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The U.S. Department of Labor (“DOL) recently issued its final “Persuader Rule,” greatly expanding employers’ disclosure requirements regarding their use of union avoidance consultants, including attorneys. Equally important, the new rule also expands the requirements for the types of activities that are required to be reported. The new rule could drastically change how employers are able to respond to a union organizing effort, handle collective bargaining negotiations, or even implement employment policies. Last week, the DOL’s Office of Labor Management Services offered importance guidance to employers concerning their reporting obligations under the Persuader Rule, which will take effect July 1, 2016.
In the course of litigating the three lawsuits filed to stop the Persuader Rule, the DOL clarified that the new rule will not apply to any agreement between an employer and labor counsel entered into before July 1, 2016.
In this webinar, attorneys Steven M. Swirsky andAdam C. Abrahms, co-leaders of Epstein Becker Green’s Labor Management Relations team, will cover the importance of this clarification and what employers need to do before July 1, 2016.
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