Union Free How: Unions Organize

Why Should I Worry?
What Unions Mean to Supervisors
Less Autonomy - Routine management decisions are questioned – slows down normal direct process
Less Productivity - Substantial hours spent dealing with grievances, arbitrations and contract administration issues
Less Control - Contracts create a simple, free method for unions to hassle managers

Unions are Desperate for New Members

Typical Pattern
Union Assesses Major Issues
Home Visits and Phone Contact to Solicit Support
Get Authorization Cards Signed
Establish In-Plant Committees
Handbilling, Picketing, Public Action
Solicit Support From Outside Leaders
Request Recognition - File Petition

NLRB Petition
30% Showing of Interest?
An “Appropriate Unit”?
Request for Recognition?

How To Protect Your Company
Learn the Early Warning Signs of Union Activity
Learn the Do’s & Don’ts
Be Prepared to React Immediately toCard Signing
Study Your Local Labor Scene
Implement a Proactive HR Strategy

Early Warning Signs of Union Activity
Union Authorization Cards/Flyers
Strangers Meeting with Employees Near Your Facility
Rumors of Cardsigning, Meetings or Other Union Activity
Open Talk About Unions, Pro-Union Slogans or Graffiti
Employees Compiling Contact Information on Coworkers

Warning Signs (continued)
“Grievances” About “Past Practice” or “Seniority”
Unusual Interest in Company Policy or Handbooks
Changes in Attitude, Silent Treatment of Managers or Supervisors
New Leaders - Unusual Groupings of Employees
Union Activity in Community

What You Can’t Do: SPIT Rules
S - Spying or Surveillance
P - Promises
I - Interrogation
T - Threats

Spying or Surveillance
It is illegal to engage in surveillance of union activity. This includes:
Watching outside or sending someone inside union meetings
Following suspected union supporters during working or non-working hours
Listening in on conversations which you suspect are about union activity
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
Promotions
Overtime (or no overtime)
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
Asking whether particular individuals are voting for the union or the company
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
You can’t say that the company will not agree to a contract if a union is voted in
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

Disadvantages of Unions
Collective Bargaining Can Lead to Lower Wages and Benefits than Before - Everything Subject to Negotiation
Loss of Control Company is Not Allowed to Deal Directly with Employees, Union Bosses Control Outcome of Grievances and Negotiations
Dying Organization - Union Membership Dropping
Union Rules and Regulations Must Be Followed - Trials, Fines and Assessments
Forced to Pay Dues as Condition of Employment
Possibility of Strikes, Violence and Permanent Replacement
Make Companies Vulnerable to Non-union Competitors

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Union Free How: Unions Organize

by Labor Relations Institute on Mar 25, 2010

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Union Free How: Unions Organize — Presentation Transcript