Once again, we turn to BLR’s managing editor of HR.BLR.com, attorney Patricia Trainor, SPHR for advice.
In addition to communicating with employees about unions, Trainor says, it is critical that employers take steps to establish a workplace that is not vulnerable to unionization. It’s most important that employers take steps to maintain their union-free status now, before a union targets your workplace.
If an employer suddenly changes its policies and/or practices when a union campaign begins, it’s likely to be accused of an unfair labor practice, and that could be hard to defend against.
For example, after a unionizing drive starts, you suddenly announce that you’re going to institute a grievance process. Suspicious timing to say the least. Institute your grievance process now and let it start working, Then there’s one less thing for the union to promise and no unfair labor practice charge.
To maintain a nonunionized workforce, employers should:
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Again, take these steps now and don’t hesitate to candidly discuss unions with your employees.
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