Test UVA

J.J. Taylor Workforce Analysis Survey

* If one of our facilities was shut down we could easily deliver our products and/or services in a timely manner from another one of our locations.

* A shut-down of any of our facilities would have minimal economic impact on our business.

* If one of our facilities was shut down we would not lose significant market share or important customers.

* There are no times during the year when we have peaks in customer demand for our products and services that require us to operate at full capacity.

* If our employees went on strike we would have no difficulty quickly hiring qualified replacement workers during the strike.

* We would have no difficulty outsourcing key work processes during a economic strike.

* A labor union would not be able to exert significant consumer, political or community pressure on our organization.

* We have the ability to consolidate facilities to maximize efficiencies and minimize cost.

* The Human Resources Department provides close oversight on all matters of discipline and discharge.

* The Human Resources Department has the authority to ensure that matters of discipline and discharge are handled consistently across the organization.

* I have received a copy of the company policy and procedures manual.

* I have been trained on the company’s policy and procedures manual.

* All employees are kept fully informed on all relevant policies, procedures and work rules.

* We have a system in place to accurately track tardiness and absences.

* Our attendance policy is applied consistently across the organization.

* We track turnover rates by supervisor.

* We carefully analyze the reasons behind any unusual pockets of turnover.

* Our Human Resources staff is considered an important part of our leadership team.

* All terminations are reviewed and approved by the department manager and HR.

* We have an overtime policy in place.

* Our employees believe our overtime policy is administered fairly and consistently.

* We have a company-wide no solicitation policy in place.

* Our no solicitation policy is strictly enforced.

* We have a company-wide electronic communications policy in place prohibiting personal use of the company electronic communications systems (telephone, email, internet).

* Our company electronic communications policy is strictly enforced.

* We have a company-wide security and visitor policy in place.

* Our company security and visitor policy is strictly enforced.

* All of our employee parking is secured and would be inaccessible to a union organizer.

* We conduct thorough background checks on all of our new hires.

* Our orientation program includes communicating the company’s position on labor unions and information on what joining a labor union means.

* Our hourly employees believe our merit pay system is administered fairly and consistently.

* Our hourly employees believe our incentive pay plans are administered fairly and consistently.

* Positive attitude is a key component of employee performance.

* We never allow an employee with a negative attitude to remain on the payroll.

* We have a formal employee complaint procedure.

* Employees feel free to use employee complaint procedure without fear of retribution.

* It would be impossible for a union organizer to get a list of our employees including addresses and telephone numbers.

* Our hourly employees have excellent English language skills.

* Very few of our hourly employees are over qualified for the jobs they perform.

* Advancement opportunity for our hourly employees is very good.

* We never demote first-line supervisors and return them to the hourly ranks.

* We generally do not rehire employees.

* Our minority first-line supervisors mirrors the percentage of minority employees that they supervise.

* To my knowledge, there is no evidence of discrimination in our company.

* Our hourly minority employees believe they have the same advancement opportunities as non-minorities.

* Our hourly employees who feel discriminated against feel safe in bringing their issue to the HR department.

* The HR department is committed to and has the authority to ensure there is no discrimination in the company.

* We take diversity seriously at J.J. Taylor.

* All executives, managers and supervisors in the company have received diversity training.

* Our hourly employees believe we are committed to continuously improving their satisfaction level.

* We conduct an employee satisfaction survey on a regular basis.

* Our hourly employees believe we do an excellent job of communicating the results of the employee satisfaction survey and pro-actively act on areas of concern.

* Our hourly employees believe we do a good job communicating what is important to them.

* Hourly employees are given the opportunity to actively participate on projects designed to improve employee satisfaction.

* We have a clearly defined employee communications strategy in place.

* Our communications strategy is being effectively executed.

* We regularly update our communications strategy.

* Our rumor mill or grapevine is accurate and is an important way to learn what is going on in the company.

* Our leadership team at all levels is consistently demonstrates that they are committed to operating in a union-free environment.

* We have clearly defined and communicated our company values to all employees.

* Our leaders are held accountable for behaving consistently with our company values.

* All our leaders consistently demonstrate a high level of honesty, integrity and trust.

* Our leaders are held accountable for breaches of honesty, integrity and trust.

