Labor Law & Collective Bargaining

Overview

O’Hagan Meyer helps employers navigate union relationships, collective bargaining agreements, and labor disputes with a practical, business-focused approach grounded in real-world operational experience. We advise companies on how to understand, apply, and leverage their collective bargaining agreements (CBAs) to support efficient, stable, and productive workplaces, while positioning them to respond effectively when issues arise.

Labor relations present both risk and opportunity. For some employers, under the right circumstances, a union relationship can function as a constructive partner that helps manage workforce issues and reduce legal exposure. But when relationships are misaligned or agreements are poorly structured, unions and CBAs can create significant operational and financial challenges. We help clients evaluate these dynamics, both before and after entering CBAs, to make informed decisions that align labor strategy with broader business goals.  

Our attorneys represent management in a range of labor matters, with a focus on helping employers work effectively with unions while protecting their business interests. We regularly assist clients in interpreting and applying CBAs, addressing day-to-day workplace issues, and resolving disputes through grievance procedures, negotiation, and, where necessary, arbitration. When conflicts cannot be easily resolved, we advocate for employers and enforce their contractual rights while maintaining a strategic focus on long-term stability. In addition, when a unionized workplace may not align with an employer’s business objectives, we help employers understand their legal rights and options while ensuring employees have the information needed to make informed decisions regarding union representation. We also advise employers during union organizing campaigns and represent them in negotiating new collective bargaining agreements (CBAs), as well as amendments, renewals, and other changes to existing CBAs.  

Our approach to labor law is shaped by significant operational experience managing large, unionized workforces across multiple jurisdictions. This background allows us to work closely with employers, HR professionals, and business leaders to address labor issues in real time, helping them balance legal obligations, operational needs, and workforce considerations. Our goal is to reduce disruption, avoid unnecessary escalation, and support consistent, defensible decision-making in complex union environments. 

Our Services Include

• Interpretation, application, and enforcement of collective bargaining agreements 

• Representation in grievance proceedings and labor arbitrations 

• Strategy development for union-management relationships 

• Guidance on workplace policies and practices in unionized environments 

• Dispute resolution and negotiation with unions 

• Risk assessment and labor relations planning 

• Advisory services related to the National Labor Relations Act (NLRA) and National Labor Relations Board (NLRB) processes 

• Training and practical guidance for managing unionized workforces  

• Drafting, negotiation, and administration of collective bargaining agreements (CBAs)

• Union avoidance counseling and labor relations strategy

Labor issues can evolve quickly as workplace needs shift and regulatory priorities change. We help employers prepare for these challenges by focusing on proactive counseling, dispute avoidance, and long-term labor strategy. Whether working within an existing union framework or addressing emerging labor concerns, we guide clients toward solutions that promote stability, reduce risk, and support a productive workforce.

Experience

• Led labor relations strategy for a national employer with more than 3,000 unionized employees across 40 states, overseeing compliance with and administration of more than 30 collective bargaining agreements. Successfully managed multi-jurisdiction labor issues while maintaining operational consistency across a geographically dispersed workforce. 

• Represented a national employer during a three-year union organizing campaign involving approximately 2,000 employees in California. Helped develop and execute a lawful labor relations strategy that resulted in employees voting against union representation in three separate elections, preserving the employer's direct relationship with its workforce. 

• Successfully defended an employer's position in a Board of Adjustment proceeding involving a disputed employment action. Through strategic advocacy and presentation of the contractual and operational rationale, secured a favorable outcome and avoided adverse precedent for future labor disputes. 

• Advised an employer facing a threatened strike and coordinated work slowdown in Pennsylvania. Through negotiations and meetings with employees, union stewards, and local union representatives, resolved key concerns and avoided a labor disruption that could have significantly impacted operations. 

• Represented employers in resolving dozens of union grievances involving workplace discipline, contract interpretation, and operational disputes. Achieved favorable settlements and dismissals that minimized liability, reduced litigation costs, and preserved productive labor-management relationships. 

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Please note that no attorney-client relationship is formed unless and until we agree upon and execute a written retention agreement. Until that time, we are unable to act on your behalf or protect your legal interests.