The Everything You Need to Know About Labor Relations Survival Guide A-Z: Part 4
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Speaker : Bob Oberstein
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When : Tuesday, November 05, 2024
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Time : 01 : 00 PM EST
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Bob Oberstein is uniquely qualified with over 50 years of Labor Relations experience from both sides of the table in both the private and public sectors as advocate, mediator, arbitrator and trainer. Bob is the recipient of the Federal Mediation and Conciliation Service Director's Award for lifetime achievement in promoting positive Labor Management Relations. Bob was also the Director of the Labor Management Relations BA and certificate programs at Ottawa University, Phoenix where he developed and taught labor relations related courses on both the graduate and undergraduate levels including “The Science and Art of Negotiations.” Bob has several published articles to his credit in addition to his arbitration awards and has also been recognized in Who’s Who Among America’s Teachers as well as in “Who’s Who in America.” Additionally, Bob has served on several boards, commissions, and panels where he participated in resolving or adjudicating all manner of workplace issues in a variety of industries. Bob also continues his work with students as a coach for a local Law school’s mediation and negotiation competition teams and a judge for their internal competitions as well as for international competitions in both negotiations and mediation. Moreover, Bob holds a Master of Jurisprudence in Labor and Employment Law from Tulane University's School of Law. Bob has and continues to serve the labor management community as well as other groups as an Arbitrator, Mediator, Facilitator, Investigator, Trainer and Educator. Further details about Bob’s unique qualifications can be found on his LinkedIn profile at Linkedin.com/Linkedin.com/in/boberstein
- Explore and be able to identify the concepts, elements and applications of “past practice and precedent” in all of their many forms including how to reverse them.
- Be able develop a workable understanding of the interplay between the grievance and arbitration clauses in a CBA as well as their joint and separate applications as dispute resolution tools.
- Be able to identify the various stages of the grievance process in various forms and expectations at each step.
- Be able to identify the elements, meaning and application of the concepts of just cause and due process
- Develop an understanding of the various levels of proof (circumstantial, preponderance, clear and convincing and proof beyond a reasonable doubt) for disciplinary matters.
- Understand the various alternatives to traditional discipline along with their pros and cons.
- Be able to identify the various methods of dispute resolution available under a CBA and their advantages as well as disadvantages.
Areas Covered
- Past Practice and Precedent (how to prevent, establish and eliminate).
- “Work now, grieve later” v Self-Help Remedy.
- The Grievance and Arbitration process
- Grievance steps
- Burden and standards of proof
- Just cause and due Process
- Alternatives to traditional discipline
- Dispute Resolution
Who Should Attend
All levels of Managers, Supervisors, Human Resources, Employee Relations, Labor Relations, Attorney’s, and Union Officers/Representatives/Stewards, all levels of Law Enforcement or Security staff, community organizations, non-profits, elected and or appointed legislative and political groups.
Why Should You Attend
Building on the three previous webinar sessions in our Labor Relations Survival Guide A-Z this fourth and final webinar will tie all four webinars together into a comprehensive understanding and improved skill set that can set an attendee above and beyond colleagues. Those who complete this four-part series should have now developed their knowledge base and skill set enough such that they should be able to professionally respond to any possible labor relations scenario they might be presented with.
Can you identify the concepts, elements and applications of “past practice and precedent” in all of their many forms including how to reverse them? Or do you understand the elements and applications of the concepts and meaning of “work now, grieve later” and its opposite of “self-help remedy?” And what about having a comprehensive understanding of the interplay between the grievance and arbitration clauses in a CBA as well as their joint and separate applications as dispute resolution tools? Can you identify the various stages of the grievance process in their various forms and expectations at each step and how to make them work best for the parties. Just how familiar are you being able to identify the elements, meaning and application of the concepts of just cause and due process? And have you sufficiently developed your understanding of the different levels of proof (circumstantial, preponderance, clear and convincing and proof beyond a reasonable doubt) for disciplinary and other matters? Do you fully understand the various alternatives to traditional discipline along with their pros and cons and how and in what circumstances to apply them for the best possible outcomes for all concerned? And last but certainly not least can you identify the various methods of dispute resolution available under a CBA and their advantages as well as disadvantages?
As with the previous Parts 1-3 of this A-Z Labor Relations Survival Guide, if you can’t answer all the above with confidence, then this last of four webinars is just what you will need to complete your developing body of knowledge to improve your Labor Relations skill set for an informed and successful future.
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$210.00
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