book union pro prevention
DESCRIPTION
Respect and appreciation from Front line Supervisors is the key to union Avoidance.TRANSCRIPT
- 1.
- John Baumann
- President/Owner
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- 502.262.3300
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- [email_address]
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- [email_address]
- 2.
- Proactive Prevention
- Changing Corporate Culture
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- A Multi-Level Cost-Effective
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- as well as Humanistic
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- Leadership Approach
- 3. What We Do
- Law
- Human Resources
- Risk Management
- Operations
- Safety
- 4. Heavy Industrial Company
- 1996: 6 plants - 100 salary 600 hourly
- 2008: 15 plants 300 salary 1,200 hourly in or near Detroit (2), Gary , Cleveland , Indianapolis, Louisville (2), Cincinnati, Dayton, Nashville (2), Decatur, Jackson, Raleigh, and Charleston
- A Diverse Workforce various religions, races, and national origins women working on the plant floor
- 5. Union Irrelevancy
- Do your supervisors engage front line employees in real discussions of the product and the process?
- Is your supervisors primary mission to provide the tools and support necessary for front line employees to get the job done?
- Do you have a system which fully provides an opportunity to be heard and fair treatment?
- 6. Unions
- 1996: Detroit and Gary vote in union 2 of 6 plants
- 1998 1999: won election in Cincinnati, withdraw before election in Indianapolis, decertification in Gary
- 2000 2008: 15 plants - ? Campaigns
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- ZERO - ZILTCH - NONE
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- Savings: No Campaigns/Unions
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- 7. Organzational Buy In/Ownership
- Management Commitment to Training
- Consistency of Approach from Capable Supervision
- True Desire for Right Corporate Culture
- Leadership Skills of All Employees
- Learn to Reason/Persuade - Tools
- 8. Knockem Down One at a Time
- Leadership training for managers & supervisors culture/tools/network
- Evaluate the organization
- Effective employee input from all levels
- Incentivize the workforce
- Human resource expertise
- Automation
- 9. Cost Effective? Definitely
- Lower Outside Counsel Bills
- Eliminate/reduce payout of settlements
- Lower Insurance Premiums
- Lower Turnover/Absenteeism (Reduce training costs)
- Lower Corporate Overhead (HR and Law departments)
- Eliminate distractions - indirect costs
- Retain Quality Employees
- 10. Humanistic? You Tell Me
- Less Injuries
- No Harassment (or immediately and properly addressed)
- No Union Prompted Hostility
- Dues (Union) in Employees Pockets
- Possible Incentive Bonuses
- Involvement/ Part of a Team
- Corporate Culture: Appreciation & Respect
- 11. CLO/CEO Benefits
- Reduces direct costs - outside counsel fees, cost of settlement, staffing to address, etc.
- Reduces indirect costs/distractions - time spent by executives/employees in deposition, preparation, document gathering, ediscovery of computer network, trial, etc.
- Reduces risk of adverse verdict and associated negative publicity
- Avoids floodgates of follow-on lawsuits
- 12. Company of Choice More Likely to
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- Increase Profitability - Reduce wasted expenses
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- Have employees who are engaged
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- Be able to pay better wages - retain quality people
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- Not have to continually train replacements
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- Have more funds available to grow/expand
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- Provide a more pleasant work environment
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- Be the company of choice!
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- 13. Tangible Deliverables
- Assessment and identifiable outcome
- Specific action plan with user-friendly handouts, checklists, guidelines, etc.
- Involvement in implementation
- Stake in results
- 14.
- John Baumann
- President/Owner
-
- 502.262.3300
-
- [email_address]
-
- [email_address]