Do I Need Labor Relations Knowledge?

In recent years, there have been huge changes in workplace legislation, related to organized labor and union organizing. However, many human resource professionals aren't aware of these shifts or even how organized labor can pose a threat to their companies. Many HR professionals are asking themselves, "do I need labor relations knowledge?" and the answer is a resounding yes.

This article provides background information on organized labor and how it can impact your organization, recent legislative developments, and information on why HR professionals need labor relations knowledge to succeed in today's workplace. HR professionals must be proactive in learning this information before their company is blind-sided by a labor relations struggle.

Labor Unions, Defined

A labor union is an organization of workers formed for the purpose of advancing its members' interests with respect to wages, benefits, and working conditions. Workers in the private sector are granted the right to organize for the purpose of collective bargaining under the National Labor Relations Act (NLRA), passed in 1935.

Back in the early 1930's, unions led a reform movement in America. Working conditions and the exploitation of workers was a real problem, and began to be addressed by governmental regulations. Attention was brought to the quality of life for workers, particularly immigrants, in the cities and factories. Over the years, government agencies such as OSHA were formed, and EEOC laws were instituted to protect workers. As the government addressed concerns unions once fought for, those unions had to fight to survive. In doing so, they became the very thing they were fighting – big businesses. By the 1970's, unions found that many workers no longer believed in the system that had once fought for them.

Today, the need for unions in the American workplace has all but disappeared. This leaves unions in a precarious position – one that literally has them fighting for their own existence.

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Recent Developments

"Ambush" or "Quickie" elections recently became law, shortening the petition-to-election timeframe considerably. For employers, this means they have precious little time to educate their workers on what unions are, what they do, and why they need employees' dues money. Additionally, other legislation that allows unions access to employees' email and personal information, rules that allow organizing of "micro-units," and a host of other new rules are now keeping HR professionals on their toes.

Under the National Labor Relations Act, unions can organize workers through a majority of votes obtained by secret ballots. Union organization can also proceed simply with a majority (50% +1) of publicly signed "union authorization cards." Without secret ballots, employees become vulnerable to intimidation and peer pressure in favor of organized labor.

In addition to legislative changes, the advent of technology is changing the way unions organize and communicate with employees. One tactic union organizers use is convincing their in-house Volunteer Organizing Committee to e-mail union materials through the company's e-mail system. This means that every employee in the company could receive union solicitation e-mails. Unfortunately, this is hard to stop; federal appeals courts on several occasions have ruled that employers cannot bar employees from using the corporate e-mail system for union business, unless they enforce an across- the-board “non-solicitation policy,” barring workers from sending e-mails about their personal lives, invitations to social events, or asking coworkers for charitable donations.

The best way HR professionals can help their companies avoid a costly labor struggle is to get educated themselves, and stay proactive. Millennials in today's workforce believe in "doing it for themselves," and unions can seem more attractive to these younger employees. If you, as a true HR professional, are well trained about organized labor, you can prevent union organization even before it happens, by creating a culture where employees don't feel they need to turn to a union, because their voices are being heard.

Where to Find Help

Many labor and employment attorneys offer local seminars for clients,  so be on the lookout for those. These seminars are a great place to start to learn more about unions and their legislative agenda. It's a great place for HR professionals to find information about labor laws specific to their state.

HR professionals should also look for other resources and mentors in their communities. Local and industry associations, including the local chamber of commerce, provide a great network for sharing ideas and advice about how to encourage communication between employees and employers.

We provide several tools that can teach HR professionals the labor relations knowledge they need to keep your company employee-first, through practicing positive employee relations. Informative articles, whitepapers, case studies and more are all available in the UnionProof Toolbox, free of charge. Human Resources professionals need to stay informed of the latest labor news, connect with thousands of other people like them, and find out about seminars and events - you can even sign up for our free Monday morning newsletter, Join The Conversation.

Another great resource is the book Proof Positive by Walter Orechwa. The book provides an incredibly in-depth foundation on organized labor, aimed specifically at helping HR practitioners add labor relations to their skill set. The book also discusses how to create a union-free strategy for your company, including best practices and advice. This book is available through online retailers, such as Amazon, or can be downloaded for free, here.

