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6-1 Case Study: Starbucks
Southern New Hampshire University
OL610 Employee & Labor Relations
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Starbucks Corporation fired two or three employees for backing a union. Various Starbucks
managers prohibited conversation of the union, didn’t allow those employees additional shifts, and limited
employees' off-duty access to stores. The judge says that Starbucks violated the worker's rights. The
reason was that Starbucks kept the employees from wearing union buttons, saying they could only wear
one, using the bulletin boards, and talking about unions were prohibited. Starbucks engaged in restrained
and coerced employees regarding their rights that the National Labor Relations Act guarantees. Star
bucks directly fired three employees because of their union activity (Judge says Starbucks, 2009).
I agree with the administrative law judge and the NLRB. I believe that their ruling is fair. If the
employees are getting their work completed, there are no customer complaints, and they are within their
rights, Starbucks needs to make sure they are not violating their employee's rights. The judge said that
Starbucks failed to prove that special circumstances showed that more than one pin causes safety issues,
damage to machinery/products, or execrate employee dissension. Or that it unreasonably interferes with
the employer's public image (Judge says Starbucks, 2009).
I believe that employers should have the right to set standards for conduct, customer interaction,
and attire in the workplace. It is a situational issue. I believe that it depends on the company. What laws
to follow to comply, and what is disclosed to the employee at the time of hire. Examples would be if an
employee will work with food, hairnets may be required. If you work for companies like Walmart,
wearing something that indicates you are an employee and not just a shopper is essential for shoppers to
know who to direct questions. I once had an interview for a Mennonite-owned company; they disclosed
that wearing skirts would be required; I would not be allowed to wear my nose ring. I believe that
disclosure of that information upfront was fair. The employee is an extension of the employer and
represents the company.
Interaction with customers is essential. It is the company's most significant investment. Effective
communication system with the customer is critical. If your employee is standing around discussing their
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date with tier boyfriend instead of being seen assisting someone with what a coffee choice is on the menu
makes a difference. Building trust and educating customers about available products is part of growing
the company (Admin, 2021).
Workplace conduct is another aspect that employees should have control over.
Building an ethical workplace is essential to the company's reputation and the employees. Management
must lead by example. Fostering healthy group behaviors and establishing a positive moral. Every
organization needs standards for conduct topromote commitment and places responsibility on the
employee to develop workplace responsibility (Caroselli et al.,
2003).
I agree with the court's decision that the workers were fired. I also believe that Starbucks was
unfairly being limited. I think the NLRB’s decision was justified in the case because of the management's
treatment. However, if it was disclosed before hiring how many pins an employee can wear, it should not
put the company in the wrong.
“Securely fastened buttons or pins issued by Starbucks (for special recognition, or a promotion)
are welcome. You are not permitted to wear buttons or pins that advocate a political, religious, or personal
issue. One reasonably sized and placed button or pin that identifies a particular labor organization or your
support for that organization is acceptable. Pins may not interfere with safety, threaten to harm customer
relationships, or otherwise unreasonably interfere with Starbucks public image” (Starbucks dress code,
2021, pg. 15).
The exact language in the employee handbook. I understand the language and the point that
Starbucks is making. They do not want their employees covered in distracting pins; they could get caught
on something or stab the employee. Also, depending on what the pin says, it could offend a customer or
another employee. A pin with a flower on it isn’t an indication of an issue; however, a pin that says “girls
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rule and boys drool,” might be offensive. The court's decision is fair in reinstating the Starbucks
employees who were mistreated. However, the
NLRB invading the employer's right to one button on an apron should not be interfered with. The U.S.
Circuit Court of Appeals said that Starbucks should be the right to limit the distraction caused by wearing
too many pro-Union flare (Morran, 2012). Starbucks explicitly states what and how many pins can be
used and is provided to each employee; if they are not sure, they can refer to the handbook or ask their
manager about the rules and regulations while working at
Starbucks.
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References:
Admin. (2021, July 20). Customer interaction and WHT it is important for your business.
HelpOnClick. Retrieved April 3, 2022, from https://www.helponclick.com/blog/you-mustunderstand-
why-every-interaction-with-a-customer-is-important/
Caroselli, M., Marlene, Thomas J., Eve, Gwen, & Lloyd A. (2003). Part B: Ethical
Workplace Conduct. In The Business Ethics Activity Book: 50 Exercises for Promoting Integrity
at Work (Vol. 1, Issue 1, pp. 73–135). American Management Association. https://doi-
org.ezproxy.snhu.edu/10.5848/AMACOM.978-0-814413-20-3_3
Judge Says Starbucks Violated Workers’ Rights at NYC Stores. (2009). Management
Report for Nonunion Organizations (Wiley), 32(3) , 2– 8.
Morran, C. (2012, May 10). Court sides with Starbucks in dispute over Labor Union pins.
Consumerist. Retrieved April 3, 2022, from https://consumerist.com/2012/05/10/court-sideswith-
starbucks-in-dispute-over-labor-union-pins/
Starbucks dress code lookbook. (2021). Retrieved April 3, 2022, from
https://stories.starbucks.com/wp-content/uploads/2019/01/Dress_Code_Look_Book_-
_US_English.pdf
