I wrote the October 2012 edition of Take 5: Views You Can Use, a newsletter published by the Labor and Employment practice of Epstein Becker Green.
In it, I outline five actions that non-union employers should take to retain their union-free status in 2013:
- Assess your company’s vulnerability.
- Ensure that company policies are compliant and pro-company.
- Analyze and arrange your company’s workforce to avoid micro-units.
- Be prepared to respond at the earliest signs of union organizing.
- Watch for NLRB developments directed at non-union employers.
The following is an excerpt:
With the election around the corner, the nation’s attention turns to politics. However, regardless of who emerges victorious on November 6, one result can be predicted now: 2013 will see an uptick in union activity and union organizing drives. Although labor’s participation and spending in this year’s elections will reach record highs, employers should expect that after the election, unions will refocus their energy on non-union employers.
With private-sector union membership at record low levels and public-sector unions losing influence and members, the labor movement will be forced to recommit to organizing new private-sector members in 2013. While the tactics and tools available to unions may differ under a second Obama term than under a first Romney term, either way, unions will be targeting non-union employers rich with potential members to refill their ranks and coffers.