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I'm Not Amazon, Apple, or Starbucks: Why Should I Care About Union Organizing?

Union organizing efforts at companies like Amazon, Apple, and Starbucks have seen increased media attention. Union elections have dramatically increased by 70% as compared to 2021, according to the National Labor Relations Board, the federal agency that oversees unions. This rapid rise in union organizing, and the way that these efforts spread from employee group to employee group, make clear that every industry should become prepared. Employees across the country are reading the same news articles and thinking: “If the local Starbucks can unionize, why can’t we?”

The string of union organizing efforts at smaller retail facilities demonstrates that these union drives are starting because of employees’ perceived unfair treatment or working conditions. For instance, the union organizing efforts at Starbucks appear to have resulted at least in part from supposed unfair work assignments. This employee-based union organizing makes it more important for companies to assess their potential vulnerabilities, develop a strategy for resolving any vulnerabilities, and execute policies and practices that ensure the fair and consistent treatment of all employees.

Vulnerability to Union Organizing

The most important aspect to ensure that your employees do not want a union is consistent, positive employee relations. Companies vulnerable to organizing efforts are those with high turnover due to poor work conditions or compensation issues and higher numbers of complaints from employees regarding treatment by supervisors. Company management should regularly communicate with supervisors and managers who work directly with first-level employees to determine what complaints employees have and how the company can address them. Employers should also periodically conduct compensation reviews to determine whether their compensation and benefits are competitive in the industry and internally consistent and defensible.

Implementing Policies and Practices

Employees often turn to a union for representation when they feel as though the employer provides no avenue to be heard, and no procedure for how to address employee complaints. To ensure that employees are heard, and complaints resolved, employers need to implement written policies and procedures in a company handbook that spells out the expectations of employment, the company’s open door philosophy, and provides practical steps that employees can take to have workplace complaints resolved. Employers should then provide training to its supervisors and managers, as well as the employees, explaining the company’s handbook, how employees can relay complaints to management, and how management will resolve those complaints promptly and thoroughly. After these foundational policies and practices are implemented, the company then needs to periodically review its employee relations to determine that the policies and practices are properly executed by its supervisors and managers and resolve any issues that arise.

Developing a Legal Defense Plan

Just as employers have contingencies in the event of a catastrophic storm, plans need to be made to deal with the advent of union organizing. There are specific issues that need to be explored before a union drive including which employees might be part of any bargaining unit, what will be done to protect its confidential information, and how the supervisors will be trained to communicate and act in a legal fashion. The plan should be developed as much as possible with attorney-client privilege.

As union organizing efforts continue to spread across the country, every employer should pay attention and ask whether employees are being heard and satisfied with their work conditions—because many employees are asking those same questions and may turn to a union if they do not like the answer.

I'm Not Amazon, Apple, or Starbucks: Why Should I Care About Union Organizing?

Union organizing efforts at companies like Amazon, Apple, and Starbucks have seen increased media attention. Union elections have dramatically increased by 70% as compared to 2021, according to the National Labor Relations Board, the federal agency that oversees unions. This rapid rise in union organizing, and the way that these efforts spread from employee group to employee group, make clear that every industry should become prepared. Employees across the country are reading the same news articles and thinking: “If the local Starbucks can unionize, why can’t we?”

The string of union organizing efforts at smaller retail facilities demonstrates that these union drives are starting because of employees’ perceived unfair treatment or working conditions. For instance, the union organizing efforts at Starbucks appear to have resulted at least in part from supposed unfair work assignments. This employee-based union organizing makes it more important for companies to assess their potential vulnerabilities, develop a strategy for resolving any vulnerabilities, and execute policies and practices that ensure the fair and consistent treatment of all employees.

Vulnerability to Union Organizing

The most important aspect to ensure that your employees do not want a union is consistent, positive employee relations. Companies vulnerable to organizing efforts are those with high turnover due to poor work conditions or compensation issues and higher numbers of complaints from employees regarding treatment by supervisors. Company management should regularly communicate with supervisors and managers who work directly with first-level employees to determine what complaints employees have and how the company can address them. Employers should also periodically conduct compensation reviews to determine whether their compensation and benefits are competitive in the industry and internally consistent and defensible.

