Managing a workforce is challenging enough without the added complexity of union disputes. For employers, the National Labor Relations Act (NLRA) creates a minefield of regulations that can lead to costly penalties if mishandled.
At Baird Quinn LLC we represent management, from small businesses to large corporations, in all aspects of labor relations. Whether you are facing a union organizing drive, negotiating a collective bargaining agreement, or defending against charges before the NLRB, our goal is to protect your operational control and bottom line.
What is an Unfair Labor Practice (ULP)?
Definition for Employers: An Unfair Labor Practice (ULP) is a formal charge claiming a violation of the NLRA. These charges are investigated by the National Labor Relations Board (NLRB). Common allegations against employers include “interference” with union rights, discrimination against union supporters, or failure to bargain in good faith.
The Risk: If found liable, the NLRB can order you to reinstate fired employees with back pay, post public notices admitting guilt, and reverse business decisions.
Union Avoidance & Campaign Management
Stay Union-Free Through Legal Compliance
The best way to handle a union dispute is to prevent it from happening. We counsel businesses on lawful strategies to maintain a direct relationship with their employees.
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Supervisor Training: Teaching your management team what they can and cannot say (TIPS: No Threats, Interrogation, Promises, or Surveillance).
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Campaign Strategy: Legally communicating your company’s position during a union election campaign.
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Colorado Labor Peace Act: Navigating Colorado’s unique requirement for a second election (the “all-union referendum”) before a union shop can be enforced.
Collective Bargaining & Arbitration
Negotiate from a Position of Strength
If your workforce is unionized, the contract is your rulebook. We assist management in negotiating agreements that preserve flexibility and contain costs.
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Contract Negotiation: We serve as lead negotiators for Collective Bargaining Agreements (CBAs).
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Grievance Arbitration: We defend management in “Just Cause” arbitrations involving employee discipline, discharge, and layoffs.
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Contract Interpretation: Resolving disputes over management rights, job classifications, and benefit administration.
NLRB Litigation & Defense
Aggressive Defense Against Federal Charges
When the NLRB gets involved, you need experienced trial lawyers. We routinely represent clients at all stages of Board proceedings:
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Responding to Charges: We draft position statements to persuade the NLRB Regional Director to dismiss frivolous charges.
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Administrative Hearings: If a complaint is issued, we defend your company in trial-like hearings before an Administrative Law Judge (ALJ).
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Union Misconduct: We file charges against unions for unlawful secondary boycotts, picket line violence, or bad faith bargaining.
Representative Experience
Our labor attorneys have successfully handled hundreds of labor matters over the past two decades. We focus on practical solutions—helping you resolve disputes quickly so you can get back to business.
Contact Baird Quinn LLC online or at 303-813-4500 to discuss your labor strategy.
This page is highly relevant for employers and management teams navigating the complexities of union relations and NLRB compliance. Because labor law involves very specific federal and state statutes (like the NLRA and the Colorado Labor Peace Act), a well-structured FAQ and Jump Menu will significantly improve the page’s authority and scannability.
Currently, the FAQ section uses a simple list format and lacks the Schema markup necessary to trigger Google’s rich results.
Here is the optimization plan for the Labor Relations & Management page:
Part 1: Replace the FAQ Section & Add Schema
Go to the bottom of your Text module (in the Text/HTML tab) and replace your current
FAQ: Labor Law for Employers
section with this fully optimized block:
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Frequently Asked Questions: Labor Law for Employers
Can I fire an employee for trying to start a union in Colorado?
No. Under the National Labor Relations Act (NLRA), it is illegal to fire, discipline, or otherwise retaliate against an employee for engaging in “protected concerted activity,” which includes organizing or joining a union. Violations can lead to NLRB charges requiring reinstatement and back pay.
What is the “Colorado Labor Peace Act”?
The Colorado Labor Peace Act is a state law that adds extra requirements for “Union Security Clauses.” In Colorado, a union cannot require employees to pay dues as a condition of employment unless they win a separate, second election with at least 75% of the votes.
Do I have to let union organizers onto my business property?
Generally, no. Employers typically have the right to prohibit non-employee union organizers from entering private company property, provided the policy is applied consistently to all outside solicitors and the union has other reasonable methods for communicating with your employees.
What is an Unfair Labor Practice (ULP)?
An Unfair Labor Practice (ULP) is a formal charge filed with the NLRB alleging a violation of the NLRA. Common ULPs against employers include interfering with union rights, discriminating against union supporters, or refusing to bargain in good faith with a certified union.
What can management say during a union organizing drive?
Management can legally share the company’s position on unionization, but they must avoid “TIPS”—Threats, Interrogation, Promises, or Surveillance. You can provide factual information and opinions, but you cannot threaten to close the business or promise raises to stop unionization.