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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 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 vice-president Jim Teague is quoted extensively in Expert: Union Organizing Activity Is on the Rise on the The Society for Human Resource Management (SHRM) website. (registration required) The article details the uptick in union activity over the past six months and the changes to how the typical union campaign is now conducted.
Teague outlines how unions are shifting to target new industries that were once ignored by unions because of their high turnover and the young age of the average employee. He also mentions how unions are now pushing to recruits salts and organizers on college campuses. Teague is also quoted on the importance of catching union activity early.
“For every petition filed, we used to
Continue reading Expert: Union Organizing Activity Is on the Rise
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:
Union Bailout Update Storm Center Over Wisconsin Unions, Crime, and the Mob Labor Relations Insight, Social Media Spotlight, Sticky Fingers and more…
Labor Relations Insight by Phillip Wilson
EFCA, we hardly knew ye.
 With this issue of INK we finally officially lay the Employee Free Choice Act to rest. While the writing’s been on the wall for a while unions continued to threaten action on the bill during the lame-duck session of the 111th Congress. With the swearing in of the 112th Congress this week, I think even the strongest EFCA supporters must now admit it is officially dead.
If
Continue reading INK: January 07, 2011
Labor Relations INK
In this issue:
EFCA Update LRI’s Labor Predictions for 2011 CNA-NNU Marching Stron Only In A Union, Scoreboard, Sticky Fingers and more…
EFCA Update The aggressive NLRB continues to forcefully tilt the field in favor of its Big Labor patrons. On Dec. 6th, the board reconsidered the Dana Corp. decision, dismissing a complaint that an employer and the UAW had violated the Act by respectively rendering and accepting unlawful support. Dissenting Board Member Hayes noted that the holding threatens “the establishment of collective-bargaining relationships based on self-interested union-employer agreements that preempt employee choice and input as to their representation and desired terms
Continue reading INK: December 16, 2010
Labor Relations INK
In this issue:
EFCA Update Social Media Savvy Campus Heat Scoreboard, ULP Charge of the Month, Sticky Fingers and more…
EFCA Update The Administration is using another federal agency to bring pressure on health care organizations. The goal is to subject these heavily regulated organizations to further legal scrutiny, which can in turn be used by Big Labor in organizing and/or corporate campaigns. The Office of Federal Contract Compliance Programs (OFCCP) is trying to use hospitals’ status as a TRICARE network provider (TRICARE is the Defense Department’s healthcare program for uniformed service members and their families) to qualify them as “subcontractors”
Continue reading INK: November 18, 2010
Union free elections are won or lost by how well the company communicates. The fourth biggest mistake companies make in union free elections is to sit on the bench. This means not telling employees that you want to keep a direct relationship with them.
In our last article we talked about the TIPS rules. But there are other rules–called the FOE rules–that cover what you should say during a union free election. FOE stands for Facts, Opinion and Examples.
You can always give facts about the company and the union. As we discussed in Part 3 and the bonus TIPS, you cannot promise benefits to employees during a union free campaign. However it is always lawful to discuss the facts about unions during the campaign. You can always “set the record straight” about the promises unions make.
You can discuss the business environment and how the union’s promises are not
Continue reading Union Free: 10 Ways to Lose Your Election – Part 4: Sitting On the Bench
Union free elections are lost for many reasons. As we discussed in Part 3, one reason companies lose elections is because they break the Labor Board rules. That’s why our number one rule for consultants and clients is don’t cheat. We have never committed an unfair labor practice in thousands of elections because we follow these rules.
Here are some bonus tips on how to avoid these problems (by the way, the easy way to remember the rules is to remember the word TIPS). These slip-ups often lead to unfair labor practices and overturn elections.
Threats: A common error is threatening employees. Any threat that a bad thing will happen if an employee votes for the union is unlawful. It’s also a bad campaign strategy. A manager who threatens an employee is making a terrible assumption. He assumes that the threatened employee will do what he wants. This often backfires.
Threats
Continue reading Union Free: How to Lose A Union Election – Bonus TIPS
The third way to lose your union free election is by cheating. We have two core beliefs all of our consultants agree to follow. First, we treat union free campaigns as a teaching event. We treat voters with respect and know our job is to help them learn about unions and make their own decision about what is best for them. Our second core principle is that we don’t cheat. By cheating I mean violating the National Labor Relations Act rules on how to conduct a free and fair election.
Unions may not believe that we follow these beliefs, but we take them very seriously. As a lawyer I want my clients stay well within the ground rules of the Act. This is not just good legal practice. It’s also the best way to win.
There are some consultants who like to “push the envelope” during union free elections.
Continue reading How to Lose a Union Free Election: Part 3 – Cheating
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