ARC: A Case Study

This memo serves as notification of a recent labor movement within ARC. Employees have concerns with the present working conditions and are in the process of organizing a union drive. As supervisors, you need to educate yourselves on the legal ramifications associated with an effort as such, as it will directly affect the method in which you communicate with employees during this time. Also, there are legal actions that can be taken in an effort to deter them from forming the union.
Informing employees about the negative aspects of forming a union is vital. First, express the financial obligation of union dues that must be paid as a member. Failure to pay dues means no representation from union leaders. Next, unions do not support pay per performance

systems, which reward employees based on individual accomplishments. Rather, union's support seniority, which eliminates individual recognition. Also, collective bargaining is conducted by union representatives as a group effort versus individually, which results in the loss of control by the employee. Last, educate employees on the laws and regulations that are currently in place as mechanisms to protect their individual rights. Civil Rights laws, ADA, FMLA, and OSHA are all examples of agencies that are free entities that provide assistance to employees according to federal and state laws.
While educating and informing employees of unionization, we cannot discriminate or retaliate against any employee involved in union activity. This is in regards to hiring, termination, denial of promotion, or any the condition of employment, It would be wise not to take any action against an employee during this timeframe. Laws prohibit termination or coercing an employee through scare tactics for their involvement with the union. Also, excluding applicants for employment opportunities due to his or her affiliation or attitude towards unions on the job is illegal.

Offering enticements now to the employees regarding wages and benefits is illegal; however, if we are successful in resisting unionization efforts, employee concerns must be addressed immediately. Management has not done a good job in creating a culture of satisfied employees or else we would not be in this predicament, which is why employees are turning to unionization. Should we be able to satisfy employee concerns without unionization, the employee relations department will need revamping to ensure that procedures are in place for employees to file grievances and complaint. We must also establish timeframes in which to resolve issues, to ensure that we are addressing concerns in a timely manner. Documented procedures and resolutions are essential is employee relations and at the moment, this area of the company is suffering.