{"title":"New Poll Shows Continued Momentum for Unions","authors":"","doi":"10.1002/mare.31121","DOIUrl":"https://doi.org/10.1002/mare.31121","url":null,"abstract":"<p>When considering strategies to maintain union-free status, one important tool is the environment in which we are all operating. While every individual and workplace is unique, it is a mistake to turn a blind eye to the general public's sentiment toward unions. Such measures can be useful not only in understanding where employees may be coming from, but also (and perhaps even more) in understanding where their spouses and significant others may stand with respect to unionization. After all, unions affect households, not just workers. Employees frequently make decisions on union representation after consulting with their partners at home.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 11","pages":"1-2"},"PeriodicalIF":0.0,"publicationDate":"2024-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142429711","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":"How Union Organizers Rate Your Place of Business: Part 2","authors":"","doi":"10.1002/mare.31125","DOIUrl":"https://doi.org/10.1002/mare.31125","url":null,"abstract":"<p>Last month, we began a discussion of how a union organizer might assess employers they wish to target. We addressed issues such as how the employer handles overtime policies and overnight shifts, as well as housekeeping, seniority, and grievance procedures. This month, to help employers prioritize the most significant flags that could draw the attention of an organizer, we discuss additional criteria frequently used by union organizers to target employers.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 11","pages":"5-7"},"PeriodicalIF":0.0,"publicationDate":"2024-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142429704","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-Free via Professionalism: Steps for Immediate Supervisors","authors":"","doi":"10.1002/mare.31126","DOIUrl":"https://doi.org/10.1002/mare.31126","url":null,"abstract":"<p>From an employee's perspective, the immediate supervisor is the face of the company. Upper management can play a role, as can the top executive. However, day in and day out, the immediate supervisor is the worker's “boss.” Therefore, it is essential that the immediate supervisor conduct themselves in a manner that is consistent with the desired vision and culture of a company. When it comes to employers seeking to maintain union-free status, that vision and culture is frequently defined in terms of professionalism. Acting in a “professional manner” can yield significant dividends in creating a work environment wherein employees regard their supervisor (and, in turn, the company) as trustworthy, competent, fair, and reliable.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 11","pages":"7"},"PeriodicalIF":0.0,"publicationDate":"2024-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142429707","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":"Conducting an Anti–Card-Signing Campaign","authors":"","doi":"10.1002/mare.31124","DOIUrl":"https://doi.org/10.1002/mare.31124","url":null,"abstract":"<p>Unless they are told of the disadvantages and the possible implications, employees tend to sign union cards due to peer pressure. Such pressure must be offset by their employer's efforts to prevent easily influenced employees from succumbing to the blandishments of union organizers and co-employees. Therefore, developing an effective campaign to nip card signing in the bud is crucial. Sometimes, as union organizers see that the employer has mounted a strident campaign against card signing, and as those organizers’ attempts to obtain signed cards become increasingly difficult, they may decide not to file a petition for an election.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 11","pages":"5"},"PeriodicalIF":0.0,"publicationDate":"2024-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142429706","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":"Organizing an “In-House” Union?","authors":"","doi":"10.1002/mare.31128","DOIUrl":"https://doi.org/10.1002/mare.31128","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 11","pages":"8"},"PeriodicalIF":0.0,"publicationDate":"2024-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142429712","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":"How to Ensure a Union Organizing Drive at Your Business","authors":"","doi":"10.1002/mare.31119","DOIUrl":"https://doi.org/10.1002/mare.31119","url":null,"abstract":"<p>We spend considerable time each month offering strategies and ideas to consider in maintaining union-free status. Many of those address the terms and conditions in the workplace and ways to improve them so employees will be disinterested in outside representation. To help emphasize the points that employers should consider in this regard, this month we flip the coin. The following list of workplace issues highlights ways that an employer can unwittingly create an environment that will drive employees to listen to the pitch of a union organizer.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 10","pages":"6-7"},"PeriodicalIF":0.0,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142233141","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":"Critical Early Reaction Checklist","authors":"","doi":"10.1002/mare.31117","DOIUrl":"https://doi.org/10.1002/mare.31117","url":null,"abstract":"<p>Regardless of how prepared (or, hopefully, not prepared) an employer may be for union organizing, there is frequently a well-placed sense of urgency to respond to the first sign of active union organizing. The following checklist of areas to address can serve as an effective tool for employers to use in the first hours after discovering evidence of union organizing.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 10","pages":"5"},"PeriodicalIF":0.0,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142233100","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":"The Realities of Collective Bargaining","authors":"","doi":"10.1002/mare.31118","DOIUrl":"https://doi.org/10.1002/mare.31118","url":null,"abstract":"<p>The following is a sample speech employers could use to address employees prior to an election, reviewing what they can realistically expect or not expect from the process of collective bargaining.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 10","pages":"5-6"},"PeriodicalIF":0.0,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142233203","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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