Build practical labor relations judgment before the next organizing question, bargaining issue, grievance, or NLRB concern lands on your desk.
Taught by practicing labor and employment attorneys, this live virtual program helps HR, Employee Relations, legal, and operations teams understand the labor relations issues that shape manager communication, policy choices, organizing activity, bargaining, grievances, and workplace change.
Your team needs lawful manager communication and organizing-response judgment before activity accelerates.
Unionized, union-adjacent, and non-union workplaces that need a stronger labor relations foundation.
Use this program when your organization needs a clearer working model for labor relations risk, response, and manager communication.
For professionals who advise managers, shape policy, respond to employee activity, or support bargaining and grievance decisions.
The program helps participants understand what can be said, what should be documented, when counsel should be involved, and where ordinary HR habits can create labor law risk.
Participants leave with a clearer working model for NLRB issues, elections, bargaining, grievances, strikes, picketing, and workplace change.
Use this page to understand who the program is for, what it covers, and when Comprehensive Labor Relations is a better fit than broader HR law training.
Comprehensive Labor Relations focuses on organizing activity, NLRB rules, manager communication, campaign conduct, collective bargaining, grievances, arbitration, and workplace change.
The program is designed for teams that need practical labor relations judgment before decisions become urgent across managers, sites, and business units.
HR Law Fundamentals gives a broad employment law foundation. Comprehensive Labor Relations goes deeper on union activity, organizing response, manager communication, bargaining, grievances, and labor-management risk.
Start with the September live virtual cohort when the date works. If you need budget, manager signoff, or team planning, use the approval support alongside registration.
The September cohort gives participants focused attorney-led instruction, discussion, and Q&A without taking them away for full days.
Start with the next confirmed live virtual cohort. If the timing does not work, start the on-demand version or request future live dates.
Early bird rate: $975. Standard virtual tuition: $1,175.
Best when: participants want live attorney instruction, discussion, and Q&A.
Start the on-demand version now and learn at your own pace when the live cohort schedule does not fit.
Additional cohorts will be added as dates are confirmed in the registration calendar.
Confirm dates, tuition, on-demand availability, and credit rules before launch.
The proof for Comprehensive Labor Relations is practical confidence: attorney-led instruction that makes difficult legal issues understandable, current, and usable at work.
“Finding attorneys who can teach is a rarity.”
Why this mattersCLR is built for labor relations decisions where timing, wording, documentation, and manager conduct matter. Participants are not just learning rules; they are building practical judgment for decisions they may need to make quickly.
“With almost 20 years in the field of employment law, this was one of the best seminars I have ever attended.”
“Faculty did an outstanding job of making legal information understandable for non-lawyer professionals.”
“The instructors were able to rely on past examples and cases to help illustrate the learning.”
A tighter agenda-style layout makes the curriculum easier to scan and gives the page a more professional rhythm.
Current election rules, recognition risk, handbooks, joint-employer issues, and protected concerted activity.
How to reduce organizing heat through lawful manager conduct, policy choices, and credible employee relations practices.
How to operate inside accelerated timelines while preserving lawful communication and laboratory conditions.
Good-faith bargaining, information requests, CBA language, grievance handling, arbitration, and past practice.
Protected activity, employer response, contingency planning, restructuring, successorship, monitoring, and pay transparency.
Participants learn from attorneys who advise employers on labor relations decisions every day. The emphasis is practical judgment: what managers can say, when counsel should be involved, how campaigns unfold, and how bargaining or grievance issues should be handled.
Why faculty mattersLabor relations training depends on judgment. Participants need instructors who understand the legal rules and how those rules show up in campaigns, bargaining, grievances, manager communication, and workplace change.
Partner at Taft Stettinius & Hollister LLP
Represents management nationwide in labor and employment matters, with decades of advisory and litigation experience.
Partner, Labor & Employment at Thompson Hine LLP
Represents public and private employers in labor negotiations, union matters, ERISA claims, and employment litigation.
Partner at Foley Hoag
Focuses on union matters, unfair labor practice charges, representation cases, and labor-related litigation.
Each cohort is taught by faculty selected from IAML’s labor and employment law instructor network.
Comprehensive Labor Relations can stand alone as focused labor relations training, or serve as the first step toward IAML’s broader employee relations certificate path.
Answers to the common questions that come up before choosing the live virtual labor relations program.
No. Comprehensive Labor Relations works as a standalone labor relations program. If a participant later pursues the Certificate in Employee Relations Law, CLR can count toward that path.
Yes. The program covers organizing risk, protected concerted activity, handbooks, manager communication, and lawful employee relations strategy for unionized, union-adjacent, and non-union workplaces.
The current program credit value is 13 SHRM/HRCI/CLE.
Yes. On-demand is available for participants who need a more flexible training path.
No. The program is educational training taught by practicing labor and employment attorneys. It does not create an attorney-client relationship or replace advice from counsel on a specific matter.