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Union Free How: Unions Organize
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Union Avoidance: How Unions Organize

Union Avoidance: How Unions Organize
Union avoidance tactics for companies, plut learn how unions target and organize companies and the legal rules for union avoidance.

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  • Unions are desperate for new membersUnions represent just a little more than half as many workers as their next lowest point in history – and that was in 1930.Source is Leo Troy and Neil Shefflin, Union Sourcebook based on BLS and US Census data.

Union Free How: Unions Organize Presentation Transcript

  • 1. Why Should I Worry?
    What Unions Mean to Supervisors
    • Less Autonomy - Routine management decisions are questioned – slows down normal direct process
    • 2. Less Productivity - Substantial hours spent dealing with grievances, arbitrations and contract administration issues
    • 3. Less Control - Contracts create a simple, free method for unions to hassle managers
  • Unions are Desperate for New Members
  • 4. Typical Pattern
    • Union Assesses Major Issues
    • 5. Home Visits and Phone Contact to Solicit Support
    • 6. Get Authorization Cards Signed
    • 7. Establish In-Plant Committees
    • 8. Handbilling, Picketing, Public Action
    • 9. Solicit Support From Outside Leaders
    • 10. Request Recognition - File Petition
  • NLRB Petition
    • 30% Showing of Interest?
    • 11. An “Appropriate Unit”?
    • 12. Request for Recognition?
  • How To Protect Your Company
    • Learn the Early Warning Signs of Union Activity
    • 13. Learn the Do’s & Don’ts
    • 14. Be Prepared to React Immediately toCard Signing
    • 15. Study Your Local Labor Scene
    • 16. Implement a Proactive HR Strategy
  • Early Warning Signs of Union Activity
    • Union Authorization Cards/Flyers
    • 17. Strangers Meeting with Employees Near Your Facility
    • 18. Rumors of Cardsigning, Meetings or Other Union Activity
    • 19. Open Talk About Unions, Pro-Union Slogans or Graffiti
    • 20. Employees Compiling Contact Information on Coworkers
  • Warning Signs (continued)
    • “Grievances” About “Past Practice” or “Seniority”
    • 21. Unusual Interest in Company Policy or Handbooks
    • 22. Changes in Attitude, Silent Treatment of Managers or Supervisors
    • 23. New Leaders - Unusual Groupings of Employees
    • 24. Union Activity in Community
  • What You Can’t Do: SPIT Rules
    S - Spying or Surveillance
    P - Promises
    I - Interrogation
    T - Threats
  • 25. Spying or Surveillance
    It is illegal to engage in surveillance of union activity. This includes:
    • Watching outside or sending someone inside union meetings
    • 26. Following suspected union supporters during working or non-working hours
    • 27. Listening in on conversations which you suspect are about union activity
    • 28. Asking questions that create the impression you are spying on union activity
  • Promises
    It is illegal to promise or grant special
    benefits in exchange for support of the
    company or in an effort to reduce support
    for the union. For example:
    • Pay Raises
    • 29. Promotions
    • 30. Overtime (or no overtime)
    • 31. Benefits or any other Improvements
  • Interrogation
    It is illegal to question employees about their union
    sympathies or about the union sympathies of their
    coworkers. Examples include:
    • Questions about who attended a union meeting
    • 32. Asking whether particular individuals are voting for the union or the company
    • 33. Asking whether particular individuals have signed union authorization cards
  • Threats
    It is illegal to threaten (or to carry out threats
    against) employees about their union support.
    For example:
    • You can’t threaten to fire or discipline someone because of their union support
    • 34. You can’t say that the company will not agree to a contract if a union is voted in
    • 35. You can’t say that if a union is voted in the company will close or take other actions to make unionization futile
  • What You Can Do: FOE Rules
    FACTS: Factual information about the unions (news articles, YouTube videos, sites like UnionFacts.com and NLPC.org)
    OPINION: Explain Why You Feel Unionization is Bad for Your Employees (Collective Bargaining; Job Insecurity; Strikes and Violence; Union Controls, Rules and Discipline; Dues, Fines and Assessments) – follow SPIT rules
    EXAMPLES: Any examples you can think of that illustrate the problems with unions – follow SPIT rules
    Continue to Follow and Enforce Company Rules and Procedures
  • 36. Disadvantages of Unions
    • Collective Bargaining Can Lead to Lower Wages and Benefits than Before - Everything Subject to Negotiation
    • 37. Loss of Control Company is Not Allowed to Deal Directly with Employees, Union Bosses Control Outcome of Grievances and Negotiations
    • 38. Dying Organization - Union Membership Dropping
    • 39. Union Rules and Regulations Must Be Followed - Trials, Fines and Assessments
    • 40. Forced to Pay Dues as Condition of Employment
    • 41. Possibility of Strikes, Violence and Permanent Replacement
    • 42. Make Companies Vulnerable to Non-union Competitors