Traditional Labor

For decades, we have represented private, public, and nonprofit employers in their dealings with unions and unionized workforces. Our legal services include:

  • Union avoidance training and counseling
  • Management of union organizing attempts and corporate campaigns
  • Appearances before the National Labor Relations Board in representation and unfair labor practice cases
  • Appearances before state labor relations boards in representation and unfair labor practice cases
  • Prevention and control of strikes and picketing
  • Union negotiations
  • Advice on administration of contracts and handling of grievances
  • Labor and interest arbitrations
  • Decertification and withdrawal of union recognition

When Reaching For Collective Bargaining Objectives

Whether for a first-time employer-union contract or a successor contract, we assist employers in every aspect of the negotiating process, including grievance management and at arbitration. We take a strategic approach to every representation, from advising whether a case should be arbitrated and the choice of arbitrator to preparing and trying the case.

When Confronted With Union Organizing

Because we have represented management in hundreds of union-organizing attempts, we know how to help clients maintain a union-free environment. We take quick action when a client is notified that a union has filed a petition with the NLRB seeking a representation election. We advise on employer rights and responsibilities during the critical pre-election period, represent the employer in all NLRB proceedings, and work closely with management to design and carry out an effective election campaign.

When Dealing With Corporate Campaign Tactics

We help clients effectively counter the “corporate campaigns” that many unions mount against large companies. We devise strategies that deflect the negative effects of advertising and publicity, lobbying efforts aimed at unfavorable legislation, picketing, product/service boycotting, and other potentially harmful tactics.

When Decertification Or Withdrawal Is Appropriate

We advise employers on their rights and responsibilities when decertification or withdrawal of recognition is appropriate and represent them before the NLRB in unfair labor practice proceedings that involve decertification and withdrawal of recognition.

When Faced With A Change In Control

We are especially attuned to the complexities that can arise during a change in company control. We review collective bargaining agreements and assess organization efforts to provide an accurate picture of the company's labor climate. We address the implications of resulting plant closures or reductions in force. And because of our long history in union-management relations, we know how to avoid contentiousness and forge productive relationships with organized labor while protecting our clients' legal position.