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NLRB storming your day?

By: Hope
By: Hope
NLRB And Human Resources

Disclaimer:

This review has been thoroughly researched with information and testimonials that are available online to anyone in the public. Any conclusions drawn by myself are opinions.

What I Liked

What I Didn't Like

Before we get into it... who am i?

Always good to put a name to a face, so firstly, my name is Hope!

Like you, I was stuck working 8-10 hour days building someone else’s dream.

I worked at one of those cool tech companies that has omelet stations for breakfast & craft beer on tap for after hours.

To a lot of people that’s a dream, but to me… something was missing.

All I really wanted, was to actually enjoy life – more vacations, less stress, buy myself nice things without worrying about the cost… but that was something my 9-5 couldn’t provide me.

That was until a few years ago when I discovered a way to make money online by actually helping real people. 

People in this case were local business owners across the US.

Me and My Puppy

The page above is an example of how I do it. That one-page site generates $1,500/mo and I haven’t even touched it since it was put up.

That’s an $18,000/year raise from just one page.

That’s why local lead generation is my #1 business recommendation for recurring, semi-passive income. If you want to learn about that business model, click here.

Important: I am not an affiliate

for the opportunity in this review

Why Does That Matter?

A lot of course reviewers have no experience with any of the business models or programs they review, and so they’re just making stuff up.

They do that because they want you to click through their link to buy from the person that the review is about!

They have no clue what it’s actually like to run the different types of businesses they write about.
I have absolutely no relationship with this program, so you can rest easy knowing I’m going to give you my honest opinion.
This review is written based on my own experiences with this business model.

All that being said, let’s jump into things.

NLRB Storming Your Day?

NLRB and Human Resources

At best, Human Resources departments across the private sector have been struggling to stay afloat through recent NLRB (National Labor Relations Board) changes. New developments in the situation hardly promise an end to the hurricane, but if you’re caught in this mess, having an internal conflict resolution guide will be very effective in keeping discussions, discussions rather than arguments and escalating conflicts.  Feel free to take some life-rafts from us.

As reported by the Washington Post, in 2012 Obama appointed Sharon Block and Richard Griffin as board members on the NLRB. The problem: the senate was on break at the time of the appointment, so the confirmation process was bypassed. On July 16th 2013, Obama announced two new nominees for the National Labor Relations Board, leading the public closer to a resolution of the issue. However, since the unconfirmed board members served on the NLRB for approximately a year, it is possible that many decisions made since their appointment will have to be revisited. In Looking Beyond NLRB Confirmations, Proskauer’s Partner Larry Lorber points out the controversial nature of many NLRB decisions made since 2012, which could very well dredge up many changes in outcomes.

Meanwhile, Human Resources departments and Entrepreneurs are left struggling; trying not to drown in the confusion. Everyone wants to know what changes might be coming down the pipe. As confirmed by Larry Lorber and many others, it is just too soon to tell what will come of all this. Still, there are some basic guidelines that can help companies stay out of trouble and avoid shipwreck.

How to deal with the current state of the NLRB

* Prevent future disputes and issues surrounding new hires by considering behavioral qualities of employees during the selection process.

* Be aware of what your organization can and can’t do if targeted by a union.

* Due to the evolving nature of social media and highly viral employer/employee public interactions, which are sometimes damaging, remember to clearly communicate Social Media Networking policies to your organization. Refer to advice from Lynn C. Outwater on specific guidelines for creating social media policies.

* Given the obvious state of perpetual changes, stay up-to-date on NLRB regulations and news.

* Also be mindful of At-Will Statements. If you have concerns about At-Will Statements, a suggested format can be found in the article The ‘Crisis’ in the NLRB – and what it means for HR.

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Best of The Week Testimonial

Hi, I'm Hope!

I make over $20,000/mo thanks to this platform… check it out below!

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