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New Overtime Rules Will Challenge Employers

Posted by Tom Jones on May 18, 2016 9:22:09 AM

The U.S. Department of Labor will issue a final rule today that will soon make more than four million workers eligible for overtime. The measure has profound implications for employers.

Fourpeople.jpgThe new rule doubles the salary threshold—from $23,660 to $47,476 per year—at which exempt or managerial workers become eligible for overtime. Non-exempt (hourly) workers are generally guaranteed overtime pay regardless of their earnings level. The rule will take effect on December 1.

The new salary baseline is slightly lower than the initially proposed white-collar exemption threshold of $50,440.

The threshold level will be automatically updated every three years. According to information released by the White House , the updates to the new minimum exemption will be set at the 40th percentile of full-time salaried workers in the lowest income region of the country.  Based on projections of wage growth, the threshold is expected to rise to more than $51,000 with the first update on January 1, 2020.

Employees earning more than the salary cap will still have to pass the “duties test” - showing that they primarily perform executive, administrative or professional tasks - to be classified as exempt from overtime.

The exemption for highly compensated workers will change from $100,000 annually to $134,004. A highly compensated employee must perform office or non-manual work and be paid total annual compensation of $134,004 or more (which must include at least $913 per week paid on a salary or fee basis) and customarily perform at least one of the duties of an exempt executive, administrative or professional employee identified in the standard tests for exemption.

There are no changes to the outside sales provision or the computer professional exemption. To meet the computer professional threshold, the employer must show that the employee is compensated either on a salary or fee basis at a rate not less than $455 per week or, if compensated on an hourly basis, at a rate not less than $27.63 an hour and the employee must be employed as a computer systems analyst, computer programmer, software engineer or other similarly skilled worker in the computer field performing the duties outlined in the regulations.  

Analysts believe the new overtime rules may prompt companies with exempt employees earning less than the proposed threshold of $47,476 per year ($913 per week) to reclassify those people as hourly workers. That change not only presents potential morale issues for employees who may consider the reclassification as a demotion, but also raises a host of issues for employers:

  • Payroll practices education (punch a clock, overtime rules)
  • Individual time management and work stopping at a set  time
  • Educating management on their staff and legal aspects of exempt versus non-exempt status
  • Rewriting job descriptions / salary structures
  • Career path changes
  • Effective workload levels – hiring incremental temps, part-time, full-time
  • Curfew on after-hour emails by non-exempt staff
  • Any benefits/bonus eligibility impact
  • Calculating travel time between locations or when required to report to an alternative location by a certain time
  • Calculating time for required travel on non-work days

Employers can start the process of adjusting to the new rule by asking some of the following questions:

  • Do you have any highly compensated employees under proposed threshold of $134,004?
  • Do your exempt employees affected by this proposal currently work more than 40 hours per week?
  • Do your exempt employees affected by this proposal work remotely all or part of the time? If so, you’ll need to effectively track hours to ensure all hours are accounted for and paid.
  • Have you tracked exempt employee workload within the 40 hour work week? If a conversion to an hourly employee is required, do you have metrics to substantiate a 40 hour workweek?
  • Have you addressed any budget or impact on pricing as it relates to any increased labor costs?
  • Have you initiated planning for automatic increases to the exempt salary threshold beyond 2016?
  • Have you considered the increase in number of hourly versus exempt employees and any union organizing concerns?

Register for the AIM Overtime Seminar

Topics: Employment Law, Human Resources, Fair Labor Standards Act

AIM Executive to Lead Career Center Board

Posted by Christopher Geehern on Mar 30, 2016 4:04:31 PM

Gary MacDonald, Executive Vice President of the Associated Industries of Massachusetts Employers Resource Group, has been elected president of the Board of Directors of FutureWorks Career Center in Springfield, the organization announced today.

MacDonaldSmallVerticle.jpgMacDonald, a veteran human resource executive who has directed AIM’s HR and training operations since 2013, will serve a two-year term. He succeeds MacArthur Starks Jr., an Assistant Vice President at AIM-member MassMutual, who served in the position for four years.

FutureWorks, part of the Massachusetts One-Stop Career Center system, provides job seekers and businesses a range of services such as job postings; workshops on resume writing, interviewing, and salary negotiations; use of computers, FAX machines, phones and copiers; and access to trained professionals to assist members in their job search, career planning and management. 