What Human Resources professionals need to remember is that there is no "one solution fits all" when it comes to remaining union-free. It's an ongoing process that requires constant communication and continuing education for employees, supervisors and managers. However, if HR professionals and upper management stay up to date on current labor trends, news, and best practices, they will ensure a strong defense against organized labor, and a foundation for overall company success.

Where Do You Stand on Labor Relations Knowledge?

Knowledge of labor relations is critical when evaluating the health of your company. Just as important is a strong corporate culture. In order to build that culture and become an employer of choice, HR needs to be involved in long-term decision-making. Unfortunately, creating a culture where unions are unnecessary isn’t often something Human Resources pros are taught in school. It’s one of those skills that is most often learned with time and experience… but what if you’ve never encountered a union organizing drive? If you're wondering, "do I need labor relations knowledge?" here are six signs that you may lack the knowledge needed to help create a company and a culture that are built to succeed and rise above competitors for the long haul:

You Don’t Know Union History

Unions became active in the 1800s, with the founding of the National Labor Union in 1866. The Federation of Organized Trades and Labor Unions was founded in 1881, and the American Federation of Labor (AFL) in 1886. While unions once championed worker’s causes and helped create labor laws that keep us all safe and productive, today, the purpose of unions is more to extract greater wages and wealth from companies, regardless of labor markets or competition. Unions work to wield political influence that protects their income far more than it does the average union member. Today, unions are trying to expand their membership and influence through worker centers, organizing, politics, mergers and corporate campaigns.

When you’ve got a solid understanding of the roots of organized labor, you gain tremendous insight into what motivates these organizations (hint: they’re not non-profit organizations; they’re big businesses).

You Don’t Know the Implications of Unionization

Unionization is expensive by any available metric. According to the Bureau for Labor Statistics, employers with unionized employees are contractually obligated to 48 percent greater labor costs. Employers with underperforming employees covered by a union contract have a much more difficult time making changes in that workforce to inspire greater productivity.

Unions often stand as a wall between employees and management, keeping team members from speaking for themselves with regard to wages, benefits or working conditions. Contracts often mandate that employees are promoted based on seniority -rather than merit-  holding back higher performers and often having a negative effect overall on motivation and morale.

You Don’t Know How Unions Operate

As a Human Resources professional, wondering "do I need labor relations knowledge?," knowing how unions operate can help you address employee concerns. Union constitutions can give an idea of how these organizations function, although only at a high level. For example, unions finance themselves with member dues. What they do with that money, however, is not always clear; union leaders are frequently arrested for corruption, sometimes for a literal bag of cash.

In addition when union organizing happens, unions often take grievances against employers before the National Labor Relations Board, a government agency responsible for enforcing labor laws. If you understand what an Unfair Labor Practice charge is, and what happens when a ULP charge is filed, you’re one step ahead of these types of labor issues.

You Can’t Recognize Signs of Organizing

So, do you know what signs indicate potential union organizing efforts at your company? From very subtle signs to more overt tactics like unions holding meetings with employees to encourage union card signing, and even “underground” tactics involving online communication, it’s vital to know what you’re looking for.

Union representatives may hand out literature to employees or engage them outside of the workplace. Employers must tread carefully to avoid running afoul of Unfair Labor Practice laws, although unions may break those rules as well. Supervisors should remember two acronyms during an organizing campaign: T.I.P.S. and F.O.E. The former is what not to do (threats, interrogation, promises, surveillance), while the latter is about good communication practices (facts, opinions, examples).

labor relations specialist

You’ve Never Worked In A Unionized Environment

Without first-hand experience, you may be at a loss for what’s involved in collective bargaining, managing in a union environment, strikes and the financial implications of a union. Your managers need experience dealing with union activity and understanding how it can disrupt current workplace processes. Experience with previous labor actions can be critical to staving off a unionization drive, or minimizing the damage if one occurs.

But if you’ve never been there, how can you understand what life is like with a union? Get perspective from others who have worked in a unionized environment.

