This bundle is sponsored by:
Although the percentage of union-represented employees in the private sector has steadily decreased since its peak (35%) in 1955, unions are far from irrelevant today. In 2014, 2015 and 2016 unions won approximately 7 out of every 10 National Labor Relations Board elections where the question for employees who were eligible to vote was whether they wanted union representation. Indeed, according to an August, 2017 Gallup poll, 61% of adults polled responded that they approve of unions, the highest percentage since 2003, when 65% said they approve.
Remaining union-free requires that supervisors, managers and executives (collectively “supervisors”) have a keen knowledge of their rights and responsibilities under the law – the National Labor Relations Act – as well as a deep understanding of what can cause employees to be attracted to union representation. Supervisors who do not understand what they can and cannot say and do when union organizing is taking place can cause their employers significant liability, including their employer’s election victory being nullified and a rerun election conducted. Supervisors who do not understand what makes employees want to be union-represented cannot be relied upon to keep the employees they supervise satisfied and to recognize the signs of employee disaffection at an early enough stage that it can be countered sooner rather than later – without a National Labor Relations Board election taking place. In the “quickie election” era, preventive labor relations is more important than ever.
Companies that want to remain union-free should teach their supervisors that they have broad freedom to speak with their employees about unions and unionization when the time comes. Those companies also should teach their supervisors that best practices, good communication and fair treatment, rather than how much employees receive in wages and benefits, are most important to employees.
If your company has not yet provided your supervisors with union avoidance training, the time has come to do so. The two to three hours it will take will be a small price to pay to avoid the 70% chance your employees will vote in favor of union representation.
For your convenience, ACC has compiled the following key resources to assist you in your compliance efforts.
For more try searching ACC's online library for
"" Union Avoidance
A quick check list of union organization and its issues.
This check card is a printable resource with practical advice for the dos and don'ts of maintaining a cooperative workforce.
Learn how to best navigate the landscape between your company, employees and the possibility of a union.
In recent years, organized labor has employed aggressive campaign strategies and innovative techniques designed to catch unwary employers off guard. The National Labor Relations Board also has launched ...
Union membership in the American workforce has dropped dramatically since the post-Depression era peak in 1945. But the potential passage of the Employee Free Choice Act may expose a new generation ...
A PowerPoint presentation on the corporate dos and don't during a union organization campaign.
Consider this session Labor Law 101 as your employment specialist peers provide an update on what is happening in the labor scene throughout the country and how this affects your business. Learn ...
This quick reference identifies global union issues, union free workplace unionization issues, and what issues you should be aware of in a partially unionized workforce.
Analyzes how unions succeed in pressuring employers to agree to neutrality agreements, recognition on the basis of authorization card checks, and corporate campaigns and discusses how to develop ...
Discusses the threat of organized labor to your organization, your industry, your geographic location, and your workforce.
Five sample union free philosophy policy statements.
Discusses to what extent employers may regulate employee e-mail in the unionized and non-unionized workplace.
Wolters Kluwer Law & Business
Instantly evaluate differences between jurisdictions with these complimentary multistate survey tools.