NLRB intake that captures employer name and activity timing up front
The guided intake asks whether the issue involves union organizing or concerted activity, whether retaliation happened within the last six months, and whether the employer can be named — then collects termination notices and union correspondence before the lead lands in your CRM.
The exact intake your nlrb and union matters leads complete
This is the real 7-question guided intake for NLRB and Union Matters — the same flow your customers finish before you ever pick up the phone.
What a qualified nlrb and union matters lead should tell you
NLRB and Union Matters covers disputes under the National Labor Relations Act, including union organizing, concerted activity for mutual aid, and retaliation by an employer or union tied to that activity — the intake needs to confirm employee status, the nature of the protected activity, and how recently it occurred.
- This About Workplace In
- Employee (Or Were Recently
- Issue About Forming, Joining,
- Believe Employer Or Union
- This Happen Within Last
- Identify Employer (Company Name
- Lose Pay, Hours, Job,
The questions your team needs answered
Every nlrb and union matters intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Is this about a workplace in the United States? | NLRB jurisdiction generally applies to workplaces within the United States, so a non-US workplace signals the matter likely falls outside the agency's reach. |
| Are you an employee (or were you recently an employee) of the company involved, rather than only a customer or the general public? | NLRA protections generally run to employees, so confirming current or recent employment status separates viable matters from customer or bystander complaints. |
| Is your issue about forming, joining, supporting, or opposing a union, or about working together with coworkers to improve pay or working conditions? | This isolates whether the conduct touches protected union organizing or concerted activity at all, which is the core threshold question for the entire practice area. |
| Do you believe your employer or a union took action against you (or threatened you) because of union activity or because you acted together with coworkers? | A retaliation or adverse action tied to the protected activity is what turns a workplace dispute into a potential unfair labor practice charge. |
| Did this happen within the last 6 months? | NLRB charges typically must be filed within six months of the incident, so this answer signals how much runway remains to act. |
| Can you identify the employer (company name and work location) involved? | Being able to name the employer and location makes a charge easier to investigate and file, while an unidentified employer usually means more upfront legwork. |
| Did you lose pay, hours, your job, or other important work benefits, or are you seeking to stop the conduct from continuing? | Concrete lost pay, hours, or job loss (or an ongoing practice to stop) points to tangible remedies worth pursuing, rather than a purely hypothetical concern. |
How Cliont scores nlrb and union matters leads
Every answer is weighted automatically — no manual review required.
Value signals
- This About Workplace In: yes
- Employee (Or Were Recently: yes
- Issue About Forming, Joining,: yes
- Believe Employer Or Union: yes
- This Happen Within Last: yes
- Identify Employer (Company Name: yes
See the lead your team receives
NLRB and Union Matters Lead
From first click to qualified lead
Follow people and businesses seeking counsel through one smooth, guided flow.
They land & meet you
Your video greeting plays instantly — a real face instead of a blank form.
They explain the matter
Smart questions adapt to their matter and capture the full scope.
They share the documents
The facts, dates, and any paperwork come attached, so you can assess the matter before the consultation.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for nlrb and union matters workflows
| Cliont capability | NLRB And Union Matters application |
|---|---|
| Weighted scoring | Confirmed union activity combined with retaliation within the last six months pushes a matter to the top of your queue, while incidents outside that window score lower to reflect the NLRA filing deadline. |
| Conditional question logic | The intake only asks about the specific union or concerted activity after confirming the person is or was an employee, so customers and unrelated visitors are filtered out earlier. |
| Document collection | Termination notices, discipline records, and union communications are collected alongside the retaliation and timing answers so you can see the underlying evidence before the consultation. |
| CRM routing | Matters where the employee, union activity, retaliation, and timing questions all score high are routed directly into your CRM as ready-for-consultation, rather than sitting in a shared inbox. |
Common nlrb and union matters lead scenarios
Fired shortly after organizing
An employee terminated within weeks of leading a union petition, with the employer clearly identified — this combination of recent retaliation and confirmed union activity scores highest.
Coworkers acting together, no union yet
A group of employees pushed back on pay or scheduling without any formal union involved; the intake still flags this as protected concerted activity under the relevant question rather than routing it as a generic complaint.
Retaliation claim past six months
A prospective client describes a demotion tied to union support that happened over a year ago; the timing answer lowers the score since NLRB charges carry a strict filing deadline.
Customer, not an employee
A frequent customer wants to complain about how a company treats its unionized staff; since they were never employed there, the intake scores this as a poor fit before it reaches your calendar.
Employer not yet identifiable
A caller describes retaliation for organizing but won't name the company or location; the intake captures this gap so you can decide whether to follow up before offering time.
Connect Cliont to your workflow
Send leads
HubSpot, HighLevel, Salesforce, JobNimbus
Book matters
Google Calendar, Outlook Calendar, Calendly
Notify your team
Email, SMS, Slack
Automate follow-up
Zapier, Webhooks, API
Simple, transparent pricing
Choose the plan that works for your business.
Professional
Unlimited intake forms and leads for your growing business.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Advanced analytics dashboard
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Only pay when you receive a qualified lead.
- Unlimited intake forms
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- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Charged only for submitted leads
More employment and labor law intake templates
NLRB and Union Matters lead-intake FAQs
Does the intake tell the difference between a union organizing dispute and a general workplace complaint?
Yes — one question directly asks whether the issue involves forming, joining, or opposing a union, or acting with coworkers on pay and conditions, so complaints that don't touch protected activity score lower without you having to read the full narrative first.
What happens if the prospective client no longer works at the company?
The intake accounts for that by asking whether they are or were recently an employee, so someone who left the job shortly before the retaliation still qualifies rather than being filtered out as a non-employee.
Why does the intake ask when the incident happened?
NLRB unfair labor practice charges generally must be filed within six months of the incident, so the timing question surfaces matters approaching that window as higher value and flags older incidents for closer review.
What if the prospective client can't name the employer yet?
The intake still records the response, but not being able to identify the company and work location lowers the score slightly since it typically means more work before a viable charge can be filed.
Does the intake screen out customers or members of the public with no employment relationship?
Yes — confirming employee status is one of the core qualifying questions, since NLRA protections generally apply to workers, not to customers or unrelated third parties.
How does the intake handle workplaces outside the United States?
It asks directly whether the workplace is in the United States, since NLRB jurisdiction generally doesn't extend to foreign workplaces, and answers outside the US score lower accordingly.
Turn nlrb and union matters visitors into qualified cases
Give every nlrb and union matters visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.