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In this issue:
Union Bailout Update Bill Would Permit Merit Pay in Union Shops Machinists Striking Once a Member Always a Member Labor Relations Insight, Sticky Fingers and more…
NOTICE: You can make a PDF of this issue of INK directly from the post. Click here for instructions on how to do so.
http://lrionline.com/easy-way-to-make-our-posts-and-ink-issues-into-pdfs
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Labor Relations Insight by Phillip Wilson
What have we learned in the first week of the “ambush election” rules?
There are two questions I’ve been asked a lot over the last couple of months, and especially in the last week:
Will petitions increase after the new “ambush election” rules go into effect? How far will election times decrease under the new “ambush election” rules?
Here’s what we’ve seen
Continue reading INK May 10, 2012
Poster-Proof Your Company!
 As you probably know by now, Aug 25th the NLRB released their final rule regarding the placement of a new required poster which provides a “roadmap” for your employees to organize a union. Just today we provided a webinar explaining the final rule, but more importantly outlining a strategy to Poster Proof your company against the repercussions of this posting.
We are providing a FREE counter-posting designed to put up next to the NLRB-required poster, and have put together some hugely discounted packages on the few key tools required to inoculate your employees against union encroachment.
Get your FREE poster, and check out these specials now at:
http://lrionline.com/poster-proof
PS. If you missed the webinar, go to the page below to register and we’ll notify you when
Continue reading NLRB Posting Rule Response
 LRI president Phil Wilson has authored a piece in this month’s issue of Institute for Supply Management. The article, entitled We Can Work It Out, lays out a process and ground rules for manager led workplace conflict resolution.
We Can Work It Out PDF
  
 LRI president Phil Wilson is quoted extensively in the latest edition HR Magazine from The Society for Human Resource Management (SHRM).
“The stories people tell around the water cooler become the culture. The organization is the stories everybody tells each other. It doesn’t matter what you have on the wall. One of my favorite first questions is, ‘If I were to hang out in the break room for a day or two, tell me a story I would hear about this place.’ ”
Wilson promotes the use of “real-life examples and real stories where we’ve done great things…Have discussions around those different behaviors. Reinforce them with internal communications. Have a consistent drumbeat about the things we value.”
from The Moral
Continue reading LRI President Quoted in SHRM
LRI president Phil Wilson is quoted in the latest edition HR Magazine from The Society for Human Resource Management (SHRM).
“Values are squishy… If it’s your goal to create a culture, promote a particular set of behaviors. Different behaviors reinforce different cultural norms, and they vary from organization to organization. This is how you create the kind of company you strive to be…What you tolerate, you teach.”
Evaluating Values Vol. 56 No. 4. (registration required)
 Labor Relations INK
In this issue:
EFCA Update CNA Delusional? Trial Underscores Mob/Big Labor Connection Labor Relations Insight, ER Tip Of The Month and more…
Labor Relations Insight by Phillip Wilson
 The Republicans gave the Democrats a spanking in the mid-term elections this week. Voters rebuked Democrats in an unprecedented manner. The election results raise a number of perplexing questions. What are Democrats planning to do about the Tea Party movement? For that matter, what are Republicans going to do about them (after all, in retrospect the Tea Party probably cost the Republicans control of the Senate by nominating a couple of nit-wits in the Nevada
Continue reading INK: November 4, 2010
Labor Relations INK
In this issue:
EFCA Update Corruption Runs Rampant In Carpenters Union Organizing Tactics Never Die… Scoreboard, SEIU Watch, Sticky Fingers and more…
EFCA Update
 Enthusiasm does not seem to be dissipating on either side of the EFCA struggle. The Big Labor/Dem camp had to duck hard as a national campaign strategist prophesied the loss of the House in the upcoming elections, inspiring incentive for pushing labor-agenda bills through the lame-duck Congress later this year.
Big Labor has been flexing its muscle with expanding use of shareholder resolutions, and it is expected to continue with such assaults, especially as a Continue reading INK: July 22, 2010
Labor Relations INK
In this issue:
• EFCA Update • Nurses Union Wants Its Cake, And to Eat It To! • Political At Heart • SEIU Watch, ER Tip-Of-The-Month, Scoreboard, and more…
EFCA Update
 Just as some are discussing the Employee Free Choice Act “obituary” after Big Labor lost their political battle in Arkansas (over Blanche Lincoln), the political wheels in Washington just keep on turning, churning out additional ways to benefit unions.
As we reported, the NLRB floated a request for input on setting up a remote, electronic-voting procedure for NLRB elections.
Continue reading INK: June 24, 2010
 One very effective way to improve employee relations is by showing appreciation for a job well done. In fact, some studies suggest that the number one thing many employees look for in a job is to receive appreciation when they do good work.
Unfortunately, many managers or supervisors are quick to criticize employee mistakes, but slow to give praise. When delegating work activities to employees, or providing them with performance coaching or feedback, telling them “thank you” when the job is done costs nothing but a moment of your time. Practicing this behavior consistently will reap huge benefits for your organization in the long run.
Hat Tip to Eric Vanetti of Vantage Point Alliance.
Want an easy way to locate the jerks in your company? Look for departments with a lot of detractors. Chances are good that the department is run by a jerk.
“But how do I find these detractors,” you say. “And what the heck is a detractor anyway?”
A detractor is someone who actively runs down the company to others. The glass is always half-empty to a detractor. No matter what the company does, the net detractor will have something negative to say about it. This is as opposed to a promoter of the company, who will almost always have positive things to say about the company.
The detractor not only has something negative to say, he or she is vocal about it. The worst detractors will go out of their way to tell coworkers, family, friends and even the general public about the latest transgression of the company.
Every company
Continue reading GPS For Finding Jerks in Your Company
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