{"title":"Union Successful in Challenge to Board of Directors Vote","authors":"","doi":"10.1002/mare.31191","DOIUrl":"https://doi.org/10.1002/mare.31191","url":null,"abstract":"<p>When it comes to union-avoidance strategies, success starts at the top. Many times, managers will think of the organization's president or CEO as the “top.” For smaller companies, this may be true. However, for larger entities that are governed by a board of directors, the top shoots past the highest-level executive. Boards can put pressure on CEOs and presidents to implement certain policies, such as union neutrality. It only makes sense, therefore, that unions will try to exert influence at the board level to cause executives with control over labor relations to take non-aggressive approaches to unionization and, by extension, ease efforts to organize.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 7","pages":"5-6"},"PeriodicalIF":0.0,"publicationDate":"2025-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144624632","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":"Know Thy Enemy: A Union Organizer's Game Plan","authors":"","doi":"10.1002/mare.31193","DOIUrl":"https://doi.org/10.1002/mare.31193","url":null,"abstract":"<p>Each month, we take time to offer information to union-free employers on the tactics and strategies they may consider to maintain their status. This month, we take a moment to look at the coin from the other side, to take a glimpse into how a union organizer will pursue efforts to flip a non-union work environment. The game plan that follows will allow readers an opportunity to view what is considered by the union organizer. In knowing thy enemy, management can be better positioned to implement its own strategies.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 7","pages":"6-8"},"PeriodicalIF":0.0,"publicationDate":"2025-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144624628","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":"Lack of Quorum at NLRB Shouldn't Limit Implementation of Your Union-Free Strategies","authors":"","doi":"10.1002/mare.31196","DOIUrl":"https://doi.org/10.1002/mare.31196","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 7","pages":""},"PeriodicalIF":0.0,"publicationDate":"2025-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144624616","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":"Generational Challenges","authors":"","doi":"10.1002/mare.31189","DOIUrl":"https://doi.org/10.1002/mare.31189","url":null,"abstract":"<p>Recently, I had an opportunity to have lunch with a number of individuals from different businesses who, to varying degrees, have responsibilities for labor relations in unionized work environments. I took a back seat to the conversation so as not to interject my own perspectives and experiences. Most of the attendees were of either the Baby Boomer or Generation X generations. However, a few were members of the Millennial generation. The discussion turned occasionally to unions and, surprisingly, became quite heated at times.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 7","pages":"3-4"},"PeriodicalIF":0.0,"publicationDate":"2025-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144624630","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":"Research Discloses New Approaches to Union Organizing","authors":"","doi":"10.1002/mare.31190","DOIUrl":"https://doi.org/10.1002/mare.31190","url":null,"abstract":"<p>Under the National Labor Relations Act, union organizing has taken a predictable path for nearly a century. Target an employer. Drum up employee support. File a petition. Win an election. Employers have increasingly seen instances of non-traditional organizing, such as grassroots unions or industry-wide initiatives by employee groups. A 2025 research report, “Beyond the NLRB: Contemporary Strategies and Practices for Labor Movement Revival,” available from the Arizona State University Center for Work and Democracy, provides an evidence-based approach to help identify such modern-day, alternative approaches to union organizing.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 7","pages":"4-5"},"PeriodicalIF":0.0,"publicationDate":"2025-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144624631","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":"Employers Shouldn't “Rest” after a Union Loses an Election","authors":"","doi":"10.1002/mare.31195","DOIUrl":"https://doi.org/10.1002/mare.31195","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 7","pages":""},"PeriodicalIF":0.0,"publicationDate":"2025-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144624614","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":"Here We Go Again: Legislative Efforts to Ease Union Organizing","authors":"","doi":"10.1002/mare.31192","DOIUrl":"https://doi.org/10.1002/mare.31192","url":null,"abstract":"<p>During a union organizing campaign, employees are frequently surprised to learn that sometimes it takes years, through good-faith bargaining, to reach a first contract. Indeed, sometimes a first contract is never reached. What if those facts were not true? What if a first contract was guaranteed? What if it did not potentially take years, but certainly would happen within months?</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 7","pages":""},"PeriodicalIF":0.0,"publicationDate":"2025-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144624633","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":"Tell Employees Eligible to Vote That They Should Do So","authors":"","doi":"10.1002/mare.31194","DOIUrl":"https://doi.org/10.1002/mare.31194","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 7","pages":""},"PeriodicalIF":0.0,"publicationDate":"2025-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144624615","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":"Heavy-Handed Management Can Lead to Headaches","authors":"","doi":"10.1002/mare.31188","DOIUrl":"https://doi.org/10.1002/mare.31188","url":null,"abstract":"<p>One of the top stories of 2025 has been the changes occurring at the federal government and, particularly, varying efforts to downsize staffing levels. Much debate has occurred across the political spectrum as to the work of the Department of Government Efficiency (DOGE) and others to eliminate government jobs. Debate over the motivations and approaches of government leadership, which as relevant to this article is the employer, may be of intellectual interest but is of no moment with respect to union-avoidance efforts. The only relevant consideration with respect to maintaining union-free status is that of the workers. To that end, federal employee dissatisfaction with the government's approach and, more broadly, job security has been regularly reported as considerable.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 7","pages":"1-2"},"PeriodicalIF":0.0,"publicationDate":"2025-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144624629","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":"Union Truth: Do as I Say, Not as I Do","authors":"","doi":"10.1002/mare.31182","DOIUrl":"https://doi.org/10.1002/mare.31182","url":null,"abstract":"<p>When it comes to unionization, organizers frequently view themselves as champions for workers' rights. Union officials place themselves on the “right side” of the labor–management playing field and suggest that employers are the “bad guys.” Sometimes, the positions taken are genuine. Other times, it is mere salesmanship. It's important for employees to know that unions are businesses too, and even unions do not necessarily want their own workers organized. A recent example of this point is found in <i>International Brotherhood of Electrical Workers, Local 111</i> (United Professionals International), Case No. 27-CA-301386 (JD(SF)-09-25, April 7, 2025).</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 6","pages":"5-6"},"PeriodicalIF":0.0,"publicationDate":"2025-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144125939","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}
求助内容：
应助结果提醒方式：
京公网安备 11010802042870号
