{"title":"Meeting with a “Pop-In” Union Rep","authors":"","doi":"10.1002/mare.31113","DOIUrl":"https://doi.org/10.1002/mare.31113","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 10","pages":"2"},"PeriodicalIF":0.0,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142233137","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":"NLRB Shifts Again on Election Rules to Support Unionization","authors":"","doi":"10.1002/mare.31112","DOIUrl":"https://doi.org/10.1002/mare.31112","url":null,"abstract":"<p>In an action politically split between its Democrat and Republican members, the National Labor Relations Board (NLRB) recently issued a regulation, self-described as the “Fair Choice-Employee Voice Final Rule” that will likely shift the organizing landscape toward union interests. The most significant effect of the rule on union-free employers is the reintroduction of the labor board's “blocking charge” policy, which permits a Regional Director to delay any election if alleged unfair labor practices might be potentially interfering with employee free choice in that election.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 10","pages":"1"},"PeriodicalIF":0.0,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142233136","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 Party That Benefits from Early Elections","authors":"","doi":"10.1002/mare.31115","DOIUrl":"https://doi.org/10.1002/mare.31115","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 10","pages":"2"},"PeriodicalIF":0.0,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142233139","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 1","authors":"","doi":"10.1002/mare.31120","DOIUrl":"https://doi.org/10.1002/mare.31120","url":null,"abstract":"<p>Most companies have no idea what they should be doing to avoid unionization of their employees. Unfortunately, keeping a union out does not just happen. It takes diligence and effort. If a company adopts an attitude that all it must do is pay good wages and provide a beautiful package of fringe benefits, then it is sadly mistaken.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 10","pages":"7-8"},"PeriodicalIF":0.0,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142233135","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":"Campaigning to Gen Z: What's the Downside?","authors":"Scott Wich","doi":"10.1002/mare.31116","DOIUrl":"https://doi.org/10.1002/mare.31116","url":null,"abstract":"<p>Most business decisions, at least those that are well considered, involve some form of cost-benefit analysis. Without unlimited resources, we all know that many initiatives are prioritized based on numerous criteria: What will it cost? How much time will it take? How many resources will need to be devoted? What's the upside? What's wrong with holding off for a period of time?</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 10","pages":"3-4"},"PeriodicalIF":0.0,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142233140","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 Statement in Employee Handbook Judged Unlawful","authors":"","doi":"10.1002/mare.31105","DOIUrl":"10.1002/mare.31105","url":null,"abstract":"<p>A recommended and regularly used aspect of union prevention strategies is the employee handbook. It is frequently the first document the employee receives, and it represents an opportunity to convey the company message on numerous items, including its perspective on unionization. Handbooks are also useful as a reference for employees seeking information on various workplace topics (e.g., vacation benefits). However, each time an employee opens their handbook, there is a strong possibility that they will be reminded of the company message regarding unions.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 9","pages":"1-2"},"PeriodicalIF":0.0,"publicationDate":"2024-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141922023","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":"What Not to Do: UPS Supply Chain Solutions, Inc.","authors":"","doi":"10.1002/mare.31107","DOIUrl":"10.1002/mare.31107","url":null,"abstract":"<p>An idea behind <i>Management Report</i> is to offer readers an opportunity to read about examples of strategies and tactics that can lead to a successful union prevention effort. Occasionally, a case comes along that allows those points to be made from a different perspective. More specifically, by learning what not to do, employers can be better positioned to make decisions on what they should do. Such is the case with a recent decision from an NLRB administrative law judge in <i>UPS Supply Chain Solutions, Inc</i>., Case No. 32-CA-295913 (JD(SF)-14-24, May 17, 2024).</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 9","pages":"5-6"},"PeriodicalIF":0.0,"publicationDate":"2024-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141924939","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":"Understanding the Certification Year","authors":"","doi":"10.1002/mare.31110","DOIUrl":"10.1002/mare.31110","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 9","pages":"8"},"PeriodicalIF":0.0,"publicationDate":"2024-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141925418","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":"A Fictitious (but Honest) Open Letter to a Formerly Union-Free Employer","authors":"","doi":"10.1002/mare.31108","DOIUrl":"10.1002/mare.31108","url":null,"abstract":"","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"47 9","pages":"6-8"},"PeriodicalIF":0.0,"publicationDate":"2024-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141923034","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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