All Posts by Jennifer Orechwa

Many workers believe that they don't have the job security of previous generations. And they're right: According to the Bureau of Labor Statistics, modern workers will have 12 to 15 jobs over the course of their lives. That's why unions can be so attractive to workers who worry about their future job security.

Working to change the perception of job security among employees can be a vital part of your union-proofing strategy, particularly if the company has suffered or even has had to lay off workers in recent years. The perception of job security is made up of a number of elements, these 5 will help you get a great jump-start in your efforts.

1. Create Regular Advancement Opportunities

Unfortunately, unions often prey on these fears unfairly because a union cannot ensure complete job security. With or without unions, companies fail, and poor workers are fired. To achieve true job security, companies should offer opportunities to good workers to progress with the company. This way to boost job security allows workers to take an active role in securing their own marketability by building their skill sets and advancing up the corporate ladder.

Businesses should create clear career paths for employees so workers feel they are valuable assets to the company. Because only one-third of managers conduct career development discussions with workers, companies that offer advancement opportunities can easily distinguish their businesses as ones that care about the future of their employees. Common advancement opportunities include tuition reimbursement, flexibility to attend school, regular opportunities for junior workers to take on more meaningful tasks, and culture of promotion from within.

2. Offer Meaningful Employee Recognition

Companies should strive to show that they notice employees who demonstrate outstanding performance or work ethic through regular and relevant employee recognition. To be productive, Forbes recommends that employee recognition be timely, authentic, and tied to something that the employee values. It's also most effective when managers show how the work their employees completed was tied to the overall business success of the company.

3. Increase Training Opportunities

Training opportunities allow interested workers a chance to increase their own job security through skills development. "High-road" employers improve productivity by offering more training opportunities and fostering skills development. This significantly decreases employee turnover, which also increases the perceived job security of the overall workforce.

4. Have Policies to Protect Workers in Case of Disability

Even if it's not required by law, companies should have plans in place to accommodate and protect workers who have short-term or long-term disabilities. Accommodating a worker who has a disability is usually less expensive than paying disability benefits. It's also a valuable way to demonstrate that the company cares about its workers. Companies should encourage disclosure and have a visible HR policy that addresses disabilities.

5. Encourage Communication Between Workers and Management

The financial stability of a company is a critical factor in employee recruitment and retention. Companies can't offer life-long employment guarantees, but management should be transparent about a company's goals, strategy, and vision. Although quarterly earnings and long-term prospects aren't a guarantee of future job security, businesses that talk about these indicators of financial security help develop feelings of job security among employees.

Managers should be transparent when firings or other workforce changes occur. By explaining to their current employees exactly what's happening, the managers eliminate misunderstandings created by the rumor mill. It also allows managers a chance to affirm what level of conduct is required for continued success in the workplace.

Companies that demonstrate they can offer job security to their workers reduce the chance of union recruitment while retaining a loyal employee base. Through the right mixture of company policies and manager communication, good employees can be assured their jobs are secure without union interference.

We live in a country where labor unions certainly have a loud voice. But in recent years, their volume has been overwhelmed by the sheer number of companies that have quietly slipped away from the pro-union mentality. The U.S. currently has a union workforce of 11 percent. This means that 89 percent of the American workforce is non-union. This shift didn't happen by accident; companies have seen the benefits that come from being non-union, and they have taken the necessary steps to prevent unionization.

This doesn't mean that these companies treat their employees however they please and then profit off of them. Businesses know that an unhappy workforce means high turnover or even a potential to unionize, which would cost the business massive losses. So how are companies keeping their employees satisfied, while still maintaining a union-free environment? Here are some businesses that have done it — and thrived.

Apple

Arguably one of the biggest names in technology right now, Apple has kept its non-union status over the years and is still ranked high as one of America's best companies to work for. Though the technology giant expects a high standard of excellence from its employees, it compensates them well with competitive salaries and benefits even for part-time workers. Employees of Apple also cite that they are never micromanaged, which can be serious morale and productivity killer.

Whole Foods

This healthy grocery store chain isn't just innovative in terms of what it puts on its shelves — it also has a remarkable spin on workforce relations. Whole Foods encourages and fosters new ideas from its employees and has been known to put those ideas into practice. They also offer a generous employee discount, with additional price slashes available for those who meet certain health criteria. This encourages workers to take care of their own health and shows them that the company actually cares about them.

Hewlett-Packard

HP has been a standout company in terms of its dealings with employees. With flexible hours for employees, generous investment opportunities and consistent promotion from within, Hewlett-Packard has gone above and beyond to show its workers that they are crucial and valued assets.

Quik Trip

Surprisingly enough, this Midwest gas station/convenience store chain is ranked in Fortune Magazine's "100 Best Companies to Work for" list. One would think that a gas station position wouldn't be an in-demand job, but Quik Trip actually pays their employees incredibly well and offers generous benefits packages. It's as if QT management knows that the job isn't glamorous but gives a great salary to compensate for this fact. Additionally, the company promotes employees not based solely on rank, but on ability and performance. This gives all employees a fair shot at a promotion.

