Labor unions are groups that have the legal status to represent the workforce of a given company, industry, trade, etc. In general, most business organizations have an interest in avoiding unionization. Once an organization is unionized, it must negotiate and, in most cases, come to a collective bargaining agreement with the union that dictates wages, benefits and working conditions for the workforce.
Signs that employees are engaging in unionizing efforts may include —
Filing charges with government agencies;
Talk of "just cause," grievances, etc.;
Silence or minimal talk with supervisors/managers;
Out-of-the-ordinary meetings at or near the workplace; and
Pro-union postings on bulletin boards or Internet/intranet sites.
Statistics show that employees are more likely to unionize when they feel they are receiving unequal treatment and a lack of respect, rather than because of wage or benefit issues. The following management practices may aid in fostering a sense of equality and dignity among employees:
Being a facilitator and coach, not a warden or dictator;
Avoiding arbitrary or heavy-handed decision-making;
Respecting employee autonomy and privacy; and
Exercising authority sparingly, thoughtfully and respectfully.
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This check card is a printable resource with practical advice for the dos and don'ts of maintaining a cooperative workforce.
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A PowerPoint presentation on the corporate dos and don't during a union organization campaign.
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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
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