You Aren’t Sure If You Have an Employee-First Culture That Doesn't Require Union Influence

Like most human resources professionals, you chose your career because you like to help people get what they need. You’re likely a terrific problem-solver and have skills that range from behavioral psychology to data analytics! So, leaving a legacy for your company to be an employer of choice should be an extension of everything you’re currently working toward. There are a number of ways to accomplish this objective. The first is proactive: union vulnerability assessments can help identify concerns or issues that may make your team members more likely to consider joining a union. The second is labor relations training: resources such as handbooks and communication in the form of video, websites and eLearning that teach best practices for leaders can help build a great workplace. The final step is this process creating an authentic employer brand that helps you independently empower your workforce and build the positive culture every company wants to achieve to become an employer of choice.

What You Need

As you gain additional knowledge and apply these principles to foster greater engagement with employees, you can build a culture where unions simply aren't necessary and become an employer of choice. While a shift in overall employee attitudes takes time, it’s always possible to avoid union organizing and create an employee-first culture that resists outside influence and focuses on the future.

Do You Need a Labor Relations Specialist?

A labor relations specialist, also known as a labor relations consultant, or labor and employee relations consultant, is the labor relations professional in a workplace. They are experts in labor law and are available to advise executives, human resources professionals, managers, and supervisors and be a liaison between management and employees. The labor relations degrees associated with this sort of position include a bachelor's degree in a related field, as well as experience in the realm of labor relations.

A labor relations degree is a great start, but it's not the only educational path you can take to become a labor relations specialist. Many labor relations specialists have degrees in areas like human resources, business administration, or even psychology. Labor relations is such an important and complex field, labor relations specialists must be able to understand and navigate the often delicate relationships between employees and employers.

A labor relations degree, or a degree in a similar field is required to fulfill the position of a labor relations consultant, but it includes a fair amount of job experience and knowledge in areas such as human resources or employee relations. If you're wondering what a labor relations specialist does for an organization, or an in-depth explanation on how to hire a labor relations consultant, we've covered those at length in past blog posts.

labor relations degree

What Skills do Labor Relations Specialists Need to Have?

Labor relations specialists need to have strong communication skills, both written and verbal. They should also be able to think critically and solve problems quickly. 

Indeed.com explains some of the most important duties that labor and employment relations specialists are responsible for in the workplace:

  • Monitoring a company's practices to ensure adherence to labor agreements and regulations
  • Writing labor relations activity letters about disputes, clarification of contract terms and amending collective bargaining agreements
  • Writing counterproposals or contract proposals for labor negotiations or collective bargaining
  • Arranging and negotiating collective bargaining agreements
  • Collecting evidence and representing a company or employee at labor negotiations, arbitration or legal proceedings
  • Measuring the effectiveness of a company's practices and strategies


Becoming the Expert in Your Workplace

Not every workplace has a dedicated labor relations professional or consultant that they can reach out to. Human resources specialists have a plethora of skills that can prioritize employee engagement and improve relationships and communication amongst all levels of leadership, as well as team members. They also need the labor relations knowledge necessary to recognize the signs that can lead to potential union organizing, as well as providing them with the skills they need to connect with their teams and address worker grievances before it turns into something bigger. Your organization would greatly benefit by being proactive in their approach to labor relations.

To help your company build an organizational culture that prioritizes positive employee relations, we have developed a certification course to ensure organizations of all sizes have access to resources that cover every area of labor relations. This course can help your leaders to develop a culture where unions simply aren't necessary. Anyone can complete the certification, which means your organization can select any and all supervisors, executives, human resources specialists, etc. who can master the skills required to help build your positive employee relations strategy, where employees don't feel they need to turn to a union.

Different companies will take different approaches when it comes to having a labor relations specialist in their workplace, but it's essential that you are proactive. You can help your leaders and employees develop the skills they need to prevent unionization and build a culture where labor unions aren't necessary. Click here to get started.

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About the Author Jennifer Orechwa

With over 25 years in the industry, and now as IRI's Director of Business Development, Jennifer has gained a unique perspective on what it takes to build a culture of engagement. By blending a deep understanding of labor and employee relations with powerful digital marketing knowledge, Jennifer has helped thousands of companies achieve behavioral change at a cultural level.

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