It seems that preventing a union from taking hold in your company is entirely based on the treatment of the workforce. Begin building your UnionProof culture by making sure that employees feel valued and are compensated well. UnionProofing in this way means that your teams will be loyal to their company, whereas workers who are consistently treated as expendable will quickly become disgruntled. Take a page out of these companies' books, and you'll improve your employee-employer relations and secure your UnionProof legacy.

When the employee–employer relationship lacks trust and fair treatment, a union can soon intervene. Employees join unions for various reasons, including feeling like they aren't recognized for their good work, or that they deserve better pay or need a contract for job security. But union contracts stifle direct communication efforts between employees and employers. Don't let it get that far! Here are five great ways to keep your company union-free.

1. Promote Employee Education

When your employees are unaware of the disadvantages of unions, they may be easier to persuade to join one. That's why it's vital to educate employees on how unionization of the company would affect the communication between staff and managers, such as creating an impediment to direct conflict resolution. Additionally, you want to train your managers and supervisors on how to effectively communicate with employees respectfully so they stay satisfied and your company remains union-free.

2. Make Collaboration a Priority

If you're not fostering a team environment, you're already creating a vulnerability that unions can exploit. Prioritizing a collaborative environment strengthens the employee–employer bond because it establishes respect and trust. You can accomplish this by encouraging employees to provide suggestions during a meeting with management to enhance projects or policies. When you make employees feel that their ideas and suggestions matter within a group environment, you begin to build employee morale and confidence. Prioritizing collaborative efforts also demonstrates acknowledgment of employees, which can enhance their experiences at work.

3. Give Clear and Ethical Communication

Keeping communication between your employees and the company open is key to keeping employees happy and saving your business from experiencing the long, drawn-out process of unionization. You can help prevent unionization within the company by focusing on clear and ethical communication between employee and upper management. For example, when an employee has a concern about a task or a complaint regarding another employee, you can encourage an open-door policy. This helps you gain credibility as a trusted source to discuss pressing matters.

Additionally, you can post bulletin boards throughout the office and send out emails with concise information that clarifies business changes. Employees can also suggest ideas to help improve their work environment. By encouraging clear and transparent communication, employees can feel secure and respected.

4. Embrace Technology

Leaving your employees without essential resources to do their jobs or ways to communicate their messages effectively can weaken the employer-employee relationship. However, you can embrace technology to combat this adversity. Technology is helpful in delivering your message to employees because it is easy to use and accelerates the communication process. For instance, you can use technology, such as machine learning and big data analytics, to administer and analyze employee surveys and even virtual suggestion boxes. You can use the information from the collected data to quickly address concerns and showing your employees that they have an important voice within your company. Technology makes it easier and faster to communicate and execute efforts, which can enhance your employees' work experience.

5. Offer Value Through Benefits and Compensation

When employees don't feel they are getting the pay they deserve, they start looking elsewhere. You can prevent this by keeping up with industry compensation trends and offering pay that is competitive. If offering more money is not feasible, make sure you offer good benefits. Provide employees with benefits that add value to their lives, such as a tuition reimbursement program or an affordable, comprehensive health insurance option. Offering a competitive wage and bolstering it with valuable benefits is vital to keeping your employees happy and union-proofing your company. 

When communication goes sour between your business and staff, unions can come knocking on your company doors. You don't have to let that happen if you stay one step ahead by keeping employees happy. Use communication, collaboration, education, compensation and technology to demonstrate fair treatment and build trust with your employees for a union-proof environment.

Ten minutes. Six hundred seconds. The time it takes to unload the dishwasher or make your bed. It might not sound like long, but setting 10 minutes aside every morning to talk to your team can make a huge difference in your positive employee relations and seriously boost productivity. Research suggests that most people have an attention span of about 10 minutes, making 10 the magic number for a morning meeting. Anything longer and their minds will start to wander, so here's how to create your 10-minute morning meeting  - one that instantly improves your employee relations.

Keep it Casual

Your morning meeting is the perfect time to start off each workday with a lighthearted atmosphere. Keep things casual and don't be afraid of using some fun phrases or figures that will energize your team! Encourage your staff to bring their own coffee and snacks, don't bombard your team with complicated phrases or figures, and urge employees to get involved. If you want people involved in their work, then encourage them by giving space for discussion without putting too much pressure on those who might feel uncomfortable speaking up at first glance - everyone needs encouragement sometimes (even if they don’t know it). Your informal gathering provides an opportunity for fresh insights from every person there which can lead towards creative solutions.

