Federal law gives your employees the right to form a union.Federal law prohibits discrimination against employees who are trying to join a union.There are things you can do to prevent your workplace from becoming unionized.You can stop a union drive.You are more likely to prevent a union from gaining a foothold in your business if you begin addressing employee complaints sooner.
Step 1: Employees should be asked about their happiness.
One way to head off a union drive is to find out how satisfied your employees are.You can ask for anonymous responses to questions about how responsive management is to employee concerns.How happy are employees?Is there a health and safety concern that they want addressed?
Step 2: A grievance process should be instituted.
Employees can use the formal process to make complaints.The grievance process should be included in your handbook.Employees will feel like their voices are heard at work if they have a grievance process.Make sure that managers have an open door policy.There will be no retaliation for lodging a complaint.You could also create a committee to deal with grievances.The committee is tasked with investigating and resolving disputes.The employee should contact some people.An employee must take certain steps.You might require the employee to work out the dispute on their own before contacting their supervisor.If the supervisor doesn't resolve the dispute, you could tell the employee to go to the grievance committee.
Step 3: Explain unpopular decisions.
There are ups and downs in business.If you have to make unpopular business decisions, such as cutting employee benefits, laying people off, or no longer giving employees free coffee, you should be transparent as to your reasons.Employees want to be treated fairly.Businesses sometimes have to make difficult decisions.Trying to hide the reason why you made the unpopular decision is the worst thing you can do.Explain why the action was necessary.Employees may think the worst of management if you don't explain the actions.
Step 4: Employee contributions should be recognized.
Bonus/incentive plans can be created to prevent disgruntled employees from forming a union.Employees who hit certain targets will receive lump sum bonuses.Perfect attendance is a productive behavior that you can award.Let the employee know why he or she is getting a bonus.The employee feels like their efforts have been appreciated.An incentive is created for the employee to continue their good behavior.Think of an employee of the month award.You probably see them at the grocery store.There is a picture of an employee on the wall.The awards cost very little money and are a good way to recognize your employees.
Step 5: There is a union drive.
Attempting to address employee concerns is a way to keep them from forming a union.If your employees are unionizing, you should stop trying to change the workplace.This may sound irrational.You want to make things better for your workers.Employers can't try to coerce employees during a union drive.Your attempt to improve employee wages could be seen as an effort to get employees to reject the union.Ask your attorney how to proceed.
Step 6: Start early.
Employees can distribute union literature at work.Before you hear about union organizing activity, you must have a general policy against solicitation in place.If you wait, your attempt to limit solicitation might look like an unfair labor practice.
Step 7: A general prohibition can be created.
A general policy is the best way to prevent union solicitation.It would be wrong to say that only union solicitation is forbidden.Limit the distribution of materials.Distribution of advertising material, handbills or other literature in working areas of this facility is not allowed at any time.If either employee is on working time, solicitation by one employee of another is not allowed.It applies to a variety of things.The statement "No union material or information may be distributed in working areas" directly singles out unions.It is not possible to use a prohibition like this.
Step 8: Don't allow the prohibition to be enforced consistently.
It is one thing to tell employees a prohibition is in place.You need to enforce it.It looks like you are targeting unions if you only enforce the prohibition after a union drive starts.It's a good idea to put the prohibition in your handbook.It's important that employees see it.Punish employees who violate the rule.Also document the punishment.An employee who tries to sell Girl Scout cookies to her coworkers should be reprimanded.
Step 9: Employees should not be allowed to advertise union meetings.
If there is a union drive in your workplace, you can prevent employees from posting notices about upcoming meetings on your bulletin board.If you have restricted postings on your bulletin board in the past, you are not discriminating against the union.The bulletin board should not be used as a general forum for your employees.You may have to allow the union to post meeting notices on the board if you do.
Step 10: The union should refuse to give the information.
You don't have to give the union any information about your employees.The union needs to contact employees on its own.If the union gets enough votes to qualify for a government-supervised election, the law requires that you reveal the information at that time.
Step 11: Employees can organize during non-work periods.
Although you don't have to allow solicitation during work hours, employees are free to engage in union activity during non-work hours such as a lunch break.You do not want employees to accuse you of engaging in unfair labor practices.Employees can talk about the union during their breaks.
Step 12: Stay with facts, opinions, and examples.
