will be faced with those challenges in the coming months. Now is the time to upskill your Human Resources team so they are prepared to support your employees and managers with accurate information. Training your HR team now will enable them to detect shifts in employee sentiment sooner and be in a position to respond quickly to educate employees when needed.
If you would like to learn more about the PRO Act, other pending legislative and regulatory threats to employers, and the detailed steps you should take to prepare, reach out to the experts at IRI Consultants.
Our next Intelligence Briefing in this three-part series will focus on employee rights and education as well as the steps you should take to address any vulnerabilities across your organization.
Have questions about how to proceed? Contact IRI Consultants at (313) 965-0350 for more information.