Provide Feedback

Studies suggest that regular feedback spurs positive employee relations. During your morning meeting, heap praise on staff who excelled the previous day and encourage the rest of your team to follow in the footsteps of your top performers. Feedback gives staff an understanding of what's expected from them, something that drives better performance in the workplace. Research shows that 43 percent of highly engaged employees receive feedback at least once a week, compared to only 18 percent of non-engaged employees.

Morning meetings are also a great time to request feedback. This can be a bit tricky since negativity can easily take over the conversation, so be sure to set expectations from your team. You can have your team come prepared with solutions for each their concerns so that encouragement and positivity overshadow the discussion at all times.

Celebrate Success

Some employers focus on the negatives -- staff who failed to meet sales targets, a decline in customers, falling profits -- but concentrating on the positives in your morning meeting can foster positive employee relationships. Recognition during your morning meeting is crucial regardless of your niche: celebrate when staff members meet goals, acknowledge those who have gone above and beyond, and thank your team for their support. The top reason why most people quit their jobs is because they feel underappreciated, and a huge 65 percent of the American workforce receive no recognition at work at all. Celebrating your employees is crucial to the success of your business, so be sure to incorporate employee recognition throughout your entire day - not just the morning meeting.

Recognize Personal Milestones

While some suggest that celebrating personal milestones -- like birthdays, work anniversaries and engagements -- at work impacts productivity, recognizing personal milestones shows how much you value your team. You might want to announce special events at the end of your meeting and hand out a note of gratitude. Don't forget to honor individual achievements, too. Appreciating staff who have raised money for charity or passed their driving test, for example, proves you care.

Involve Your Team

Delegating duties during your morning meeting us useful if a task requires a specialist skill or provides value to an employee. However, enabling staff to volunteer for new challenges can improve their self-esteem and motivate them to accomplish a new goal. Persuading team members to use their initiative boosts employee engagement, too - leading to positive employee relations.

It's important for managers to give their team members enough autonomy so that they can achieve goals on their own and take pride in doing good work. Managers should also make sure not every task goes through the whole office because this may result into apathy if people don't find any sense of fulfillment or attached value from what is being done within teams

Open the Floor

Every morning, practice good communication skills by asking your team to share any struggles or obstacles they faced the previous day. Then, invite your team to share their concerns with one another to solve problems. Any hurdles that your employees had to deal with can easily be transformed into powerful learning experiences that accelerate business growth. Poor communication can lead to low productivity and therefor reduce your positive employee relations. 

Stimulate Interaction

At your next 10-minute meeting, suggest employees share their breaks and lunch with each other to promote better interaction. Twenty-two percent of employees are less engaged because of conflicts in the workplace; encouraging staff to spend more time together can prevent any internal conflict within the office.

You'll only have time to cover the basics in your 10-minute morning meeting, but keeping things simple leads to a positive employee relations strategy. Instead of long, boring meetings, open the floor, involve your team, celebrate success, provide feedback and recognize important milestones.

 In the current workforce environment, now is a crucial time to catch up on the best practices in employee management. Here are seven books that cover the A-to-Z of unionization, developing positive labor relations, and leading change. One of the best strategies for staying union-free is staying informed.

1."Unions Are Not inevitable!: A Guide to Positive Employee Relations"

Author Lloyd M. Field offers practical approaches to developing and maintaining positive labor relations, a key factor in staying union-free. He discusses steps for changing a company culture into one that is employee-centered and setting up a Positive Employee Relations program.

2. "Union Proof"

Understanding the full range of tactics that union representatives use to strong-arm employees is key to union avoidance. Peter J. Bergeron addresses everything from early whispers to union elections, how employers can recognize the signs of unionization, and how to develop an open communication system between management and employees.

3. “Union-Free America: Workers and Antiunion Culture”

The best offense, the saying goes, is a good defense. Lawrence Richards made a definitive contribution to an understanding of why workers still resist unions to this day. He traces the union movement from the early days when people had a positive view to the current times of declining membership. There are important clues in history as to the best strategies to remain union-free.

4. “Power Listening: Mastering the Most Critical Business Skill of All”

This is not a book on unions, but it is a book on developing effective leadership listening skills. Bernard T. Ferrari discusses how to become an active listener and understand communication in context. Being able to listen to what employees are really saying is key to addressing employee concerns long before they turn to unions.

5. “How a Blog Held Off the Most Powerful Union in America”

Unions may be using social media as a recruitment tool, but employers can also use this powerful tool for union avoidance. Paul Levy discusses how he used social media at Beth Israel hospital to keep the facility union-free.

6. “Positive Leadership: Strategies for Extraordinary Performance”

Positive leadership can lead to extraordinary effectiveness and performance in an organization. The best way to defend against the negative influence of unions is to develop positive leadership skills. Author Kim Cameron’s book was chosen as one of Amazon editor’s picks for 2015 Best Books of the Year.

7. “Leading Change, With a New Preface by the Author”

The one constant today in the business environment is change. The book by author John Kotter offers ideas for successfully leading an organization through a transformation process.

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.

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).

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.

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.