Implementing Policies and Practices

Employees often turn to a union for representation when they feel as though the employer provides no avenue to be heard, and no procedure for how to address employee complaints. To ensure that employees are heard, and complaints resolved, employers need to implement written policies and procedures in a company handbook that spells out the expectations of employment, the company’s open door philosophy, and provides practical steps that employees can take to have workplace complaints resolved. Employers should then provide training to its supervisors and managers, as well as the employees, explaining the company’s handbook, how employees can relay complaints to management, and how management will resolve those complaints promptly and thoroughly. After these foundational policies and practices are implemented, the company then needs to periodically review its employee relations to determine that the policies and practices are properly executed by its supervisors and managers and resolve any issues that arise.

Developing a Legal Defense Plan

Just as employers have contingencies in the event of a catastrophic storm, plans need to be made to deal with the advent of union organizing. There are specific issues that need to be explored before a union drive including which employees might be part of any bargaining unit, what will be done to protect its confidential information, and how the supervisors will be trained to communicate and act in a legal fashion. The plan should be developed as much as possible with attorney-client privilege.

As union organizing efforts continue to spread across the country, every employer should pay attention and ask whether employees are being heard and satisfied with their work conditions—because many employees are asking those same questions and may turn to a union if they do not like the answer.

I'm Not Amazon, Apple, or Starbucks: Why Should I Care About Union Organizing?

Union organizing efforts at companies like Amazon, Apple, and Starbucks have seen increased media attention. Union elections have dramatically increased by 70% as compared to 2021, according to the National Labor Relations Board, the federal agency that oversees unions. This rapid rise in union organizing, and the way that these efforts spread from employee group to employee group, make clear that every industry should become prepared. Employees across the country are reading the same news articles and thinking: “If the local Starbucks can unionize, why can’t we?”

The string of union organizing efforts at smaller retail facilities demonstrates that these union drives are starting because of employees’ perceived unfair treatment or working conditions. For instance, the union organizing efforts at Starbucks appear to have resulted at least in part from supposed unfair work assignments. This employee-based union organizing makes it more important for companies to assess their potential vulnerabilities, develop a strategy for resolving any vulnerabilities, and execute policies and practices that ensure the fair and consistent treatment of all employees.

Vulnerability to Union Organizing

The most important aspect to ensure that your employees do not want a union is consistent, positive employee relations. Companies vulnerable to organizing efforts are those with high turnover due to poor work conditions or compensation issues and higher numbers of complaints from employees regarding treatment by supervisors. Company management should regularly communicate with supervisors and managers who work directly with first-level employees to determine what complaints employees have and how the company can address them. Employers should also periodically conduct compensation reviews to determine whether their compensation and benefits are competitive in the industry and internally consistent and defensible.

Implementing Policies and Practices

Employees often turn to a union for representation when they feel as though the employer provides no avenue to be heard, and no procedure for how to address employee complaints. To ensure that employees are heard, and complaints resolved, employers need to implement written policies and procedures in a company handbook that spells out the expectations of employment, the company’s open door philosophy, and provides practical steps that employees can take to have workplace complaints resolved. Employers should then provide training to its supervisors and managers, as well as the employees, explaining the company’s handbook, how employees can relay complaints to management, and how management will resolve those complaints promptly and thoroughly. After these foundational policies and practices are implemented, the company then needs to periodically review its employee relations to determine that the policies and practices are properly executed by its supervisors and managers and resolve any issues that arise.

Developing a Legal Defense Plan

Just as employers have contingencies in the event of a catastrophic storm, plans need to be made to deal with the advent of union organizing. There are specific issues that need to be explored before a union drive including which employees might be part of any bargaining unit, what will be done to protect its confidential information, and how the supervisors will be trained to communicate and act in a legal fashion. The plan should be developed as much as possible with attorney-client privilege.

As union organizing efforts continue to spread across the country, every employer should pay attention and ask whether employees are being heard and satisfied with their work conditions—because many employees are asking those same questions and may turn to a union if they do not like the answer.