During Fiscal Year 2015, FutureWorks served 11,740 job seekers who visited the career center 51,160 times. The organization served nearly 600 business during that time with recruiting and staff development.

“I am honored to serve as president of the FutureWorks Board of Directors as the career center celebrates its 20th anniversary,” MacDonald said.

“At a time when employers cite the ability to hire and retain qualified workers as their primary challenge, organizations like FutureWorks are indispensable for their ability to match talented job seekers with the needs of business.”

MacDonald has worked with hundreds of Massachusetts employers on leadership development, organizational effectiveness and HR management. He joined AIM in 2002 after building three decades of business experience with global companies such as Thomson Financial and General Electric, and his expertise ranges from facilitating strategic planning with top management to teaching foundational management skills to brand new supervisors

Also elected as officers at the March 23 meeting of the FutureWorks board of directors were Marylou Fabbo, a Partner with the law firm Skoler Abbott & Presser, vice-president; Josephine Sarnelli, a CPA, treasurer; and George Kohout, Director ABE/ESOL Services and Workforce Development at Springfield Technical Community College, secretary.

Other members of the board of directors include:

  • Joanne Berwald, Vice-President Human Resources, Mestek
  • Brian Connors, Deputy Director Economic Development for the City of Springfield
  • Kermit Dunkelberg, AVP Workforce Development, Holyoke Community College
  • Mike Grandfield, Senior VP Commercial Relationship Manager, Berkshire Bank
  • Ronn Johnson, President CEO, Martin Luther King Jr. Family Services
  • Denise Jordan, Chief of Staff, Mayor of Springfield
  • Paul Judd, Vice-President Human Resources, Baystate Health
  • Vicki Shrewsbury, Director Talent Acquisition, Smith & Wesson

The volunteer board oversees FutureWorks program services and provides financial oversight.

 

Topics: Associated Industries of Massachusetts, Human Resources, Jobs

AIM Asks Feds to Investigate Scam Calls to Employer

Posted by Tom Jones on Jan 25, 2016 11:56:15 AM

Associated Industries of Massachusetts has asked federal officials to investigate an apparent scam in which a caller claiming to be from the U.S. Department of Labor calls an employer and demands personal information about employees as part of a bogus 401(k) plan audit.

An employer reported to AIM last week that she received a call from someone claiming to be a subcontractor for the Labor Department authorized to perform 401(k) audits. The caller threatened the employer with significant fines (up to $800,000) for failing to cooperate. The caller was seeking a list of all employees covered under the company’s 401k plan, including names and Social Security numbers.

The employer suspected the call was fraudulent and hung up. The employer then searched the phone number and found it was a frequently used scam number based in Nevada. The number was 702-258-9476. A review on the Web found a number of blog discussions about the fraudulent use of the number to sell various unwanted products.

AIM has forwarded the information to the Department of Labor to confirm that the phone call did not come from a DOL employee or contractor. The DOL representative forwarded the information to the Employee Benefits Security Administration (EBSA) for further investigation.

If you receive a similar phone call, please notify AIM at 800-470-6277 or via email (Tom Jones tjones@aimnet.org or Terry Cook tcook@aimnet.org) so that we may forward it to the DOL for its investigation.   

Topics: Retirement, Human Resources

Top Signs that Your Compensation Plan is Broken

Posted by Russ Sullivan on Oct 5, 2015 1:34:42 PM

The first inkling that your company’s compensation system is out of balance often comes when a key performer suddenly leaves to take more money somewhere else.

FourpeopleI have heard the same story many times in the years I have taught compensation management to experienced HR people as part of AIM’s HR Leve Two certificate series – a valuable performer is recruited to another employer, perhaps even a competitor, because the compensation program at your company has drifted away from the market.

What are the top signs that your pay and benefits are out of balance?

