Loading Academy & Workforce…
We use Google Analytics, Vercel Web Analytics, and Vercel Speed Insights to improve the site. Select Decline to turn them off in this browser. We honor GPC and Do Not Track. Read our Privacy Policy.
Fair profiles of the unions in California FQHC labor, and the rules of the game under the NLRA — §7 protected activity, §8 unfair labor practices, and the organizing-to-first-contract lifecycle.
Labor relations · 3 × 6-minute modules
0.25
training hours
18
minutes
3
modules
Free completion record · No sign-up needed
For HR leaders, labor-relations leaders, union leaders and organizers, and shop stewards alike. When both sides know who's who among the unions, what §7 protects, and what §8 forbids, the relationship is fairer and more predictable for everyone.
Who represents and organizes California's community health workforce
The National Labor Relations Act — §7 rights, §8 unfair labor practices, and the NLRB
Authorization cards, the election, certification, and bargaining the first contract
The Major Unions in FQHC Labor
Who represents and organizes California's community health workforce
The Rules of the Game
The National Labor Relations Act — §7 rights, §8 unfair labor practices, and the NLRB
From Card to Contract
Authorization cards, the election, certification, and bargaining the first contract
This practice does not decide whether conduct is protected or unlawful. It teaches which facts to verify before acting.
Before you reveal
Name the missing facts: coverage, group link or purpose, exact words and conduct, time and place, rules applied, and the employer response.
Stage 1 of 6
Workers explore organizing and sign authorization cards showing support for representation.
The NLRB election process generally requires a petition and a showing of interest from at least 30% of employees in the proposed unit; unit, coverage, filing, and bar questions still require case review.
Do not use TIPS as four automatic verdicts. Preserve exact words and context; current NLRB guidance distinguishes nonthreatening views from threats, promises, spying, and questioning that is coercive in context.
Check this stage
Official starting point for statutory worker exclusions; employer jurisdiction and other coverage facts still require review. Reviewed: 2026-08-26.
Official election-process starting point for petitions, the 30% showing of interest, voting, objections, certification, and voluntary recognition. Reviewed: 2026-08-26.
Official examples of conduct that may interfere with Section 7 rights, including fact-dependent limits and loss-of-protection issues. Reviewed: 2026-08-26.
Educational fact-review practice only—not legal advice. It does not decide NLRA coverage, whether activity is protected, whether conduct is unlawful, or what anyone should do in a real dispute. Labor law is fact-specific and can change. Verify current NLRB guidance and consult an NLRB information officer, a union representative, or qualified labor counsel before acting.
Free, bilingual courses that pair well with this one.
Loading your saved progress…
Write a decision about a case, then improve it. There's no quiz and no completion record.
Free completion record · No sign-up needed
English and Spanish