I'm Not Amazon, Apple, or Starbucks: Why Should I Care About Union Organizing?

Union organizing efforts at companies like Amazon, Apple, and Starbucks have seen increased media attention. Union elections have dramatically increased by 70% as compared to 2021, according to the National Labor Relations Board, the federal agency that oversees unions. This rapid rise in union organizing, and the way that these efforts spread from employee group to employee group, make clear that every industry should become prepared. Employees across the country are reading the same news articles and thinking: “If the local Starbucks can unionize, why can’t we?”

The string of union organizing efforts at smaller retail facilities demonstrates that these union drives are starting because of employees’ perceived unfair treatment or working conditions. For instance, the union organizing efforts at Starbucks appear to have resulted at least in part from supposed unfair work assignments. This employee-based union organizing makes it more important for companies to assess their potential vulnerabilities, develop a strategy for resolving any vulnerabilities, and execute policies and practices that ensure the fair and consistent treatment of all employees.

Vulnerability to Union Organizing

The most important aspect to ensure that your employees do not want a union is consistent, positive employee relations. Companies vulnerable to organizing efforts are those with high turnover due to poor work conditions or compensation issues and higher numbers of complaints from employees regarding treatment by supervisors. Company management should regularly communicate with supervisors and managers who work directly with first-level employees to determine what complaints employees have and how the company can address them. Employers should also periodically conduct compensation reviews to determine whether their compensation and benefits are competitive in the industry and internally consistent and defensible.

Implementing Policies and Practices

Employees often turn to a union for representation when they feel as though the employer provides no avenue to be heard, and no procedure for how to address employee complaints. To ensure that employees are heard, and complaints resolved, employers need to implement written policies and procedures in a company handbook that spells out the expectations of employment, the company’s open door philosophy, and provides practical steps that employees can take to have workplace complaints resolved. Employers should then provide training to its supervisors and managers, as well as the employees, explaining the company’s handbook, how employees can relay complaints to management, and how management will resolve those complaints promptly and thoroughly. After these foundational policies and practices are implemented, the company then needs to periodically review its employee relations to determine that the policies and practices are properly executed by its supervisors and managers and resolve any issues that arise.

Developing a Legal Defense Plan

Just as employers have contingencies in the event of a catastrophic storm, plans need to be made to deal with the advent of union organizing. There are specific issues that need to be explored before a union drive including which employees might be part of any bargaining unit, what will be done to protect its confidential information, and how the supervisors will be trained to communicate and act in a legal fashion. The plan should be developed as much as possible with attorney-client privilege.

As union organizing efforts continue to spread across the country, every employer should pay attention and ask whether employees are being heard and satisfied with their work conditions—because many employees are asking those same questions and may turn to a union if they do not like the answer.

I'm Not Amazon, Apple, or Starbucks: Why Should I Care About Union Organizing?

Union organizing efforts at companies like Amazon, Apple, and Starbucks have seen increased media attention. Union elections have dramatically increased by 70% as compared to 2021, according to the National Labor Relations Board, the federal agency that oversees unions. This rapid rise in union organizing, and the way that these efforts spread from employee group to employee group, make clear that every industry should become prepared. Employees across the country are reading the same news articles and thinking: “If the local Starbucks can unionize, why can’t we?”

The string of union organizing efforts at smaller retail facilities demonstrates that these union drives are starting because of employees’ perceived unfair treatment or working conditions. For instance, the union organizing efforts at Starbucks appear to have resulted at least in part from supposed unfair work assignments. This employee-based union organizing makes it more important for companies to assess their potential vulnerabilities, develop a strategy for resolving any vulnerabilities, and execute policies and practices that ensure the fair and consistent treatment of all employees.

Vulnerability to Union Organizing

The most important aspect to ensure that your employees do not want a union is consistent, positive employee relations. Companies vulnerable to organizing efforts are those with high turnover due to poor work conditions or compensation issues and higher numbers of complaints from employees regarding treatment by supervisors. Company management should regularly communicate with supervisors and managers who work directly with first-level employees to determine what complaints employees have and how the company can address them. Employers should also periodically conduct compensation reviews to determine whether their compensation and benefits are competitive in the industry and internally consistent and defensible.

