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Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
Preventive Employee Relations
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Preventive Employee Relations

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Union prevention training for operations and HR managers and supervisor. A detailed primer on recognizing union activity for what it is and how to prevent a successful organizing campaign. This is …

Union prevention training for operations and HR managers and supervisor. A detailed primer on recognizing union activity for what it is and how to prevent a successful organizing campaign. This is not "anti-union" but rather, pro-company in approach. The student will learn how a campaign begins, matures, and finishes and what happens after a campaign.

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  • 1. Preventive Employee Relations For Supervisors and Managers PRESERVING A UNION FREE WORKPLACE
  • 2.
    • For a company, the only desirable scenario is one in which the Coach recognizes union activity for what it is, understands its importance, promptly reports to higher management what he or she has learned, and legally discourages employee involvement in union activity.
    Key Role of a Coach
  • 3. What you will learn…
    • Some Union History
    • Defining a Bargaining Unit
    • Company’s Position on Unions
    • Legal Rights and Responsibilities
    • Stages of Organizing
    • Pre-Petition Activities
  • 4. What you will learn…
    • Post-Petition – Pre-Election Activity
    • Elections
    • After Elections
    • Early Warning
    • Practical Applications
      • Union Pusher Points and Counter Points
      • The Union Message
      • The Company Message
      • Non-Solicitation Rules
  • 5. 1778
    • Journey Printers in New Your City briefly organized to demand wage increases – one of the first actions by a trade union.
    1834 The National Trade Union, the first attempt at a national labor organization, is formed in New Your City. It fails quickly.
  • 6. 1881
    • The American Federation of Labor is formed in Ohio by Samuel Gompers, a cigarmaker and leader of the Cigarmakers’ International Union. Its goals: improve working conditions and wages through collective bargaining.
    1890 The Sherman Antitrust Act becomes law.
  • 7. 1892
    • Steelworkers Strike turns violent. 10 People killed.
    1929 The Great Depression begins.
  • 8. 1932
    • Norris-LaGuardia Act Enacted
    1933 President Franklin D. Roosevelt begins the “New Deal” 1935 Union Activist John L. Lewis splits from AFL, forms CIO
  • 9. 1947
    • Congress passes Taft-Hartley Act
    1955 AFL and CIO Merger – George Meany elected Pres. 1957 Crime ridden Teamsters expelled from AFL-CIO
  • 10. 1979
    • Lane Kirkland becomes 4 th pres. of AFL-CIO
    1979 Jimmy Hoffa elected president of Teamsters 1981 President Ronald Reagan fires 11,500 striking air traffic controllers
  • 11. 1987
    • Teamsters rejoin AFL-CIO
    1993 NAFTA is ratified. Union contends jobs to be lost. 1994 Baseball Players Strike – Season shut down
  • 12. 1995
    • President Bill Clinton refuses federal contracts…
    1995 John Sweeny elected AFL-CIO – Focus on Organizing 1996 Unions spend $140M opposing Republicans
  • 13. 1996
    • Jimmy Hoffa, Jr. takes on Ron Carey for Teamsters
    1997 Ron Carey’s election overthrown by Federal watchdogs… 1997 Carey declared permanently barred..
  • 14. 1997
    • Labor experts concerned about future of org. labor
    1998 “ Big Labor” spends $35M+ to win back Congress for Democrats. 1998 James P. Hoffa, son of mob-connected Jimmy Hoffa, wins election as president of Teamsters
  • 15. 1999
    • AFL-CIO John Sweeny “organize or die”
    1999 James Hoffa announces effort to root out Teamsters crime and corruption. 1999 50,000 AFL-CIO union demonstrators street riot at WTO meeting in Seatle
  • 16. 1999
    • Jobs increase by 2.7M, unions only grow 250k members
    2000 Democratic candidates Gore and Bradley promise labor actions to help unions
  • 17. Glossary of Terms
    • Agency Shop
    • AFL-CIO
    • Authorization Card
    • Bargaining Agent
    • Bargaining Unit
    • Business Agent
    • Check-Off
    • Collective Bargaining
    • Exclusivity
    • Good Faith Bargaining
    • In-Plant Committee
    • Job Action
    • Open Shop
    • Unfair Labor Practice
    • Union Pusher
    • Union Shop
  • 18. ORGANIZING TARGET BARGAINING UNIT = Two or more employees with enough commonality of interests in wages, hours, and other conditions of employment to be covered by a common collective bargaining agreement.
  • 19. - No Protection under the law - Could be fired for participating in union activity - Not allowed to participate in union organizing activity on behalf of the union. Supervisor Exemption
  • 20. Our Position On unions… How does the Company feel about unions? Why does it feel that way?
  • 21. Our position…
    • WE WANT TO AVOID BEING UNIOINIZED, WE FEEL THAT UNIONS ARE UNNECESSARY IN THIS COMPANY, AND WE WILL USE EVERY LEGAL MEANS TO STAY NON-UNION.
  • 22. Why do we feel that way?
    • People accomplish more when they work directly with each other rather than through a 3 rd party
    • Outsiders interfere with the relationship between an employee and his or her manager
    • We believe we have effective policies and practices to work out problems
    • A union would not be beneficial, but would hurt business
  • 23. Legal Rights and Responsibilities
    • The burden is on US.
    • National Labor Relations Act
    • National Labor Relations Board
  • 24. National Labor Relations Act “NLRA” – Federal Law
    • Sets out the rights of employees to engage in or refrain from engaging in union activity.
    • Places certain obligations and restraints on employers and unions with respect to treatment of employees and union members
  • 25. National Labor Relations Board “NLRB”
    • Responsible for carrying out the provisions of the NLRA
    • Investigates charges of unfair treatment
    • Tries suspected violators
    • Prescribes penalties for violators
    • Conducts elections
    • Acts as intermediary
  • 26. What is “RIGHT TO WORK?” What is our State Law on this?
  • 27.  
  • 28. Right To Work Laws
    • Outlaw Union Shop
    • Outlaw Agency Shop
    • What is this ?
  • 29. Union Shop All bargaining unit members have to join the union and pay union dues; otherwise they will be terminated. Agency Shop Requires the payment of union dues but gives workers the option of joining union. “We just need your money.”
  • 30.  
  • 31. RECIPE FOR UNION ORGANIZING
    • Appropriate bargaining unit
    • Unit employees who want union
    • Issues around which to organize
    • Someone to do the organizing
  • 32. Underlying Causes of union activity Money? Poorly managed change Management - Employee Relationships Favoritism Unfair Treatment Trust Deficit Operational Problems
  • 33. CONCLUSION: “A union would improve our situation.” Money? Poorly managed change Management - Employee Relationships Favoritism Unfair Treatment Trust Deficit Operational Problems
  • 34. Good Employees = Good Organizers
  • 35.  
  • 36.  
  • 37.  
  • 38.  
  • 39. Authorization Card
  • 40. Membership Application
  • 41.  
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  • 53. Early Warning + Early Action ______________ = NO UNION
  • 54. Early Warning = Paying Attention to the signs of union activity
  • 55.  
  • 56. P I I T S
  • 57. P romise I nterrogate I ntimidate T hreaten S py To Avoid Unfair Labor Practices, Don’t…
  • 58. WHAT CAN YOU DO?
  • 59. The COMPANY Giveth. The COMPANY Taketh Away.
  • 60.  

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