How to Organize a Union Campaign - Business Memo

Introduction 

Unions have been on the frontline of playing a crucial role to facilitate dialogue between employers and their workers. The nature of business has been dynamic, and it has somehow redefined the mandate of unions in the current economy as well as the workplace. Employers have various thoughts concerning operation in an environment that is unionized and that which is union-free. The difference in viewpoint and attitude towards the aspect of unions significantly determine the willingness and lack of willingness of an employer to give a nod to employee unionization in their enterprise or organization. 

Operating in Union-free versus unionized environment 

Employers find it more comfortable to operate in an environment that is union-free compared to that which has unions. This is because union-free business environments have various benefits to the employer compared to the demerits that come about as a result of operating in a unionized environment. Hence, employers do not tolerate the establishment of labor union policies into their business space. They claim that it is not good for business ( Donais, 2010) . 

It is also essential to note that employers tend to associate environments that are unionized with what they call unnecessary additional cost. Employers who tolerate unionized environments must be ready to handle countless demands for increase in the wages of their employees. The labor unions are usually in charge of fighting for the increased wages. Employers in a union-free environment do not encounter the pressure of raising the wages of their employees. Employees who work in a union-free environment do not have a voice when it comes to asking for pay raise. This is determined by the employer whenever he or she likes. The employer has all the power and freedom to run their business as they wish without being questioned by anybody. 

Operating in an environment that is unionized has great implications on the side employers with regard to autonomy and liberty. In this situation, the employer does not have the power to hire and fire workers. According to the law, the employer in a unionized environment has limited discretion to hire or fire a worker ( Bohlander & Snell, 2010) . The labor union intervenes whenever such a thing happens to try and find out why an employee was sucked from work. The employer can only be allowed to fire an employee if the labor union justifies the circumstances. Employees usually view this as bullying, and this is the reason why they do not buy the idea of allowing an unionized environment in their business space. 

Employers like union-free environments due to the fact that it gives them an easier time whenever they feel like restructuring. An employer who wishes to change the payment structure and also classify employees as per their competence and skills levels may find it suitable for an environment that is union-free. Doing this in a unionized environment may be tough because an employer will need approval from the representatives of the workers’ union. The employer does not have a say in this, all he needs to do is to concede some of the authority and autonomy to the workers’ union. Many employers who operate in unionized environments find it difficult to make their own decisions and heads of businesses because they have to consult and carry out negotiations with their workers via the collective bargaining under the representation of the labor unions ( Bohlander & Snell, 2010) . 

Employers do not tolerate unionized environments because they place them in a position that is disadvantaged and not suitable for them. Union workers are always expected to maintain production quotas, and this has proven to be a negative implication on the side of the employer. Such structures do not give workers the incentives to work harder and produce more in order for them to be recognized and be promoted to a higher post or have a pay increase. Workers lack individual morale because all of them are considered as equal by their employer. A union-free environment is more advantageous to the employee in this aspect because the employer is able to see who is performing well and they are able to recognize them by rewarding their effort. This is what plays a major role in improving the productivity of the enterprise because workers who perform well get promotions and pay raise as a reward for their good job. 

Things that the Management Representative is allowed to say during Campaigns 

There are rules that state what the representatives of the management are permitted to say and do during the campaigns of the union. Some behaviors are allowed during the campaigns while others are prohibited. The management is only given room to raise concerns if the campaigns of the union seem to interfere with the work of the organization or company. Workers are not allowed to carry out union discussions when the clients of the company are present. This is wrong because it interferes with business ( Card & Freeman, 1993) . The management is also allowed to call for meetings with its employees and explain to them why it thinks that the campaigns of the union are dangerous to the company. They should, however, do this in an open and civilized manner without issuing any threats to their employees in order to intimidate them. 

The management has the power to stop or limit campaign activities that are carried out within the premises of the company. It is essential to note that the limitation and prohibition are supposed to be justified with sensible business reasons. The Labor Relations Code allows the management of the companies or organizations to air out their opinion. The expressions, however, must not interfere with the rights of workers to unionize. 

The coercing of workers by the management during the campaign is prohibited. Any communication that is carried out by the management during the campaigns of the union is supposed to be in line with the law. The management must not threaten employees who engage in organizing activities, and union campaigns for whatever reason as this are against the legislative limits. The management is not allowed to engage employees with the aim of asking them their stand concerning the activities of the union during such campaigns ( Clark, Delaney & Frost, 2002) . 

Furthermore, the management is not allowed to spy on workers as they participate in their campaign. Taking photos of such employees is considered as a threat that is indirect to the workers. It is also a breach of the right of workers to join and take part in unionized campaigns and activities. 

In a nutshell, very many employers prefer business environments that are union-free. The operational policies and cost implications brought about by unionized environments have proven to be tough and not good for business in most cases. Employers who allow unionized environments room should be ready for union campaigns most of the time. It is a tough situation for any employer. They are strictly advised to allow unionized environments if they can be able to operate under pressure from labor unions. 

References 

Bohlander, G. & Snell, S. (2010).  Managing Human Resources . Mason, OH: South-Wester Cengage Learning. Card, D. & Freeman, R. (1993).  Small Differences that Matter: Labor Markets and Income Maintenance in Canada and the United States . Chicago: University of Chicago Press. 

Clark, P., Delaney, J. & Frost, A. (2002).  Collective Bargaining in the Private Sector . Champaign, IL: Industrial Relations Research Association. 

Donais, B. (2010).  Engaging Unionized Employees: Employee Morale and Productivity . Aurora, Ont: Canada Law Book.