For decades, successful union organizing has generally followed the same formula. Workers of a particular employer are targeted. A campaign by both the union and the employer ensues. An election follows. Bargaining begins with respect to that employer's workers in the wake of an unfavorable election result. By and large, the model continues to this day; however, unions continue to try to evolve their organizing strategies to enhance their penetration into certain industries. A recent case in point comes from the Communication Workers of America (CWA).
{"title":"Organizing Efforts Continue to Evolve","authors":"","doi":"10.1002/mare.31181","DOIUrl":"https://doi.org/10.1002/mare.31181","url":null,"abstract":"<p>For decades, successful union organizing has generally followed the same formula. Workers of a particular employer are targeted. A campaign by both the union and the employer ensues. An election follows. Bargaining begins with respect to that employer's workers in the wake of an unfavorable election result. By and large, the model continues to this day; however, unions continue to try to evolve their organizing strategies to enhance their penetration into certain industries. A recent case in point comes from the Communication Workers of America (CWA).</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 6","pages":"4-5"},"PeriodicalIF":0.0,"publicationDate":"2025-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144125935","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Changing Business Ownership Not Effective in Avoiding Unions","authors":"","doi":"10.1002/mare.31186","DOIUrl":"https://doi.org/10.1002/mare.31186","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2025-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144125940","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
During certain instances of union activity, union organizers may appear to break the law. The common reaction of employers is to call the police. After all, if you saw someone you believed was breaking the law elsewhere, would that not be the expected response? When it comes to labor law, however, rushing to call for assistance from law enforcement can backfire. A recent decision in Starbucks Corporation, Case No. 03-CA-329453 (JD-29-25, April 3, 2025) is an illustrative example.
{"title":"Illegal Union Activity? Call Your Lawyer First, Not the Cops","authors":"","doi":"10.1002/mare.31183","DOIUrl":"https://doi.org/10.1002/mare.31183","url":null,"abstract":"<p>During certain instances of union activity, union organizers may appear to break the law. The common reaction of employers is to call the police. After all, if you saw someone you believed was breaking the law elsewhere, would that not be the expected response? When it comes to labor law, however, rushing to call for assistance from law enforcement can backfire. A recent decision in <i>Starbucks Corporation</i>, Case No. 03-CA-329453 (JD-29-25, April 3, 2025) is an illustrative example.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2025-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144125936","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In any union election campaign, an employer must make decisions on the messages to communicate and, of equal importance, how to communicate them. With sometimes only weeks available between first knowledge of union organizing and election, time is frequently of the essence.
{"title":"Letter to Employee Homes","authors":"","doi":"10.1002/mare.31184","DOIUrl":"https://doi.org/10.1002/mare.31184","url":null,"abstract":"<p>In any union election campaign, an employer must make decisions on the messages to communicate and, of equal importance, how to communicate them. With sometimes only weeks available between first knowledge of union organizing and election, time is frequently of the essence.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 6","pages":"7-8"},"PeriodicalIF":0.0,"publicationDate":"2025-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144125937","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Every day we face uncertainty, unless one subscribes to a hypothesis that our lives are entirely predetermined. Even as websites and artificial intelligence improve our ability to predict the future, an omnipresent variability remains. We may know that traffic will be heavy during tomorrow morning's commute; however, will there be an accident that snarls traffic? We may know that it will rain on Sunday afternoon, but will it hold off until after your child's baseball game? We can plan our workday calendars and to-do lists in great detail, but we can never be certain when a machine will go down or a customer have an urgent need.
{"title":"Recognizing Certainty in Uncomfortable Uncertainty","authors":"Scott Wich","doi":"10.1002/mare.31170","DOIUrl":"https://doi.org/10.1002/mare.31170","url":null,"abstract":"<p>Every day we face uncertainty, unless one subscribes to a hypothesis that our lives are entirely predetermined. Even as websites and artificial intelligence improve our ability to predict the future, an omnipresent variability remains. We may know that traffic will be heavy during tomorrow morning's commute; however, will there be an accident that snarls traffic? We may know that it will rain on Sunday afternoon, but will it hold off until after your child's baseball game? We can plan our workday calendars and to-do lists in great detail, but we can never be certain when a machine will go down or a customer have an urgent need.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 5","pages":"3-4"},"PeriodicalIF":0.0,"publicationDate":"2025-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143818480","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
As many of our readers know, the National Labor Relations Board (NLRB) is the federal government agency that oversees federal labor law. As relevant to union-free employers, that oversight extends to the conducting of union elections and the rules that govern election conduct and union-free strategies. Since the inauguration of President Trump, much has occurred with respect to the composition of the labor board that has a direct impact on union-prevention strategies.
{"title":"What's Going On at the NLRB?","authors":"","doi":"10.1002/mare.31169","DOIUrl":"https://doi.org/10.1002/mare.31169","url":null,"abstract":"<p>As many of our readers know, the National Labor Relations Board (NLRB) is the federal government agency that oversees federal labor law. As relevant to union-free employers, that oversight extends to the conducting of union elections and the rules that govern election conduct and union-free strategies. Since the inauguration of President Trump, much has occurred with respect to the composition of the labor board that has a direct impact on union-prevention strategies.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 5","pages":"1-2"},"PeriodicalIF":0.0,"publicationDate":"2025-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143818479","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Is it ever too early to start educating employees about the company's commitment to union-free status? Is it better to wait until after orientation, when new workers are already being inundated with other employer information, so that the message is more clearly delivered and received? The answer to both questions is, No.
{"title":"Educating Workers Early","authors":"","doi":"10.1002/mare.31173","DOIUrl":"https://doi.org/10.1002/mare.31173","url":null,"abstract":"<p>Is it ever too early to start educating employees about the company's commitment to union-free status? Is it better to wait until after orientation, when new workers are already being inundated with other employer information, so that the message is more clearly delivered and received? The answer to both questions is, No.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 5","pages":"6"},"PeriodicalIF":0.0,"publicationDate":"2025-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143818512","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Even Employers at Low Risk for Union Organizing Should Adopt a Union-Prevention Plan","authors":"","doi":"10.1002/mare.31176","DOIUrl":"https://doi.org/10.1002/mare.31176","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 5","pages":"8"},"PeriodicalIF":0.0,"publicationDate":"2025-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143818555","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Regular readers of Management Report will recognize the PRO Act. In its prior two iterations, the Protecting the Right to Organize Act has been an effort to revamp the laws governing union organizing and representation in the United States. It is a descendant of the Employee Free Choice Act (EFCA), which also failed to become law.
{"title":"PRO Act: Is the Third Time the Charm?","authors":"","doi":"10.1002/mare.31174","DOIUrl":"https://doi.org/10.1002/mare.31174","url":null,"abstract":"<p>Regular readers of <i>Management Report</i> will recognize the PRO Act. In its prior two iterations, the Protecting the Right to Organize Act has been an effort to revamp the laws governing union organizing and representation in the United States. It is a descendant of the Employee Free Choice Act (EFCA), which also failed to become law.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 5","pages":"6-7"},"PeriodicalIF":0.0,"publicationDate":"2025-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143818539","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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