Most companies have no idea what they should be doing to avoid unionization of their employees. Unfortunately, keeping a union out does not just happen. It takes diligence and effort. If a company adopts an attitude that all it must do is pay good wages and provide a beautiful package of fringe benefits, then it is sadly mistaken.
Most business decisions, at least those that are well considered, involve some form of cost-benefit analysis. Without unlimited resources, we all know that many initiatives are prioritized based on numerous criteria: What will it cost? How much time will it take? How many resources will need to be devoted? What's the upside? What's wrong with holding off for a period of time?
A recommended and regularly used aspect of union prevention strategies is the employee handbook. It is frequently the first document the employee receives, and it represents an opportunity to convey the company message on numerous items, including its perspective on unionization. Handbooks are also useful as a reference for employees seeking information on various workplace topics (e.g., vacation benefits). However, each time an employee opens their handbook, there is a strong possibility that they will be reminded of the company message regarding unions.
An idea behind Management Report is to offer readers an opportunity to read about examples of strategies and tactics that can lead to a successful union prevention effort. Occasionally, a case comes along that allows those points to be made from a different perspective. More specifically, by learning what not to do, employers can be better positioned to make decisions on what they should do. Such is the case with a recent decision from an NLRB administrative law judge in UPS Supply Chain Solutions, Inc., Case No. 32-CA-295913 (JD(SF)-14-24, May 17, 2024).
When it comes to union prevention strategies, frequently the focus is on just that: strategies and tools to communicate union-free messaging. As regular readers of Management Report will agree, an essential part of this approach is the element of communication. Communication, in turn, requires an understanding of your audience. After all, talking without accounting for the perspective of the listener becomes largely just noise. Therefore, this month, we focus on communicating a union-free message to the newest generation in the workforce: Gen Z.
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