  • The company has no job descriptions or poorly written job descriptions.  Not knowing what the job is makes it impossible to know what to pay the job.
  • Title creep.  Companies often award titles, rather than compensation, so there is a disconnect when the employee compares her or his pay to others with the same title outside the company.
  • Lack of salary ranges. There is no understanding of the minimum or maximum value of a particular job.
  • When they do have salary ranges, companies often forego increasing those ranges when they have had a difficult year financially.  The market still moves ahead and so they find themselves out of sync with the market.
  • Lack of consistency among departments in the way in which employees are compensated.  One department is conservative when it comes to pay while another department looks for every opportunity to give money.
  • Across-the-board increases.  The company compensates high performers and low performers with the same percent of increase, leading to a culture of mediocrity.  High performers start to wonder why they put in superior effort when they receive the same increase as an employee who puts in half effort.
  • Failure to periodically check the internal equity of the pay structure.  Companies sometimes make the mistake of hiring people at or above the salaries of workers doing the same job and who have more experience.  This drives turnover.  It is a little like the bank that gives special rewards and rates to new customers, but existing customers are not eligible.
  • Lack of a well-defined pay philosophy.  How does the company want to pay in comparison to the general market?  Does the company want to be a market leader, pay the same as market or be a market laggard?  Having a plan and managing to the plan makes a company more likely to be in control of their compensation system.
  • Trying to manage compensation with people who don’t have expertise in compensation.  You would not go to a general practitioner if you needed back surgery.  Getting the right help is critical.

Register for HR Level Two Certificate Series

Topics: Compensation, Management, Human Resources

Smart Phones, Remote Work Raise Pay Issues

Posted by Tom Jones on Jun 3, 2015 10:47:21 AM

Smart phones, tablets and wi-fi are blurring the lines between work and non-work time, especially for non-exempt employees.  The question facing employers is whether or not to pay employees for time outside of the normal work day for periods spent on their smart phones, especially if it triggers overtime.

SmartPhoneTabletThere is currently no national standard.  While some federal courts have weighed in, the U.S. Supreme Court has not.

The issue has caught the attention of the U.S. Department of Labor (DOL), which has announced plans to collect information on how the use of smartphones impacts hours worked under the Fair Labor Standards Act (FLSA). The DOL announced that it will seek input by publishing a request for information in August.

DOL states that there is no formal rulemaking proposed at this stage, but the gathering of information such as this is often the first step toward drafting a rule.

Technology has changed how, where and when work is done.

The FLSA generally mandates that employers pay non-exempt workers for all hours worked, and overtime for all hours worked in excess of 40 hours in a work week. Time spent working outside the office on mobile devices and computers by non-exempt employees complicates working-time determinations made by employers and could ultimately affect overtime determinations.

While some employers already have policies in place regarding off-hours use of electronic devices by overtime-eligible employees, DOL’s decision to open up this door suggests that any one particular policy may be subject to additional scrutiny in the future.

Now is the time to think about your current policy (if you have one) and your current practices regarding electronic devices:

  • Adopt controls to prevent non-exempt employees from accessing your IT network remotely when they are not working; or monitor the activity of those employees who do access the network.
  • Adopt a clear policy about unauthorized work and overtime. Be prepared to enforce it through your disciplinary policy
  • Remind employees of the relevant policies by updating and reissuing them. Require employees acknowledge receipt of the policies. You might also consider providing employees with training on the topic.
  • Educate managers about the issue of non-exempt employees working remotely. Be sure the managers know your company policy with regard to including information on timesheets. They should also be alert to things such as employees responding to work sourced email(s) over the weekend or turning in assignments first thing Monday morning.

If this issue is already a problem, now is the time to address them:

  • Limit or deny the email or remote access privileges of non-exempt employees who violate policies.
  • Suspend telecommuting privileges for those not in compliance with your policy.
  • Revoke any employer-owned devices if they are being used to perform unauthorized work.

If you are concerned enough about this to comment to the DOL during its fact-finding phase, remember that the opportunity is likely to happen this August.

If you have any questions about this or any other HR related matter, please contact the AIM Hotline at 1-800-470-6277.

Topics: Employment Law, Technology, Human Resources

Sick-Time Rules a Mixed Bag for Employers

Posted by John Regan on Apr 27, 2015 8:23:00 AM

The following article was written by AIM staff members Lori Bourgoin, Russ Sullivan and Brad MacDougall.

Draft regulations published late Friday by Massachusetts Attorney General Maura Healey for the new Earned Sick Time law represent a mixed bag for employers.

FourpeopleThe rules are designed to help employers comply with a law currently scheduled to take effect on July 1. AIM has urged policymakers to postpone the effective date until January 1, 2016 since the state's six planned public hearings on the proposed regulations will leave employers inadequate time to comply with the measure approved by voters in November.

“It is enormously important now for employers to read the proposed regulations and provide comments about what is good and what remains a challenge,” said Brad MacDougall, Vice President of Government Affairs at AIM.

