Union Free How: Unions Organize

5,814 views

Published on

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.

Published in: Business
0 Comments
4 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
5,814
On SlideShare
0
From Embeds
0
Number of Embeds
596
Actions
Shares
0
Downloads
7
Comments
0
Likes
4
Embeds 0
No embeds

No notes for slide
  • 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

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

    ×