One union prevention strategy is to make available a ten-point guide to the management team during a union organizing campaign.
The same union prevention strategy is equally applicable during an NLRB conducted election, an election giving employees in an appropriate voting unit the right to vote for or against a specific union.
In a companion book to How To Stay Union Free, I wrote a supervisor’s guidebook during union activities. The book is entitled, The Supervisor’s Election Campaign Manual, and includes a section about the manager’s ten-point plan.
This section, simply called the “Supervisor’s Ten-Point Plan,” covers significant items a supervisor or manager should do to avoid unionization if their employer is facing a union drive.
The first of the ten union avoidance points is for the management team to ensure there is no ill feeling harbored against them by employees with whom they interact. In the event there are some such ill will harbored against a manager or supervisor, he or she should not hesitate to broach the subject and clear the air.
If the respective management member was in the wrong, simply apologize and rebuild the relationship.
I refer to this first point int the book as to “make amends.”
It should be addressed as part of the union prevention training program whether the organization is going through a union campaign or not.
Another point addressed in this section the book, The Supervisor’s Election Campaign Manual, is that management and supervisory members should be most vigilant during a union campaign because they are the “eyes and Ears” of the organization.
Although something may not appear to have much significance in and of itself but when combined with other feedback can be very meaningful in terms of what is happening during a union drive or NLRB Election.
Avoiding unions requires everyone in the management ranks to be suspect of anything occuring out of the ordinary.
I also address the necessity of being resourceful during such an organizing drive by union representatives.
They should become so knowledgeable of the numerous potential disadvantages of unions to employees that they can legally and meaningfully turn any negative comments about the organization into a positive one. In doing so, they should be able to convince the employee in question that a union would not be a positive one for either the organization or the employees.
Another union prevention strategy attached to the ten points is that the supervisory and management team should use good common sense and not fall into some trap by pro-union employees who may be attempting to set them up to commit an unfair labor practice.
As you should recognize, these points should assist any organization in its ongoing efforts to stay union free.