Self-Serve tier

For management-side labor counsel facing a recognition demand, this skill builds a Cemex-compliant response framework that avoids triggering a non-Board bargaining order under 372 NLRB No. 130.

For franchise counsel and corporate employment leads scoping joint-employer exposure, this skill produces a status-of-rule analysis tracking 29 CFR §103.40 across 2020, 2023, and the 2024 vacatur.

For chief negotiators and labor counsel sequencing proposals, this skill classifies bargaining subjects as mandatory, permissive, or illegal under NLRB v. Wooster Borg-Warner 356 US 342 and First National Maintenance.

For union organizers and management-side counsel evaluating an RC petition, this skill produces an election-readiness memo grounded in 29 USC §159(c) and 29 CFR §102.60-67.

For HR directors and labor counsel auditing employee handbooks against NLRA Section 7, this skill produces a redline using the Stericycle 2023 reasonable-employee test grounded in 29 USC §157.

For employee relations managers and labor counsel responding to a Section 8(a)(1) charge after a discharge tied to organizing, this skill builds a defensive position memo grounded in 29 USC §158(a)(1).

For management-side labor counsel defending a discipline-based ULP charge, this skill produces a Wright Line burden-shift defense memo grounded in 29 USC §158(a)(3).

For management bargaining teams approaching impasse, this skill produces an impasse-and-implementation strategy grounded in 29 USC §158(a)(5) and Taft Broadcasting good-faith doctrine.

For HR policy leads and labor counsel applying the Stericycle reasonable-employee test, this skill produces a rule-by-rule re-evaluation framework grounded in 372 NLRB No. 113 (2023) and GC 23-08.

For labor counsel litigating supervisor exclusions in unit hearings, this skill produces a Section 2(11) classification analysis grounded in NLRB v. Kentucky River 532 US 706 and Oakwood Healthcare.

For unions, employees, and management-side counsel calendaring ULP exposure, this skill produces a Section 10(b) timing analysis grounded in 29 USC §160(b) and continuing-violation doctrine.

For HR investigators and labor relations leads conducting workplace investigations, this skill produces a Weingarten-compliant interview protocol grounded in NLRB v. Weingarten 420 US 251 (1975).