Union Avoidance

If you think you have a union problem, you do, and it’s worse than you think.

Employers often ignore the early warning signals of union organizing… huddles that disperse when a manager approaches, an increase in union oriented terminology – seniority, work load, equalization of overtime – new friendships forming or old ones dissolving, increased complaining about long-standing issues. Untreated union organizing is not like good red wine. It does not get better with age.

	If addressed early on potential organizing can often be averted. You cannot lose an NLRB election that never happens.
	Well-trained and comfortable managers are the best defense. They must be confident in their understanding of legal boundaries and how to communicate with their subordinates within them.
	The appropriate application of information is the art of the game. Poorly designed or executed plans can often create interest in the union.
	After the threat passes you can put in place The Union Free Privilege™ to make sure it never returns.

You can play offense too.

	If you have a union you can create an environment to make it become unnecessary.
	If your employees are tired of paying dues you can explain the deauthorization process to them that allows them to stop.
	If they want out of the union the NLRB has a process known as decertification. It’s not easy but it can be done.

Remember employees become the victims in any labor relations conflict.  It is a noble process to protect them from unwittingly putting everything on the line.

 

Take our Union Vulnerability Assessment Quiz and find out if your company is susceptible to an organizing drive.

			The Union Free Privilege™
			The Union Free Privilege™ Academy