Maintaining a Union-Free Workplace
Page Contents
- Federal
- Summary
- Why Have a Union Avoidance Strategy?
- Developing a Proactive Union Avoidance Strategy
- Identifying Workplace Issues and Employee Concerns
- Engaging in Scheduled and Ongoing Communication
- Implementing and Reviewing Workplace Policies
- Actions Prohibited After Union Activity Commences
- Future Developments
Author: Deborah Kemp, DKRM Consulting
Summary
- Many employers believe unionization is not "their issue" and that it only affects certain industries. However, most private sector employers must comply with the National Labor Relations Act (NLRA), a law giving employees the right to form, join or assist labor unions and prohibiting employers from interfering with employees' rights to bargain collectively. See Why Have a Union Avoidance Strategy?
- An effective union avoidance strategy should include a sound employee relations plan and a well-constructed employee communication plan. See Why Have a Union Avoidance Strategy?; Developing a Proactive Union Avoidance Strategy.
- Identifying employee concerns, engaging in scheduled and ongoing communication and implementing workplace policies are key elements of a union avoidance strategy. See Developing a Proactive Union Avoidance Strategy.
- All union avoidance strategies are not created equal. Rather, certain union avoidance strategies are illegal and run afoul of the NLRA. See Actions Prohibited After Union Activity Commences.
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