Labor Relations Training

Preventive Labor Relations For Union Free Employers When you have to get it right the first time.

Union Avoidance

Early Warning Signs

Campaign of Persuasion

Employee Relations

Management Training

www.trymyhr.com TRYMY HR .COM

The Rules Have Changed

Elections

No Second Chances

No Mistakes

If you win a union card signing campaign it will be because you had early warning from your supervisors, you implemented a thoroughly prepared and effective plan, and you took decisive action at the right time. “ If you have a union, it will be organized by your employees on your time.” www.trymyhr.com

275 Wins

No Losses

Losing at Card Signing is not an option. Winning is your only option. “ For the union free employer, the only desirable scenario is one in which the supervisor recognizes union activity for what it is, understands its importance, promptly reports to higher management what he/she has learned, and legally discourages employee involvement in union activity.” “ When your employees become the target of union organizing, union authorization cards can and will be solicited on your property.” We show you when, where and how such activity can be stopped. www.trymyhr.com

Key Ingredients of Effective Campaign Preparations

Labor in America: A Chronology “There is no excuse for a lack of knowledge.”

Your Position on Unions

NLRA Summary

Unionizing “Scenario”

Successful Union Organizing Campaign Tactics

Authorization Cards

23 Signs of Union Activity

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Union Avoidance Campaign & Management Training www.trymyhr.com

Key Ingredients of Effective Campaign Preparations

Contingency Plan for Dealing with Union Representatives

Official Secret Ballots

Rejecting the Unions Claim

Secret Ballots

Can’s and Cannot’s

Union Pusher Points & Counterpoints

Non-Solicitation Policy

Labor Law Survey

Case Studies

(Continued) www.trymyhr.com

What Do You Do Now? Your surrounding community has a high percentage of “blue collar” workers who are employed in nearby manufacturing, distribution and services operations. One of you employees, hired approximately four months ago, has been very outspoken about her support for the union. She complains a lot and has been late a few times. You have tried to ignore those things because she works hard, and good employees are hare to come by in your area. This morning, a new employee who was hired just last Friday tells you that some of the older employees have asked her to sign a card so the union can get them more money. What do you think the problem is? What should you say to the new employee? What other actions would you take? www.trymyhr.com

What Do You Do Now? Your company is located next door to a unionized organization. You have heard some of your employees talk about the good deal they have next door “working for the union”, but they haven’t caused you any trouble. Your employees are friendly with customers and with each other, although, for some reason, they have not been very friendly with you lately. Today is your day to work the morning shift. As you are walking in from the parking lot, you notice there are three other people present at this time. Two of them are hourly employees who are holding a supply of cards and brochures. The third person greets you in a friendly manner, introducing himself as a representative of the United Food and Commercial Workers Union. He informs you that he is there to help these two employees organize a union. What should you say to the union representative? What should you say to the two employees? What other actions would you take? www.trymyhr.com

What Do You Do Now? You’ve heard rumors about certain employees signing union authorization cards, but these rumors have circulated sporadically for a number of months. Today, however, you were approached by a new employee who asked whether it would be all right if she signed a union authorization card, and what the Company would do if she did. What should you say to this new employee? Several days later, four employees approach you and inform you that they sent in signed authorization cards. They go on, however, to tell you they’d like more time to think about their decision, and want to know whether or not they can get their cards back. What should you do? www.trymyhr.com

What Do You Do Now? One of your most troublesome employees is handing out UNITE! Fliers in the employee break area while he is off shift. His flier urges employees to take part in a union discussion group at his home this evening. You policy is to pay your employees for their daily break time. Does you troublesome employee have the right to do this? What should you do? Your employees use a parking lot which is not accessible to the general public. When you arrive this morning, you find that three of your day shift employees have arrived early and are soliciting other employees in the parking lot. At this time it is five minutes before starting time. Do these employees have a right to be there? What should you do? www.trymyhr.com

What Do You Do Now? You manage Sections Five and Six in a large complex. A high percentage of your employees come from “blue collar” backgrounds, and some of them are from “union” families. One of your employees, hired about a year ago, talks about unions often. Her conversations always have a friendly tone, and she is outwardly courteous toward you and everyone else. Recently you were doing some rearranging in her module and overheard her telling two co-workers that the guys in Section Two say that everyone in their building is “going union”. You also heard here say something about a committee. This morning a new employee asks you what usually happens at a union meeting and wants to know if there are any rules against going to one. What do you think the problem is? What should you say to the new employee? What other actions would you take? www.trymyhr.com

About Us…

“ (They have) the know-how, the experience, and the talent to assure that you remain union-free.”

“… one of the top organizations I have had the opportunity and pleasure to work with.”

“… a top notch HR professional firm who can help take both large and small business initiatives to the next level”

" …directed by an exceptional HR Leader in a very tough industry”

“ they moved Sykes’ global HR function from a more administrative role to a valued partner with the business operations. Under their leadership, performance management systems were implemented, compensation and incentive programs were launched, supervisory assessment and training was deployed, and relations with works councils and unions were managed effectively ”

“ I've always been impressed with their track record of delivering high quality to their customer at a profit to the employer. Their great vision and experience allow them to get the heart of the matter quickly and address the vital few variables underlying the situation”

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