The Modern Workplace

When picturing a union organizing campaign, you might picture a contentious battle between a justice-seeking union and the supposedly big bad corporate employer. But, this week we saw one example of unionization in a more cooperative work environment . . . literally.

• Know your position: Don't wait until you see organizing activity to develop a strategy for responding to unionization. Decide on the position you will take in the event of organizing activity and have a response plan in place ahead of time.
• Know your vulnerabilities: What may prompt activity by employees that is inconsistent with your position? Compensation? Benefits? Employees needing a voice? One issue raised by union advocates at the Wedge was that employees were banned from running for a position on the board. They apparently did not feel like they had a voice with management.
• Know your team. Identify and train key supervisors and managers on effective employee communication and other factors critical to employee satisfaction. Also train these managers and supervisors on how they should and should not respond to organizing activity.

So whether you are vigorously opposed to unionization, you are neutral, or you like unions but still don't believe one is best for your workers, it makes sense to create a plan now to develop and retain a cooperative workplace.