{"title":"You Can Fire That Pro-Union Supervisor, but …","authors":"","doi":"10.1002/mare.31077","DOIUrl":"https://doi.org/10.1002/mare.31077","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 5","pages":"8"},"PeriodicalIF":0.0,"publicationDate":"2024-04-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140541047","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":"Congress to Investigate Union Corruption","authors":"","doi":"10.1002/mare.31069","DOIUrl":"https://doi.org/10.1002/mare.31069","url":null,"abstract":"<p>Virginia Foxx (R-NC), chairwoman of the Committee on Education and the Workforce in the U.S. House of Representatives, has sent written inquiries to multiple unions in an effort “[t]o ensure workers represented by labor organizations are shielded from malfeasance by union officials.” With respect to the Service Employees International Union, Rep. Foxx wrote: “A prominent example of this corruption is related to your union's own activities. On March 10, 2023, Attia Little, former union property services division operations manager, was sentenced to 24 months in prison followed by 24 months of supervised probation and ordered to pay $399,450 in restitution. Ms. Little pleaded guilty to embezzling more than $500,000 from the union, which she used for parties, trips, furniture, and other personal expenses.”</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 5","pages":"1-2"},"PeriodicalIF":0.0,"publicationDate":"2024-04-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140541079","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":"Loyalty Can Overcome Numbers","authors":"","doi":"10.1002/mare.31067","DOIUrl":"https://doi.org/10.1002/mare.31067","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 4","pages":"7"},"PeriodicalIF":0.0,"publicationDate":"2024-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140104513","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":"Exit Interviews as Union Prevention Tool","authors":"","doi":"10.1002/mare.31064","DOIUrl":"https://doi.org/10.1002/mare.31064","url":null,"abstract":"<p>Most seasoned human resources professionals are well versed in the benefits of exit interviews. These interviews provide an opportunity to learn what might be wrong with the workplace and identify potential problems, particularly as soon-to-be former employees are more likely to be candid in their responses. An effective exit interview program can also be a valuable tool for maintaining union-free status. For example, problems underlying high turnover, which is frequently a topic of inquiry, may also uncover problems that commonly lead to interest in union representation.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 4","pages":"6"},"PeriodicalIF":0.0,"publicationDate":"2024-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140104510","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":"Focus Managers on What They Can Say, Not What They Cannot","authors":"","doi":"10.1002/mare.31063","DOIUrl":"https://doi.org/10.1002/mare.31063","url":null,"abstract":"<p>Crucial to the success of any training program is educating managers on what they are permitted to say during a union organizing campaign. The most common mistake in such efforts is to overtrain them on what is <i>not</i> permissible, with undue emphasis on the rules prohibiting supervisory speech. The result of this improper training is that managers are discouraged from communicating. They adopt a silent attitude during the campaign in fear of committing an unfair labor practice. The result significantly limits the likelihood of legal liability, as well as employer success in the election.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 4","pages":"5-6"},"PeriodicalIF":0.0,"publicationDate":"2024-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140104509","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":"Any Labor Union Can Represent Any Unit","authors":"","doi":"10.1002/mare.31068","DOIUrl":"https://doi.org/10.1002/mare.31068","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 4","pages":"8"},"PeriodicalIF":0.0,"publicationDate":"2024-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140104514","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":"Regulating Workplace Conduct Continues to Challenge Employers","authors":"","doi":"10.1002/mare.31059","DOIUrl":"https://doi.org/10.1002/mare.31059","url":null,"abstract":"<p>A recent finding by a National Labor Relations Administrative Law Judge has highlighted the inherent thorniness of establishing workplace standards. The case was <i>General Motors Components Holdings, LLC</i>, Case No. 07-CA-293340, JD-09-24 (February 8, 2024), in which the company was alleged to have violated the federal labor law by maintaining certain workplace rules. Notably, the challenge was directed at the rules themselves and not to any unlawful application of them. The challenged rules included prohibition of the “making or publishing of malicious statements concerning any employee, the Company, or its products.” A prior rule, prohibiting “the making or publishing of false, vicious, or malicious statements concerning any employe [<i>sic</i>], supervisor, the Company or its products,” had been in effect since the early 1970s.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 4","pages":"1-2"},"PeriodicalIF":0.0,"publicationDate":"2024-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140104511","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":"Preelection Speech on Strike Threat","authors":"","doi":"10.1002/mare.31065","DOIUrl":"https://doi.org/10.1002/mare.31065","url":null,"abstract":"<p>Employers facing an election may be wary of what they should and should not say to employees prior to the day. However, it is important to remind them that with unionizing also comes the possibility of strikes. As with all messaging, such speeches and other communications should be tailored to your workforce and the issues that it is facing.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 4","pages":"7"},"PeriodicalIF":0.0,"publicationDate":"2024-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140104335","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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