For those organizations that have a non-union workforce, we can help our clients discreetly determine their vulnerability to potential union organizing. Having worked with both union and non-union companies over the past 30 years, we have learned to identify key warning signs and recommend proactive steps to address areas of concern.

Union Organizing Campaigns are Disruptive and Costly

Like most things in life, to confront a problem before it starts is by far the most effective approach. Failure to recognize these warning signs can often result in having to engage in a costly and disruptive union organizing campaign, not to mention having to explain to the board of directors and shareholders how this could happen. Also, union organizing campaigns can create deep divisions within the workforce that often last for years.

Identify and Address Areas of Concern Before they become a Problem

Two of our principal tools in assessing any potential vulnerability to union organizing are to facilitate employee relations assessments with a small percentage of the workforce, and to conduct employee relations training for those managers and supervisors that have direct contact with hourly employees. The assessments are almost always appreciated by the employees, and using the insights derived from these conversations, management will have an opportunity to address any areas of concern in a proactive manner.

In regard to supervisor training, it is essential that all supervisors understand how their behaviors and interactions impact employees, as the majority union organizing campaigns are initiated as a result of their daily interactions.

“The assessment process was extremely helpful, providing our team with meaningful insights from our employees, making it possible for us to address areas of concern and to reduce the risk of union organizing”

CenturyLink – Executive Team

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