* All leaders in the company receive regular training on core leadership skills.

* Performance against defined leadership skills is part of our performance appraisal process.

* We use a 360 degree feedback tool to measure leadership competency.

* All leaders are held accountable for the employee satisfaction survey results in their respective organizations.

* All leaders are held accountable for excessive turnover in their respective departments or area of responsibility.

* Poorly performing leaders are dealt with promptly.

* We have a strategic union avoidance plan in place.

* All leaders have received training on how to earn and maintain union-free status.

* All leaders have received training on the National Labor Relations Act.

* All leaders fully understand what they can and cannot say and do under the National Labor Relations Act.

* All leaders understand and can clearly articulate the company’s position on unions.

* All leaders understand the truth about unions and clearly and regularly articulate the truth to employees.

* Our top executives make themselves accessible and visible by regularly spending time with our hourly employees in their places of work.

* Our top executives hold regular informational meetings with our hourly employees.

* Our top executives regularly solicit and encourage input and questions from employees.

* Our top leaders make regular visits to our facilities.

* Our top leaders interact with our hourly employees in a positive and friendly way.

* First-line supervisors feel like an important part of the leadership team.

* Top management is highly trusted by our hourly employees.

* Mid-level management is highly trusted by our hourly employees.

* First-line supervisors are highly trusted by our hourly employees.

* Our leaders deal with poor performers fairly, consistently and promptly.

* I never hear words like unfair, inconsistent, plays favorites, disrespectful, dishonest, vindictive or other derogatory terms when our employees describe those in leadership roles.

* I believe management would lay people off only as a last resort.

* Management trusts people to do a good job without watching over their shoulders.

* There are no other unionized facilities or businesses in our immediate area.

* Our employment levels have remained flat or have declined over the past several years.

* It would be very difficult for a union organizer to communicate with our employees while our employees are on or near our facilities.

* It would be difficult for our hourly employees to move freely about our facilities to interact with their co-workers in other departments.

* Unions are not well-accepted socially or politically in our community.

* The unemployment rate in our community is currently low.

* Our company has never experienced any union organizing activity.

* It would be very difficult for a union organizer to acquire employee information such as names, job titles, home addresses, telephone numbers and email addresses.

* It would be very difficult for a union organizer to acquire an employee benefit handbook or an employee policy and procedure manual.

* The company has not had a reduction in force in the last 5 years.

* We do not anticipate having a reduction in force in the next year.

* There have been long and costly strikes in our community in the last 5 years.

* There have been layoffs and plant shutdowns of unionized facilities in our community in the last 5 years.

* We are not aware of prominent citizens, clergy or politicians who would side with workers during a union media campaign.

* Football pools and similar activities are strictly prohibited on company property.

* Many of our employees would sign a union authorization card if given the opportunity.

* We have supervisors who believe we would be better off with a union.

* I have heard some of our hourly employees talk about the need for a union.

* A union would be catastrophic for our company.

* Our supervisors are totally committed to doing whatever it takes to maintain "union-free" status in Florida.

* All of our hourly employees want nothing to do with a union.

* There is no way a union could organize J.J. Taylor in Florida.

* We conduct annual wage surveys to ensure that hourly workers are paid competitively in our community.

* We regularly communicate to our hourly employees our pay policy and our commitment to maintaining a competitive position in the community.

* Our employees perceive that our pay and benefits are fair.

* We provide competitive healthcare benefits to all of our full time employees.

* At least 50% of the employee healthcare premium is paid by the company.

* We regularly communicate the total value of the fringe benefits we provide to our employees.

* We regularly communicate our commitment to maintaining a safe and clean working environment.

* We strictly and fairly enforce our safety policies and procedures.

* Our holiday and vacation policy is competitive with other employers in our industry and our community.

* Our employees perceive our holiday and vacation policies as fair.

* We have not had any serious accidents or injuries in the last year.

* Our safety record is excellent compared to others in our industry and our community.

* Our employees perceive that we care about their safety and well being.

* There is no resentment by hourly workers toward those who work in the corporate office.

* Hourly workers are respected and included by those who work in the corporate office.

Please contact [email protected] if you have any questions regarding this survey.