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Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
Union Free How: Unions Organize
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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.
  • 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

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