Labor Strategy Preventive Resources Union Proof By Walter Orechwa Share Tweet Share Just as health professionals use inoculation procedures on patients as a one-time preventative measure before they are exposed to contagious diseases, many business owners also try to inoculate employees against the potential of union organizing. However, one-time inoculation often fails. Instead, businesses must be proactive and employ methods of preventative measures for successful union proofing. From informing and educating new hires and employees to training managers and encouraging positive employee relations, you can easily create an environment where unions are unnecessary. Inform Pre-hires of Union Avoidance Effective employee communications is vital. Even before you fill new positions, let prospective employees know where you stand when it comes to unions. During the interview or pre-hire orientation, share a labor relations video that explains your company’s union-free operating philosophy. The pre-hire orientation video should provide in-depth company information including the following: Detailed company historyPoints of prideReasons behind a union-free philosophyReinforcement of the union-free approach Educate Employees About Benefits of Staying Union-Free Employees are often hesitant when it comes to discussing issues related to unionization. As a business leader, you must keep the lines of communication open so that employees understand the truth of what happens during union organizing drives. As a means of staying union-free, it’s imperative that your ongoing training programs include educating all employees about protecting their signature and not signing a union authorization card. Employees need to be educated about what a union authorization card is, what it does, what it means, and that they shouldn’t sign one without full knowledge of why a union organizer wants their signature so badly. Train Management on Positive Employee Relations When union organizing campaigns work, it is most often due to business leaders being unable to respond to the concerns of employees fast enough. Company’s can avoid “ambush” and “underground” tactics by providing managers and supervisors with the knowledge necessary to make them better leaders. Labor relations training that includes a focus on positive employee relations and retaining a union-free organization can be effective at empowering. Additional labor relations and union-avoidance information, along with ongoing company updates, can be generated into a handy resource that is readily available for managers to access. Even the best organizations can still be vulnerable to union organizing. To keep your business union-free, it’s important to focus not just on one-time inoculation, but by taking preventative measures – caring for their needs and creating an environment where a union just isn’t necessary. Take the proper steps: from the pre-hiring process to supervisor training to ongoing communication. Consider your union-free operating philosophy as a lifetime strategy toward a positive corporate culture. Incorporating your union proof communication strategy is a game-changer!