February 2020 
Welcome New Members
Let's welcome our newest members...
Kevin Cysyk, PHCA
Ryann Dunmire, Phoenix Contact
Jillian Hill, RBS
Kristina Lotwick, American Water
John Richard Martin, Pillar+Aught
Randy E. Smith, Hempfield School District
Calendar of Events
February 25, 2020
7:30 AM to 9:30 AM
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PA Med Center
777 East Park Drive
Harrisburg, PA 17111
Directions
Re-examining the Training Model for the Future Workforce
As the labor market rapidly and dynamically changes, HR professionals and managers must find new ways to incorporate workforce development strategies that provide valuable training. Strategies such as apprenticeships augmented reality and accelerated learning models will be discussed, with a particular focus on helping HR managers map out a plan for their company’s training strategy.
Presented by:
Mr. McCree is the CEO of SCPa Works, the regional workforce development board whose mission is to unlock the human talent that drives the development of businesses and individuals, creating an opportunity for growth and prosperity for the South Central PA region. Under Jesse's leadership, SCPa Works invests in evaluates and advances high impact workforce development programs, training centers, and policies that drive our regional economic growth by connecting the needs of business and job seekers. Jesse has a Bachelors Degree from Bowdoin College (Maine) and a Masters in Public Administration from Cornell University (NY), and 11 years of experience in nonprofit management, public policy and workforce development. He serves on numerous boards of community organizations such as the PA Workforce Development Association and the U.S. Conference of Mayors Workforce Development Council."
Sponsored by:
Applied for general credits
Committee Update
Workforce Readiness is a top priority issue in HR today. From defining quality non-degree credentials to higher ed reform, from work-based learning to consider the impact of the 4th Industrial Revolution and the “Future of Work,” and well beyond. HRP’s Workforce Readiness committee won’t solve these issues, but we can provide a forum for discussion and collaboration. Together, we can work to examine and set meaningful priorities and goals to address the issues that keep our HR peers up at night. We are looking for committee members interested in helping engage HRP members in this important initiative through surveys, programs, and other meaningful ways. Contact Lynda Morris at [email protected] for more information.
Workforce Readiness Cutting Edge: New Career Calculator from PA Chamber
Keystone Economic Development and Workforce Command Center's first report.
Upskilling with Talent Pipeline Management (TPM)
Legal and Legislative Update
NLRB ENDS 2019 WITH A TRIO OF PRO-EMPLOYER DECISIONS
The National Labor Relations Board continues to trend pro-employer in a trio of rulings that reversed Obama-era decisions.
- NLRB ruling bans work email for union organizing
In the recent Caesar’s Entertainment decision, the NLRB held that employees have no legal right to use the company’s computer equipment for union and other organizing purposes. The NLRB specifically overruled the Obama-era decision in Purple Communications that held that if an employer provides an employee with access to its email system, it cannot prohibit the employee from using the email system for union and organizing purposes.
In light of this decision, employers who changed their computer policies because of the Purple Communications decision should immediately review those computer policies and once again prohibit employees from using the company’s computer systems for non-business purposes. Furthermore, employers should feel confident that they can enforce these policies without violating the National Labor Relations Act.
- NLRB allows policies barring workers from discussing active workplace investigations
In yet another break from precedent, the NLRB held recently that employers can have policies barring workers from discussing active workplace investigations.
In Apogee Retail, the NLRB said that employers don’t violate workers’ rights to act collectively by banning these conversations as long as the ban is limited to the period of active investigation. The Apogee Retail decision overturns the 2015 decision in Banner Health System.
- NLRB makes pro-employer changes to “ambush” rule
An NLRB change in December eased the standards of an Obama-era rule and significantly lengthens the time between an NLRB regional director’s order that there be an election and the actual election. In a news release, the NLRB said the modifications “create a fairer and more-efficient election process.”
Under the new rule, which takes effect April 16, the most significant change is a return to the NLRB’s practice of resolving questions of representation, unit scope and voter eligibility (including supervisory status) before an election is scheduled.
The now-rescinded 2014 quickie election rule reduced the period of time between petition and election, effectively allowing labor organizations to “ambush” employers with petitions. That left employers scrambling to communicate with employees over a shorter time period. Union win rates increased after the quickie election rule went into effect. Once effective, the new rule will place most employers in a more advantageous position, allowing more time to consider the composition of the proposed bargaining unit and to fully litigate those issues prior to the election. It also allows employers to educate employees on the facts and risks surrounding union representation.
Please contact Mike Crocenzi at (717) 814-5417 or [email protected] or any member of the Legal & Legislative Committee with questions.