Creating a Pro-active Labor Relations Environment - Part Eighteen in a Series: Part Eighteen in a Series: A Factual Understanding by Employees

Employees have the right to make an informed decision about whether to sign a union authorization card and/or whether or not to join a union. It is the responsibility of management to provide employees with the information they need. Employees need to understand what it means to be part of a pro-active work environment. Pro-active approaches, such as shared goal setting, joint problem solving, positive leadership and direction, participative management and mutual respect must be demonstrated by management and explained to employees.

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Creating a Pro-active Labor Relations Environment - Part Seventeen in a Series: Significance of Authorization Cards

Signed authorization cards generally have two uses:

  • They are used by the union to obtain National Labor Relations Board (NLRB) general election to determine if the majority of employees want a union. If 30% or more of the employees sign authorization cards, the union can petition the NLRB for an election to determine if a majority of employees want a union.  
  • They are used by a union to demonstrate to management that a majority of the employees chose to have the union as their recognized bargaining agent. If 50% plus 1 of them employees sign the cards, the union can demand that the company recognize it as the exclusive bargaining representative of the employees. If recognition is granted, no election will be held.

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Creating a Pro-active Labor Relations Environment - Part Sixteen in a Series: Consequences of Employee Frustration and Dissatisfaction

Left unresolved, employee frustration often leads to unionization. Employee discontent, including a perceived need for protection from the caprice of management and for a voice which can effectively advocate the employee’s point of view are the issues on which the union organizer focuses. However, when employees are convinced that management accords them a fair deal, these union appeals are both unnecessary and ineffective. Nothing frustrates and eliminates union organization efforts more effectively than employee contentment. In such situations the need for unions simply does not exist.

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