Respect and appreciation from Front line Supervisors is the key to union Avoidance.
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1.
John Baumann
President/Owner
502.262.3300
[email_address]
[email_address]
2.
Proactive Prevention
Changing Corporate Culture
A Multi-Level Cost-Effective
as well as Humanistic
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
ZERO - ZILTCH - NONE
Savings: No Campaigns/Unions
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
Increase Profitability - Reduce wasted expenses
Have employees who are engaged
Be able to pay better wages - retain quality people
Not have to continually train replacements
Have more funds available to grow/expand
Provide a more pleasant work environment
Be the company of choice!
13. Tangible Deliverables
Assessment and identifiable outcome
Specific action plan with user-friendly handouts, checklists,
guidelines, etc.
