Participants will be able to: Explain employee rights protected under Section 7 of the National Labor Relations Act (NLRA). Identify employer unfair labor practices under Section 8(a), including coercion, interrogation, promises, and surveillance risks. Distinguish lawful from unlawful employer communications during union organizing activity. Describe the National Labor Relations Board (NLRB) representation election process from petition to certification. Apply compliance strategies to reduce organizational labor relations risk.

Participants will be able to: Identify communication conduct that violates Section 8(a)(1). Apply the TIPS framework to avoid unlawful threats, interrogation, promises, or surveillance. Differentiate lawful opinion-sharing from coercive communication. Develop compliant messaging strategies during organizing campaigns. Strengthen supervisory awareness of NLRA communication risks.

Upon completion, participants will be able to: 1. Explain employee rights protected under Section 7 of the National Labor Relations Act, including protected concerted activity, and identify how those rights apply to everyday workplace situations. 2. Identify employer conduct restricted under Section 8(a)(1) and recognize the most common unfair labor practice pitfalls that arise in supervisor and management communication. 3. Apply practical communication guardrails that reduce legal exposure while allowing leaders to communicate lawfully and credibly. 4. Describe the mechanics of union authorization cards and the NLRB representation election process, including the sequence of events and the employer obligations at each stage. 5. Assess organizational risk indicators and determine when to escalate a labor relations matter to counsel.