Leading Connecticut Labor Relations Law
Siegel O’Connor features some of Connecticut’s top attorneys in the practice of labor relations law. With over 50 years of labor and employment experience, we are consistently recognized as the go-to law firm for employer-side labor relations issues and have a history of advocating for the interests of management.
At Siegel O’Connor, we listen to our clients and we provide strategic solutions that meet each employer’s distinct business goals and requirements. Our attorneys have an unrivaled breadth and depth of experience and use that experience to offer thoughtful legal advice and skilled representation in all aspects of labor relations.
We are committed to protecting each client’s interests while preserving their bottom line. Therefore, we strive to provide cost-effective representation as well as advice and compliance strategies that will save our clients time and money – now and in the future. This approach includes anticipating legal issues before they surface and ensuring our clients are positioned to overcome them.
Hartford Attorneys Providing Comprehensive Prevention Practice Services
The landscape of labor laws in the United States has seen significant changes in recent years, requiring employers to adapt their labor relations programs accordingly. The attorneys at Siegel O’Connor focus exclusively on labor law and stay one step ahead with regard to every legal development that affects their clients. Our comprehensive knowledge of labor law issues allows us to provide our clients with effective plans to avoid potentially costly labor disputes.
At Siegel O’Connor, we take a tailored approach to union avoidance. We do this by learning every facet of our clients’ businesses and developing a blueprint to resist union organization. Examples of the preventive services we provide include:
- Preventive labor relations audits
- Supervisory training
- Review of employee manuals
- General labor relations consultation
We also stand by our clients during union organizing campaigns – from the initial communication to the petition and through the final vote count.
Siegel O’Connor Attorneys – Advocates for Employer Interests
The labor law attorneys at Siegel O’Connor include seasoned litigators who have represented hundreds of employers before the National Labor Relations Board, in federal and state courts, at grievance arbitrations, and at collective bargaining negotiations. Our team of labor attorneys has the experience and resources to defend employers in high-stakes labor and employment cases that can threaten their ability to operate. We have earned our reputation as skilled advocates in any arena and are determined to obtain the best possible outcome for our clients when disputes arise.
Siegel O’Connor handles the following labor relations issues:
- Alternative Dispute Resolution
- Collective Bargaining Negotiations
- Federal and State Court Litigation
- General Labor Relations Consultations
- Grievance Arbitrations
- Independent Contractor Issues
- Interest Arbitrations
- Injunction Proceedings
- NLRB Representation and Unfair Labor Practice Hearings
- Plant Closings, Relocations, Sales and Mergers
- State Board of Labor Relations
- Strike Preparations & Consultation
- Supervisory Training
- Preventive Labor Relations Audits
- Teacher Prohibited Practice Proceedings
- Union Avoidance
Labor Relations Frequently Asked Questions
Is my company subject to the National Labor Relations Act (NLRA)?
Most private sector employers in the U.S. are subject to the NLRA if their activity in interstate commerce exceeds a minimal level. However, federal, state, and local government employers are exempt, as are exclusively agricultural employers, interstate railroads, and airlines.
The particular jurisdictional requirements of the NLRA and their application can be nuanced and complex. The attorneys at Siegel O’Connor can help you navigate them.
What is the Labor Management Relations Act (LMRA)?
The LMRA was passed in response to the increased striking and work stoppages brought about by the enactment of the NLRA. The statute prohibits unfair union practices such as refusal to negotiate in good faith, restraining or coercing employees exercising their rights under the NLRA, and charging employers or employees excessive fees.
Can supervisors join a union?
Under the NLRA, supervisors and managers are not allowed to join unions or collective bargaining units. However, the identification of supervisors in this context is not as simple as job descriptions, and in many instances requires an in-depth legal analysis.
Cost-Effective Labor Relations Advice and Advocacy
The relationship between employer and employee often lies at the core of a company’s ability to operate its business and thrive. In today’s complex labor relations environment, employers must remain vigilant and protected against costly employment hurdles. Siegel O’Connor has been helping employers stay ahead of the game and protect their interests for over 50 years by offering comprehensive and detailed strategies for compliance and union avoidance. Our team of attorneys also has a proven track record of advocating successfully for employers in every labor relations venue.
Please contact one of our experienced Hartford labor relations attorneys to learn more about how we can protect your business.