“Employers need to be part of this process since labor unions and other groups will be pushing during the public hearings to make the rules more Draconian.”

AIM has worked since November with employers and with the attorney general to address problems the new law may pose for companies that already provide workers with paid time off.

Most employers will be pleased with the following provisions:

  • The rate of pay for earned sick time for most employees is the employee’s base hourlysalary rate.
  • Employers may choose any consecutive 12-month period as their earned sick time calendar year.
  • Employers may cash out up to 40 hours or earned sick time at the end of the calendar year provided at least 16 hours are left to carry over to the start of the following calendar year.
  • Employers may provide good-attendance rewards and discipline in cases of fraud or abuse of the program.
  • The regulations allow for a transition year in which employers will not be required to provide more than 40 hours of earned paid sick time, and any paid leave given prior to July 1, 2015, will be credited.

Other provisions are disappointing:

  • Earned sick time applies to all employees, including temporary, part time, seasonal employees and interns.
  • Employees with a break in service of less than one year  return to work with full credit for prior service and prior unused accruals.
  • Employees who work in multiple states, but primarily in Massachusetts, will be able to count their non-Massachusetts hours towards their accrual of earned sick time.
  • Employers may not require documentation for earned sick time that is less than 24 consecutive work hours even if the time-off is taken before or after a scheduled holiday.
  • New notices, posters, policies and documentation requirements will need to be established.

The Attorney General’s office will accept comments through June 10 before issuing the final regulations. The six public hearings on earned sick time will be held as follows:

Boston Earned Sick Time Hearing
May 18, 2015 10:30 AM – 1:30 PM
2nd Floor - Conference Rooms C & D
100 Cambridge Street
Boston, MA 02114

MetroWest Earned Sick Time Hearing
May 22, 2015 10:00 AM – 1:00 PM
Ablondi Room Framingham Town Hall Memorial Building
150 Concord Street
Framingham, MA 01702

Springfield Earned Sick Time Hearing
May 29, 2015 10:30 AM – 1:30PM
3rd Floor Community Room
1350 Main Street
Springfield, MA 01103

Berkshire County Earned Sick Time Hearing
May 29, 2015 10:00 AM – 1:00 PM
Pittsfield City Hall Council Chambers
70 Allen Street Pittsfield, MA 01201

South Coast Earned Sick Time Hearing
June 1, 2015 1:30 PM – 4:30 PM Hearing Room
1 Government Center
Fall River, MA 02722

Worcester Earned Sick Time Hearing
June 5, 2015 10:00 AM – 1:00 PM
Main Library Saxe Room
3 Salem Street
Worcester, MA 01608

“We are grateful to the attorney general’s office for producing these draft regulations in such a short period of time. AIM encourages employers to review the proposed rules and to work with our association to ensure they work to everyone’s benefit,” said Richard C. Lord, President and Chief Executive Officer of AIM.

AIM will provide more information on the draft regulations in a webinar on Thursday, April 30 at 10 AM. Members with comments on the regulations should contact MacDougall at bmacdougall@aimnet.org.

  Register for the Earned Sick-Time Webinar

Topics: Employment Law, Human Resources, Paid Sick Days

Tips for Managing in the Bitter Cold

Posted by Tom Jones on Feb 11, 2015 1:15:34 PM

As Massachusetts digs out from yet another snowstorm, the region is now bracing for the coldest temperatures of the year – below zero in many locations.

ColdThe federal Occupational Safety and Health Administration offers advice to help employers protect employees who work outdoors in cold environments, since prolonged exposure to freezing or cold temperatures may cause serious health problems such as frostbite and hypothermia.

Some tips include:

  • Train workers about cold-induced illnesses and injuries.
  • Encourage workers to wear proper clothing for cold, wet and windy conditions, including layers that can be adjusted to changing conditions.
  • Be sure workers in extreme conditions take a frequent short break in warm dry shelters to allow their bodies to warm up.
  • Try to schedule work for the warmest part of the day.
  • Avoid exhaustion or fatigue because energy is needed to keep muscles warm.
  • Use the buddy system - work in pairs so that one worker can recognize danger signs.
  • Drink warm, sweet beverages (sugar water, sports-type drinks) and avoid drinks with caffeine (coffee, tea, sodas or hot chocolate) or alcohol.
  • Eat warm, high-calorie foods such as hot pasta dishes.
  • Remember, workers face increased risks when they take certain medications, are in poor physical condition or suffer from illnesses such as diabetes, hypertension or cardiovascular disease.