Management can express their opinions about the union.You are limited in what you can say.You should stick to facts, opinions and examples.Facts.It's true that employees who strike can be permanently replaced.The opinions are of their own.You have the option to say, "I don't think you should sign a union card."Questions about what the employee will do cannot be followed up with a threat.You have the right to state your opinions.Some examples.You can give examples of what happened in the unionized workplace.The largest competitor in the 1990s was unionized.If the statement is correct, then you can state it.Make sure your facts are accurate.
Step 13: You should research the union.
You have the right to tell your employees about the history of the union.The union is presenting a rosy view of their success.You can tell a different story with facts and examples.Background research can be done using the Internet.The history of the union and any embarrassing incidents can be found.More advanced search engines can be used.Lexis-Nexis is an online search engine that has a repository of newspaper stories.Some businesses had to close after the union was formed.They can be used as an example.
Step 14: Your company has good features.
One way to counter a union drive is to emphasize the good things about your company.This is a way to remind employees that they don't need a union.It is possible to compare your company's wages and benefits to those of unions.You should emphasize the fact that your compensation compares favorably.Some employees think they will get a huge raise if they join a union.You can puncture that dream with facts.You can't threaten to lay off people.If it accurately describes the economic realities of your business, you cannot say, "If this union goes through, I'm going to have to lay a bunch of you off."You can also be dishonest.Don't quote things you've heard on TV.Don't state that your wages and benefits are competitive if you're not sure.
Step 15: You should hire a lawyer.
The line between legal and illegal conduct is very thin.You can state your opinion about a union but not ask the employee what he thinks about it.It's normal to ask an opinion with a question.If you do, you could commit an unfair labor practice.An experienced labor lawyer can help you understand what you can and cannot say.A business that has recently undergone a union drive can refer you to a labor lawyer.Ask the company if they would recommend a lawyer.The lawyer should have experience representing companies and not unions.The lawyer has experience in training managers and supervisors.All management at the workplace needs to understand what is not allowed.There are many labor lawyers who can give training seminars.
Step 16: Train managers and supervisors.
Your staff must know how to respond to the union drive because the law restricts what you can say.A union election won't need to be held if a supervisor commits a labor violation so serious.Employees will approach your management to discuss the union.Your staff should be prepared to answer questions.
Step 17: Employees don't have to agree with the union.
Some employees ask their supervisors if they have to sign the authorization card.To hold a union election, a certain percentage of employees must sign the card.Employees might ask their supervisor if they have to sign.Every employee has the right to not sign the card.
Step 18: Inform employees of the costs of their union.
Employees might ask if it costs money to join the union.The supervisor can inform the employee that the union charges dues.If there is a strike, the union can assess fines for working.Members can be fined if they don't attend a union meeting.
Step 19: Do you think a union assures job security?
Some employees think they have job security.They could ask their supervisor to confirm their suspicions.A union doesn't guarantee job security.The best way to assure job security is for the company to keep growing and remain competitive.
Step 20: A striking employee isn't paid.
Employees might wonder whether they will be paid if they strike.Your staff should be prepared to answer correctly.An employee does not have the right to pay.The employee doesn't have a guarantee of continued employment if they go on strike.
Step 21: Employees should not be punished.
You can not discriminate against an employee who is a union member.You should not demote, lay off, or refuse training to an employee engaged in the union drive.You can still discipline employees if they make mistakes.An employee trying to form a union has to do his or her job well.An employee can be disciplined if they fail to fulfill their job requirements.
Step 22: Make no promises of increased benefits.
You cannot promise to increase benefits, wages, or vacation time in order to ward off a union.You can't promise to improve working conditions if you abandon the union drive.If you planned to improve benefits or wages before learning of the union drive, you should meet with a lawyer to discuss your options.If you had told the employees of the change before the union drive, it is possible to continue.Proceed carefully under the guidance of a lawyer.
Step 23: Do not poll your employees.
You should not ask employees if they want to join a union.Don't follow up with a question about what the employee thinks, even if you can give your own opinion.Don't try to get employees to tell you the status of the union drive or who is participating, either
Step 24: Don't go to union meetings.
A member of management should not attend a union meeting.This looks like someone is watching you.The employees might claim to have been intimidated if they knew the supervisor was there.You are free to listen if an employee comes up to you and tells you what happened at the union meeting.You should not say anything in response.
Step 25: Don't ban the wearing of union buttons.
Unless you have a legitimate reason, you shouldn't try to prevent employees from wearing union buttons.