Privacy Rights and Unionizing

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Chapter 14: The Dynamics of Labor Relations: 14.1d Employer Tactics Opposing Unionization Book Title: Managing Human Resources Printed By: Cedric Turner ([email protected]) © 2016 Cengage Learning, Cengage Learning

14.1d Employer Tactics Opposing Unionization

Employers use a two-pronged campaign to fight unionization. First, when possible, employers stress the favorable employer–employee relationship they have experienced in the past without a union. Employers may emphasize any advantages in wages, benefits, or working conditions the employees may enjoy in comparison with those provided by organizations that are already unionized. “While you have a right to join a union,” the employers may remind their employees, “you also have a right not to join one and to deal directly with the organization free from outside interference.”

Second, employers emphasize any unfavorable aspects of unionism including strikes, the payment of union dues and special assessments, and published abuses of members’ legal rights, along with any false promises made by the union in the course of its campaign. Union rules on member conduct, such as being fined for crossing a picket line, are emphasized to employees. Employers may also use government statistics to show that unions commit large numbers of unfair labor practices. For example, 6386 unfair labor practices were charged against unions in 2009; the majority (5017) alleged illegal restraint and coercion of employees. Employers may initiate legal action should union members and/or their leaders engage in any unfair labor practices (ULPs) (Specific employer and union illegal practices that deny employees their rights and benefits under federal labor law) during the organizing effort.

Within the limits permitted by the Taft-Hartley Act, employers can express their views about the disadvantages of being represented by a union. However, when counteracting a union campaign, managers must not threaten employees with loss of jobs or loss or reduction of other employment benefits if they vote to unionize. Nor may employers offer new or improved employee benefits or higher wages as a means of getting employees to vote “no union.” Highlights in HRM 4 lists some of the activities in which managers or supervisors should not engage.

Chapter 14: The Dynamics of Labor Relations: 14.1d Employer Tactics Opposing Unionization Book Title: Managing Human Resources Printed By: Cedric Turner ([email protected]) © 2016 Cengage Learning, Cengage Learning

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