Talent Management

If THE “Employee Free Choice Act” is Passed….THEN WHAT?

With some form of Card-Check legislation looming in the near future, all employers must be prepared to face union organizers. Employers will need to make preparations now, before there are any signs of union activity and train their managers how to immediately and lawfully respond to union organizing efforts.
How Can Employers Respond?

• Adopt a union-free policy and communicate it to your employees
• Assess, and regularly reassess your company's vulnerability to a union organizing campaign and promptly address any identified weaknesses in the areas of wages, benefits, working conditions, bad supervisors, etc.
• Educate managers and supervisors on what to watch for as signs of unionization and about the importance of your company's union-free status to its continued success.
• Educate managers and supervisors about what unions can and cannot do for employees.
• Designate an EFCA Response Team to
• monitor EFCA developments
• assess the risk of union organization and assess how organizing may be directed at your employees
• develop a written response plan
• create an implementation action calendar

We can assist your leadership team in implementing a five step plan and in adopting proper policies that can limit the ways that union supporters spread their messages. However, such policies must be formally made public, i.e., published, before the start of union activity to avoid a charge of unlawful retaliation and a charge of an “Unfair Labor Practice (ULP). At a minimum, a comprehensive union-avoidance policy program should include the following elements.

• Solicitation and distribution policy
• No-access rule
• E-mail Policy
• A personal appearance policy that includes buttons, pins, and messages

Contact Jim Baker, Sr Consultant Talent Management at 717-781-4070 for more details on how The Manufacturer’s Association of South Central PA can work closely your management team in maintaining a union-free workplace.