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Bob Oberstein is uniquely qualified with over 50 years of Labor Relations experience on both sides of the table in both the private and public sectors where he conducted countless investigations. Bob was also the Director of the Labor Management Relations program at Ottawa University, Phoenix where he also served as Ombudsman for all student, faculty and staff complaints which often involved conducting internal investigations. Bob has several published articles to his credit in addition to his arbitration awards and has also been recognized in Who’s Who Among America’s Teachers.
Additionally, Bob served on several boards, commissions, and panels where he participated in resolving or adjudicating all manner of workplace issues in a variety of industries. In all these capacities as well as being both mediator and arbitrator Bob often reviewed investigations to determine if they had been properly performed and had merit.
Additionally, he has qualified as an MD-110 investigator for Title VII and other discrimination related charges as well as being a “Lifetime Certificate Holder” of the Association of Workplace Investigators. Moreover, Bob earned a Master of Jurisprudence in Labor and Employment Law from Tulane University's School of Law.
Bob continues to serve the labor management community as well as other groups as an Arbitrator, Mediator, Facilitator, Investigator, Trainer and Educator. Further details about Bob’s unique qualifications can be found on his LinkedIn profile at Linkedin.com/in/boberstein.
Attendees will have the opportunity to widen their skill set enough to be able to hit the ground running to meet the challenges of most labor management environments.
At some point everyone in the workplace will probably need to look into something that happened.
Attendees will be introduced or become more familiar with and have a greater understanding of the arbitration process and the steps to properly prepare for an arbitration al the way through to the post hearing brief.
Everyone negotiates. And if you really think about that some of us, do it 24/7 every day. But too many of us are not as aware of how we might have negotiated differently, or even better to achieve our interests and needs for a better negotiated outcome.
Are you prepared to conduct a proper investigation? Will it comply with all Federal, State, and local laws and all your policies?
Disciplining an employee is the start of what can be a long, costly and relationship damaging process with the potential to have that discipline reversed or lessened even if your facts are correct and you followed your process to the letter.
It's a lot more than just "sexting." or visiting inappropriate websites! Do you have a social media policy? Are employees aware of it and have they been trained in its proper application?
At some point everyone in the workplace will probably need to look into something that happened. Such situations are not always crystal clear or “black and white” creating what is often referred to as "She said-he said" situations.