Implementing Policies and Practices

Employees often turn to a union for representation when they feel as though the employer provides no avenue to be heard, and no procedure for how to address employee complaints. To ensure that employees are heard, and complaints resolved, employers need to implement written policies and procedures in a company handbook that spells out the expectations of employment, the company’s open door philosophy, and provides practical steps that employees can take to have workplace complaints resolved. Employers should then provide training to its supervisors and managers, as well as the employees, explaining the company’s handbook, how employees can relay complaints to management, and how management will resolve those complaints promptly and thoroughly. After these foundational policies and practices are implemented, the company then needs to periodically review its employee relations to determine that the policies and practices are properly executed by its supervisors and managers and resolve any issues that arise.

Developing a Legal Defense Plan

Just as employers have contingencies in the event of a catastrophic storm, plans need to be made to deal with the advent of union organizing. There are specific issues that need to be explored before a union drive including which employees might be part of any bargaining unit, what will be done to protect its confidential information, and how the supervisors will be trained to communicate and act in a legal fashion. The plan should be developed as much as possible with attorney-client privilege.

As union organizing efforts continue to spread across the country, every employer should pay attention and ask whether employees are being heard and satisfied with their work conditions—because many employees are asking those same questions and may turn to a union if they do not like the answer.

I'm Not Amazon, Apple, or Starbucks: Why Should I Care About Union Organizing?

Union organizing efforts at companies like Amazon, Apple, and Starbucks have seen increased media attention. Union elections have dramatically increased by 70% as compared to 2021, according to the National Labor Relations Board, the federal agency that oversees unions. This rapid rise in union organizing, and the way that these efforts spread from employee group to employee group, make clear that every industry should become prepared. Employees across the country are reading the same news articles and thinking: “If the local Starbucks can unionize, why can’t we?”

The string of union organizing efforts at smaller retail facilities demonstrates that these union drives are starting because of employees’ perceived unfair treatment or working conditions. For instance, the union organizing efforts at Starbucks appear to have resulted at least in part from supposed unfair work assignments. This employee-based union organizing makes it more important for companies to assess their potential vulnerabilities, develop a strategy for resolving any vulnerabilities, and execute policies and practices that ensure the fair and consistent treatment of all employees.

Vulnerability to Union Organizing

The most important aspect to ensure that your employees do not want a union is consistent, positive employee relations. Companies vulnerable to organizing efforts are those with high turnover due to poor work conditions or compensation issues and higher numbers of complaints from employees regarding treatment by supervisors. Company management should regularly communicate with supervisors and managers who work directly with first-level employees to determine what complaints employees have and how the company can address them. Employers should also periodically conduct compensation reviews to determine whether their compensation and benefits are competitive in the industry and internally consistent and defensible.

Implementing Policies and Practices

Employees often turn to a union for representation when they feel as though the employer provides no avenue to be heard, and no procedure for how to address employee complaints. To ensure that employees are heard, and complaints resolved, employers need to implement written policies and procedures in a company handbook that spells out the expectations of employment, the company’s open door philosophy, and provides practical steps that employees can take to have workplace complaints resolved. Employers should then provide training to its supervisors and managers, as well as the employees, explaining the company’s handbook, how employees can relay complaints to management, and how management will resolve those complaints promptly and thoroughly. After these foundational policies and practices are implemented, the company then needs to periodically review its employee relations to determine that the policies and practices are properly executed by its supervisors and managers and resolve any issues that arise.

Developing a Legal Defense Plan

Just as employers have contingencies in the event of a catastrophic storm, plans need to be made to deal with the advent of union organizing. There are specific issues that need to be explored before a union drive including which employees might be part of any bargaining unit, what will be done to protect its confidential information, and how the supervisors will be trained to communicate and act in a legal fashion. The plan should be developed as much as possible with attorney-client privilege.

As union organizing efforts continue to spread across the country, every employer should pay attention and ask whether employees are being heard and satisfied with their work conditions—because many employees are asking those same questions and may turn to a union if they do not like the answer.