In consideration for a possible future union campaign, I would like to provide some background and considerations for the company and management teams. This team has taken an in-depth look into two types of environments of thought behind a labor union campaign.
Background
The company must have an understanding of the types of processes for employees to voice complaints in a union free and unionized environment. Most union free employees are able to take complaints to the court of law or even to senior management. In contrast, a company could take action against an employee for reason deemed unfavorable to the company. This is why collective bargaining is so important for a company and a unionized employee. In the event an employee would file some sort of grievance against the company, the case would not get dragged through the grinder of case laws of the past relations of the company. Under a union environment the employees undergo collective bargaining. The union employee would be considered “under contract,” and the guidelines would be quiet clear in this case. The union free employee would not have anything bargained in a contract, therefore would need to take issues up with
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As a company we must make sure that we are not allowing non-employees to just walk around the business. Although, our company is not able to interfere with the solicitation and distribution of union materials with the workplace, we are not going the let non-employees on the property. The following guidelines will help and the aiding of deciding what to do with non-employees on the property.
Note: Management will be very caring in restricting union activity, because that may be viewed unfair.
• Disrupting the workplace- The Company has the right to maintain order within the business. Disrupting the workplace will not be