HR Solutions






Despite the continuous reporting of the decline in organized labor in the past two decades, the impact of a collective bargaining agent in a workplace that has always been non-union should never be underestimated.


Indeed, the organizing of a workforce is one of the most profound and economically significant phenomena in human resources: its effects, generally, go far beyond the filing of a lawsuit by an ex-employee, or an OSHA inspection, or even a half dozen EEOC charges happening to you all the same time.


No employer can afford to manage its employees in a manner that makes a union necessary. The platitude "The company that gets a union deserves it" still rings true.


It is hardly the death knell of an employer to "go union" - - many organizations simply adapt and continue to flourish - - but there is no mistaking the enormous changes that a union's presence entails.


Note that unions do not merely seek better economic conditions for the employees they represent. They serve as a vehicle for sharing the managerial discretion and control with the employees. They also induce employers to adopt binding arbitration as a last step in the grievance procedure.


If you are non-union, you are ripe for unionization if:


you have line managers who have never been trained in managing, treat your people like idiots, and/or communicate poorly with them...of all of these, poor communications are the biggest liability


you have no internal grievance procedure that provides for an ultimate appeal to an arbitrator or an employee panel, or you have a grievance procedure with some management officer at the top step


you are suffering from a disproportionate number of discrimination charges, workers comp claims, or government inspections precipitated by disgruntled ex-employees











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  Protected Concerted Activity

    Union Organizing Campaigns: Dos and Don'ts

    NLRB Elections and other Representation Issues

    Unfair Labor Practices in General

    Discrimination, Domination, Retaliation

    Refusals to Bargain in Good Faith

    Collective Bargaining and Grievance Arbitration

    Voting the Union Out

    Strikes, Lockouts, and Picketing   

    Public Sector Labor Law (IL)




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Workers Comp