For free copies of OSHA's Cold Stress Card in English or Spanish, go to OSHA's website, www.osha.gov, or call 1(800) 321-OSHA.

Good luck and stay as warm and dry as you can.

Topics: OSHA, Human Resources, Weather

AIM Seeks Clarification of Sick Days Law

Posted by Brad MacDougall on Jan 16, 2015 2:44:31 PM

The mandated sick-days law approved by Massachusetts voters on November 4 touched off a wave of confusion among employers anxious to comply with the statute while maintaining a competitive benefits program.

Two_WomenThat’s why AIM today filed legislation to clarify the ballot language for both employers and workers before the law takes effect on July 1. The corrections bill does not represent an attempt to circumvent the will of the voters, but rather to provide employers with a clear roadmap on issues such as eligibility and how the new statute works with existing paid time off benefit plans.

John Regan, Executive Vice President of Government Affairs, says the measure reflects thousands of comments that the association has received during seminars, Web conferences and other conversations with member employers during the past two months.

AIM’s bill addresses the following concerns voiced by employers.

  • Employers were concerned that interns, independent contractors, and employees paid on commission would be counted as part of the employee threshold and would be eligible for earned or paid sick time.  The bill would remove those types of workers as part of the total count of employees and would place leave benefits for those people at the discretion of the employer.
  • Employers were concerned that the ballot language does not incorporate current payroll systems or the various types of shifts that manufacturers or nurses have.  Some manufacturers track employee time by the minute. Many nurses work 12-hour shifts.  The current law would allow an employee to take earned time off in minutes, a practice that would disrupt transportation of goods and delivery of vital services in the health care arena.  The bill would clarify that employees could take leave for a full work day or in a portion of the day, rather than minutes or a several hours of a shift.
  • Employers were concerned that the law would require them to eliminate their current Paid Time Off (PTO) systems, which are popular among employees.  The AIM bill would allow employers to integrate existing PTO systems with the new Act.
  • Employers were concerned that the documentation and administrative provisions would negatively impact attendance incentive plans.  The bill would provide employers flexibility on when or if documentation is needed. It would also give employers the ability to take disciplinary action when an employee does not comply with notification and documentation provisions of the Act.
  • Employers were concerned about when earned sick time would start to accrue and how much earned sick time an employee could use during the transition year.  The bill ensures that an employee may only be compensated for up to 40 hours of earned sick time during the transition year while allowing an employer to opt for a greater benefit during the transition year if it so chooses.

 

Topics: Employment Law, Human Resources, Paid Sick Days

HR Practices Survey - Predictable Wage Growth, Unpredictable Laws

Posted by Karen Choi on Dec 22, 2014 7:34:31 AM

The year 2015 will be anything but business as usual for Massachusetts human resource professionals.

HR.Practices.2014Sure, compensation increases will average a predictable 2.9 percent amid a persistently slack labor market. And Massachusetts will continue to keep pace with national projections of an overall average 3 percent increase in pay for American workers.

But the annual HR Practices Report published by Associated Industries of Massachusetts finds that beneath that placid surface lurk new state laws ready to roil the waters for anyone who manages pay and benefits at a Massachusetts company:

  • The impending three-year phased increase in the Massachusetts minimum wage from $8 per hour to $11 per hour. The $9-per-hour minimum that takes effect on January 1, 2015, will force some employers to raise entry-level pay rates while also bumping up wages for workers who currently earn slightly more than minimum. Employers face another $1-per-hour increase in the minimum wage in January 2016 and a third in January 2017. The result is that human resource professionals are scrambling to develop multi-year approaches to the minimum wage that will require both actual paid rates and salary ranges to be adjusted.
  • Federal health care reform kicks into high gear for employers on January 1, 2015. Employers with 100 or more full-time plus full-time equivalent employees face possible assessments. All employers with 50 or more full-time and full-time equivalent employees must start to collect data to meet the reporting requirements of the Affordable Care Act (ACA). These companies will need systems to track employee hours, health-care eligibility dates, number of full-time employees each month, employee participation in health insurance, and employee contributions to health insurance to meet ACA reporting requirements. Added to these calculations are the establishment and tracking of standard and initial measurement and stability periods. HR professionals will need some combination of new processes, systems, or partnerships to avoid adding staff to comply with these regulations.
  • The new Massachusetts paid sick days law approved by voters on November 4, 2014. The measure will force many employers to restructure their paid time-off policies prior to the July 1, 2015, effective date. The specific accrual, usage, and carryover provisions of the law do not mesh well with existing employer policies. Employers will need to develop separate time-off tracking to accrue, deduct, and carry over time pursuant to the new law. Once again, processes, systems, and the assistance of key partners such as their payroll providers will be important to meeting the requirements without adding staff.
  • The Massachusetts Wellness Tax Credit. It is available to employers with 200 or fewer employees. Qualifying employers may receive an annual tax credit equal to the lesser of 25 percent of their wellness program investment up to $10,000. Employers must demonstrate that they have taken steps to determine the health needs of their employees and developed a program tailored to address those needs.

