To All Supervisors and Assistant Supervisors, Employees have the right to seek unionization without being discriminated against in anyway. The Federal Labor Law states that a company cannot discriminate against any employee who is involved in organizing a union (Lawler, 1986). We must respect the employee’s decision and cannot fire or demote an employee because they are in favor of a union workforce. Mrs. Sterrett’s actions are not appropriate and her actions could result in the company facing a lawsuit from the employee who is being discriminated against because of his beliefs and thoughts. We are here to run a successful company and keep the employees satisfied in order to ensure we have proper workforce to generate income. If an employee
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The National Labor Relations Acts states that management cannot: 1) cannot stop employees from organizing a group that helps protect their employment and benefits the employee, 2) cannot support financially or support in any other way the formation of a labor organization, and 3) cannot encourage or discourage employees from joining a labor organization and we cannot discriminate against these employees in any way (Bernardin, 2013, p. 330). We as a management team must respect the intentions and actions of each employee who supports the union and we cannot persuade or punish employees for choosing to join a labor union. All we can do is keep the company running successfully and hope that in the end the right decision will be …show more content…
By trying to understand what the employees are not satisfied with before they attempt to unionize may help the outcome of employee satisfaction and will hopefully reduce the chance of employees forming a union. We should conduct interviews with the employees to gain a better understanding of what the employees want in terms of his/ her employment with the company. Our role is to be employee pleasers and try to satisfy the employees in the most beneficial way to help the employees as well as help the company. We should have a clear understanding of how the employees feel in terms of the employment and how we can improve their satisfaction level without the employees forming a
The National Labor Relations Acts states that management cannot: 1) cannot stop employees from organizing a group that helps protect their employment and benefits the employee, 2) cannot support financially or support in any other way the formation of a labor organization, and 3) cannot encourage or discourage employees from joining a labor organization and we cannot discriminate against these employees in any way (Bernardin, 2013, p. 330). We as a management team must respect the intentions and actions of each employee who supports the union and we cannot persuade or punish employees for choosing to join a labor union. All we can do is keep the company running successfully and hope that in the end the right decision will be …show more content…
By trying to understand what the employees are not satisfied with before they attempt to unionize may help the outcome of employee satisfaction and will hopefully reduce the chance of employees forming a union. We should conduct interviews with the employees to gain a better understanding of what the employees want in terms of his/ her employment with the company. Our role is to be employee pleasers and try to satisfy the employees in the most beneficial way to help the employees as well as help the company. We should have a clear understanding of how the employees feel in terms of the employment and how we can improve their satisfaction level without the employees forming a