Connecticut Employee Associations: What you need to know

Under the National Labor Relations Act (NLRA) (29 USC 1501 et seq.) as amended, employers are not permitted to interfere with or dominate any association or group of employees that performs any of the functions governed by that Act. These functions include bargaining collectively as to hours, wages, and working conditions, or acting as a channel for the presentation of grievances on these matters.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
Any organization, association, or employee representation committee that exists for the purpose “in whole or part, of dealing with employers concerning grievances” is deemed to be a “labor organization.” Labor organizations with 25 or more members must file an annual report with the Labor Commissioner (CT Gen. Stat. Sec. 31-77).
Employers must be cautious in the formation of committees whose purpose is to involve rank-and-file workers in management decisions. Often called “shared-governance,” “quality-of-worklife,” or “action” committees, groups of this kind run the risk of being branded illegal labor organizations. Years ago, a favorite tactic of employers seeking to keep unions out was to set up a “company union” that the employer dominated, controlled, and operated for its own benefit; however, the passage of NLRA in 1935 made it illegal for employers to dominate or support labor organizations. The Act guarantees that workers may choose their own representatives, set their own union agendas, and operate without management interference.
Now this issue is reemerging as employers show interest in shared-governance programs or workplace committees to deal with work-related policies and issues. However, if the program or committee is composed of labor ...

>> Read more about Employee Associations

More on this topic:

State Requirements

National | Connecticut | Kentucky | Tennessee |

Connecticut Employee Associations Resources

Employee Associations Products

Emergency Management at Work Boot Camp Recording
BLR Webinar: "Emergency Management at Work: How to Prepare for and Respond to a Crisis Situation""
Wellness Webinar Recording
BLR Webinar: "Wellness: Effectively Promote Your Program and Avoid Common Legal Pitfalls""
HR 101 for Supervisors Boot Camp Recording
BLR Boot Camp: "HR 101 for Supervisors: The Basic Employment Laws and Rules That Your Frontline Managers Must Know""
Emergency Management at Work Boot Camp Recording
BLR Boot Camp: "Emergency Management at Work: How to Prepare for and Respond to a Crisis Situation""
Contractor Safety Webinar Recording
BLR Webinar: "Contractor Safety: How to Keep Contractors Safe and In Compliance at Your Worksites""
Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.