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This excerpt from Peter Bergeron’s “Union Proof: Creating Your Union-Free Strategy” provides the most vital areas to
address when creating an environment in which unions are unnecessary.
HIRING/SELECTION PROCESS
Use extreme caution & do background checks. Be sure to always have more than one person interview each
prospective hire if at all possible and be sure you know the legal “do’s & don’ts” of interviewing. Make sure all
participants are not only trained on what they cannot ask, but also about what they should ask.
COMMUNICATION
Communicate early, often, aggressively and as consistently as practical on all matters affecting the business,
human resource matters or community related items. Never let the rumor mill be a suitable substitute for
communications & never assume employees understand company policy, procedure, culture or benefits. As
much as possible, involve the employees’ families.
RETENTION
Retention begins with hiring - consider a Pre-Hire Orientation video that honestly describes the company,
the job and the expectations for the position. Crucial to any business is the retention of its workers. Care
must be given to provide the proper wage, benefit, and career growth opportunities to all employees. Your
onboarding of new hires should include an orientation video with the company’s union-free philosophy as a
part of that consistent message.
POLICIES & PROCEDURES
Policies and procedures should always be tailored with keeping the third party at bay. Items like skip-level
meetings, spontaneous employee recognition, general employee recognition, employee involvement, company
sponsored community involvement, etc. should be developed, encouraged and fostered to the fullest extent
possible.
EMPLOYEE INVOLVEMENT
Establish teams that empower employees to provide feedback, input, and suggestions. These teams, when
managed effectively, have proven to be a valuable extension of the management team, and can facilitate
problem resolution and favorably impact on the bottom line.
MANAGEMENT VISIBILITY/ACCESSIBILITY
Management visibility is essential in every union-free environment. Upper management’s visibility and
accessibility is also a needed ingredient. Employees welcome the attention and sense that it is all part of
management’s commitment to the company’s culture. The interactions must be genuine and sustained and
cannot be perceived as the “car salesman.” approach or the “glad-handing politician.”
Today, organized labor is fighting for its very existence. They’re using every weapon
at their disposal - including every channel of communication, running corporate
campaigns, and influencing politics and legislation with large donations. Their
foot soldiers are waging an all-out war against corporate America, and the spoils of
victory are your employees.
In Union Proof: Creating Your Successful Union Free Strategy, Peter Bergeron, a 33-
year veteran of labor relations and human resources, shares his experiences, offers
advice and gives you the “best practices” that truly make a difference in remaining
union-free. Far from a legal text, Peter provides the practical tools and advice that
can help you make union representation irrelevant within your organization.
If you’d like a free copy of the book, “Union Proof,” please visit
http://www.unionproof.com