From the start, Seaton, Peters & Revnew has focused on management-side labor relations as a cornerstone practice. Whether assisting companies with avoiding or opposing organizing campaigns, counseling them on existing union relationships, or representing them in labor arbitrations, lawsuits, and agency actions, our clients know they can rely on Seaton, Peters & Revnew to deliver sound legal advice and creative, practical strategies.
Our attorneys have extensive experience counseling and representing union and non-union employers in all aspects of labor-management interactions. We partner with non-union employers to develop effective and lawful avoidance strategies for maintaining union-free workplaces and counsel them on how to respond to union organizing campaigns.
We also counsel unionized employers on all aspects of union workforce management. We advise employers on day-to-day labor matters such as discipline and discharge, counsel them in challenging situations such as workforce strikes, and guide them through compliance with collective bargaining agreements, statutes, and regulations (including the NLRA and ERISA). We also help businesses evaluate structural compliance – for example, when setting up a double-breasted operation or avoiding withdrawal liability in connection with terminating a union relationship.
Unionized companies need strong, experienced representation in labor negotiations and union communications. Our attorneys have decades of experience representing employers in labor relations and have successfully negotiated favorable collective bargaining agreements with major unions throughout the country. We work with clients to identify bargaining objectives, develop bargaining tactics, provide strategic analyses, interpret union proposals, and craft counterproposals that promote management goals.
Seaton, Peters & Revnew represents employers in labor disputes, arbitrations, administrative actions, and lawsuits.