That’s a full menu of challenges, especially for small companies that struggle to implement complex laws and regulations. So fasten your seatbelt—it’s going to be an interesting ride.

Topics: Compensation, Health Care Costs, Human Resources

Twin Labor Board Decisions Change Workplace Landscape

Posted by Michael Rudman on Dec 15, 2014 8:24:02 AM

The National Labor Relations Board dramatically shifted the workplace landscape last week with two landmark decisions – one accelerating the timing of union representation elections and a second permitting employees to use company email accounts on their own time to discuss organizing.

organizedlaborgoodsmallThe rule on expedited union elections had been sought for years by organized labor to limit the ability of companies to respond to organizing efforts. The measure eliminates a previously-required 25-day period between the time an election is ordered and the election itself and curtails employers’ ability to appeal eligibility and other issues prior to a union representation election.

It will also require employers to furnish union organizers with all available personal email addresses and phone numbers of workers eligible to vote in a union election. The rule, which takes effect on April 14, allows electronic filing and transmission of union election petitions for the first time.

The NLRB first proposed the change in 2011, but the U.S. Court of Appeals for the D.C. Circuit struck it down over a lack of quorum in a case in which Associated Industries of Massachusetts (AIM) participated. The board re-introduced the rule in February.

Abbreviated union elections place employers at a disadvantage because most don’t find out about a union campaign until it is well under way- frequently when the union has more than 75 percent of the potential unit employees signed up.

“The bottom line for employers who are non-union and wish to remain so is the dramatic reduction in the time available to educate employees, express the company’s point of view on union representation and combat union propaganda during an election campaign,” said Tom Jones, Vice President at AIM.

The decision on accelerated elections came two days after the NLRB ruled that “employee use of email for statutorily protected communications on nonworking time must be permitted by employers who have chosen to give employees access to their email systems.”

Statutorily protected communications generally refer to activities in which employees engage during union organizing campaigns, union elections or in the exercise of their rights to address work grievances. The communications are protected in both union, and non-union, environments.

The NLRB was quick to clarify who is covered by its decision:

  1. The ruling applies only to employees who have already been granted access to the employer’s email system.
  2. An employer may justify a total ban on non-work use of email by demonstrating that special circumstances make the ban necessary to maintain production or discipline.
  3. Absent justification for a total ban, the employer may apply uniform and consistently enforced controls overs its email system to the extent such controls are necessary to maintain production and discipline.
  4. The ruling does not address email access by nonemployees, nor any other type of electronic communications.

Both NLRB decisions were made with three-to-two margins with the Democratic appointees voting in favor and the Republican appointees voting against.

Jones says the expedited election decisions makes it incumbent upon employers to take a preventative, rather than reactive approach to labor relations. The campaign to win votes must be an ongoing effort – even in the absence of a formal campaign or even a remote threat of union activity. 

There are several steps employers can take right now:

  • Assess your organization’s vulnerability to a union;
  • Train your supervisors on the ‘real’ issues that bring in a union – it’s almost always about respect, consistency and fair treatment;
  • Communicate with your federal elected representatives;
  • Get professional help in assessing and preparing for the possibility of a union drive – waiting until the campaign starts will be too late

Associated Industries of Massachusetts has experts who can help your organization assess, evaluate and prepare for the possibility of a union campaign.  Contact our Employer Hotline at (800) 470-6277.

Topics: Organized Labor, National Labor Relations Board, Human Resources

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