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Positive Employment Relations- An Alternate View TIPS and TALK What can and cannot be done in an organizing campaign

Positive Employment Relations- An Alternate View TIPS and TALK What can and cannot be done in an organizing campaign. Jennifer Paauwe-Riffe, SPHR, Senior HR Consultant. Objectives. Overview Change to Win TIPS and TALK- What Can and Cannot be Done in an organizing campaign.

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Positive Employment Relations- An Alternate View TIPS and TALK What can and cannot be done in an organizing campaign

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  1. Positive Employment Relations- An Alternate ViewTIPS and TALKWhat can and cannot be done in an organizing campaign Jennifer Paauwe-Riffe, SPHR, Senior HR Consultant

  2. Objectives • Overview Change to Win • TIPS and TALK- What Can and Cannot be Done in an organizing campaign. • Proactive Steps to Remain Union Free.

  3. Recent Changes to the Labor Movement

  4. Why Change to Win?A Differing Perspective…

  5. Change to Win- Mission • Build a new movement of working people equipped to meet the challenges of the global economy and restore the American Dream in the 21st century: a paycheck that can support a family, affordable health care, a secure retirement and dignity on the job. • 2008 update: • A paycheck that supports a family • Universal health care • A secure retirement • The freedom to form a union to give workers a voice on the job (The Employee Free Choice Act)

  6. Using $10.00/hour

  7. Employee Free Choice Act Bill summary:The bill would amend the National Labor Relations Act to require the following: • Certification on the basis of majority sign-up: Would provide for certification of a union if a majority of those employees have signed authorization cards. • The Employee Free Choice Act would make this recognition mandatory, taking away a company's ability to force a majority of potential members to go through the NLRB election process. • First-contract mediation and arbitration: Would declare that if an employer and a union are engaged in bargaining for their first contract and are unable to reach an agreement within 90 days. • Stronger penalties for violations while employees are attempting to form a union or attain a first contract: Violations of the National Labor Relations Act would now face the following punishments. • Civil fines of up to $20,000 per violation against employers found to have willfully or repeatedly violated employees’ rights during an organizing campaign or first-contract drive. • An increase in the amount an employer is required to pay when an employee is discharged or discriminated against during an organizing campaign or first-contract drive to “three times back pay." • Bill passed by the House in March 2007

  8. The real reasons employees seek unions • Insecurity • Work re-design/Re-engineering • Significant Change • Breach of Trust- Pay/Benefit Changes • “Employment at Will” • Lack of Leadership • Fear of Job Loss-Downsizing, Outsourcing • Inadequate Communication • Fear of Harsh/Unfair Discipline • Dishonesty

  9. The real reasons employees seek unions • Policies and Programs • Lack of Advancement Opportunities • Poor Human Resources Policies • Absence of a Solid Conflict Resolution System • Nepotism

  10. The real reasons employees seek unions • Physical Working Conditions • Staffing • Cleanliness • Facilities • Work Breaks • Equipment

  11. The real reasons employees seek unions • Compensation and Benefits • Inequitable Compensation Programs • Inadequate Compensation • Inequitable Benefit Programs • Inadequate Benefits • Retirement Benefits

  12. The real reasons employees seek unions • Poor Management Practices • We/They Line • Absentee Management • Soft Management • Failure to Correct Known Problems • Unethical or Unlawful Practices • Dishonesty

  13. The real reasons employees seek unions • Supervisory Practices • Favoritism • Lack of Appropriate Discipline • Harsh Treatment • Dishonesty

  14. The real reasons employees seek unions • Failure to Deal with Known Issues • Sexual Harassment • Day Care • Family Leave • Job Sharing • Flexible Benefits • Values and Ethics

  15. It’s About Mutual Respect…Setting Clear Expectationsand being:FirmFair Consistent

  16. TIPS DO NOT Threaten Interrogate/Intimidate Promise Spy or Surveillance TALK DO Tell your side Act Timely Listen Know what to do What Can and Cannot be Done in an Organizing Campaign

  17. Leader Expectations • Be a LEADER • L- Listen • E- Express your opinion • A- Answer with factual information • D-Distribute information openly • E- Explain your understanding • R- Report to appropriate parties

  18. Leader Expectations

  19. Proactive Steps to Remain Union Free • Open Communication/Conflict Resolution • Setting Clear Expectations • Competitive Compensation and Benefits • Physical Working Conditions • Tough Minded Leadership

  20. Power Sharing Programs • Employee Advisory Committees • Alternate Dispute Resolution Systmems • Hot Lines

  21. Human Resource Policy • Employment at Will • E-mail Policy • Solicitation/Distribution, Access, Off Duty Employees • Communications Program • Area Wage Surveys • Management Preparedness • The Selection Process

  22. Summary • The New Labor Movement • How Can it Affect Your Company? • TIPS and TALK • Knowing What Your Companies Rights Are and What Your Employee’s Rights are • The Ultimate Union Shield: • Empowering your Employees • Trust and be Trusted

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