DSST Human resource management study guide 1

Interrogate employees or prospective applicants

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Interrogate employees or prospective applicants concerning union-organizing activities.  Prevent pro-union oral solicitation  by employees during  nonworking hours  and  breaks.   Prohibit union insignia on shirts and jackets.  Engage in surveillance of employees to determine their views on the union.  Take a straw vote of employees as to whether they favor or don’t favor the union, except in special circumstances  and in accordance with legally mandated procedures designed to protect employees. Although not necessarily unfair labor practices, following conduct may result in invalidation of an election: Campaigning on  company time  and  premises  within 24 hours of an NLRB-scheduled election. Meetings held off- premises may take place under special circumstances.  Reproducing and distributing official NLRB ballots and showing employees how to mark them.  Discussing the union with employees in a supervisor’s office, regardless of the noncoercive tenor  Prohibit distribution of union literature in nonwork areas during nonwork time, such as in the lunchroom during the  lunch hour.  Requiring employees to wear “Vote No” buttons in the plant or office.  What Employers Can  Do Hold meetings with your employees on company time and property to answer questions and discuss  company’s position and unionization. Just make sure the meetings aren’t held in a supervisor’s office. Talk with  employees at their own workstations or in a group meeting. You can also mail literature to the employees’ homes,  stating the company’s position, but be careful what you say. Here are some of the things you can say:
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Describe good features of working for company, such as existing benefits, job security, steady work.  Remind them that signing union authorization cards doesn't mean they must vote for the union.  Inform them of the disadvantages of belonging to a union, such as the possibility of strikes, serving on picket  lines, paying dues, fines and assessments.  Explain the meaning of the phrases “dues checkoff” and “union shop.”  Inform them of any prior experience you’ve had with unions and what facts you know about the particular union  that’s trying to organize them.  Tell your employees how their wages and benefits compare with other unionized and nonunionized companies  with less desirable packages.  Disclose the names of known gangsters or other undesirable elements who may be or have been active in the  union, provided this is accurate information that can be verified by official sources. 
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