Labor unions attempting comeback in new economy - Business First of Columbus:

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In fact, while union representation ofthe U.S. work force has droppef dramatically over thelast decade, like any labor unions are seeking to increas e revenue via dues and by attempting to replac e some of those lost For example, the has stated that while it has lost many jobs in the automotiv e industry, it is now attempting to organiz the employees working for the automotive industry's Recognizing the ever-changing American economy, organized laborr is also attempting to organize white-collar employees and expand its reacjh into the government sector.
Unions are recognizing that undert some circumstances they need to develop differentorganizational techniques, such as utilizing the Internetg and establishing Web in an effort to attract the 21st-century employee. What this meansx for American employers is that they must be more attentive to possible organizing drives and the concerns oftheir employees, especiallh in a challenging economic environment. It is importang to train supervisors and other members of managemengt to address situations that suggest an organizing drive may beunderf way. Managers must also becomwe familiarized with rules or reacquaint themselves with the laws that relat tounion organizing.
While companies certainly must remain it is important that they clearly communicatew to employees the reasons they are implementing new policiesw andmodifying benefits. Further, where possible, they should encourage open exchanger and input from employees to more clearlyu and effectively respond totheir concerns. It would be a mistakew to believeemployees won't listem to a union organizer simply becausre a company has becom less profitable. It is advisablde to maintain alawful open-doot policy and respond to employees' concerns.
While employeea may not always be fully satisfied withthe company's response, it is far better to lay out the facts in a realisticv manner than to fail to communicate with Even the most skeptical employees will remai supportive of a company as long as they believwe their employer is being honest with them by explaininy the economic reality of the An employer should be suspicious if individuals who typicall don't associate with each other are meeting togetherr during breaks or at meal periods. Additionally, an employe might be concerned if individuals are suddenl y complaining about policies or other conditionx affecting the workplace when no changexs have beenrecently implemented.
One should also be concerned if, during a walk-through of a facility, employees are avoidinfg eye contact with management Obvious signals include the visible presence of union authorization carde and literature inthe workplace. Therse are legal standards that govern employer behavior during a unioorganizing drive. For specific concerns, employers shoul d contact their attorneyfor advice. Generallyg speaking, however, employers retain the right to expresdtheir opinions. Nevertheless, supervisors and members of managemenr areprohibited from: Threatening employeee for engaging in permitted union activities. Interrogatinb employees regarding their union activitiesor sympathies.
Promisingg them benefits to rejecta union. Spyinb on employees engaged in protectedunio activities. As a matter of common it is always advisable to maintain honest and realistic communications with employeese while attempting to treat them reasonably and fairlyt underthe circumstances.