UFO ProfilerUnion Free Organization Vulnerability Risk AssessmentCopyright 2012 © by Arch Human Resources Consulting, LLC. All rights reserved.

Welcome to the Union Free Organization Profiler! Your interest and utilization of this union organizing vulnerability and risk assessment audit is a demonstration of your organization's commitment to maintaining a union-free environment.

Experience shows that employees benefit from this commitment which includes competitive wage and benefit programs, information sharing, and employee involvement in decisions that affect their working lives. The company benefits from less restrictive work practices, better reputation for dependability with customers, higher employee morale, and the absence of work stoppages.

To remain union-free, management must be aware of the needs and concerns of employees and demonstrate sincere efforts to meet those needs, as well as business objectives. There is no single formula or steps to follow to ensure that your employees won't need a union. Each organization is unique and union-free efforts must be compatible with the local culture. There are, however, a number of overall needs common to employees of all types. Every union organizing drive is a direct result of local management's failure to adequately identify and meet these needs. Therefore, it is important to periodically evaluate your efforts and assess the effectiveness of your total approach.

We believe the UFO Profiler presents the most important elements to ensuring that your employees will not feel they need a union. It is a self-audit to help you evaluate the effectiveness and completeness of your approaches and attitude toward maintaining a union-free environment.

Thank you very much for your attention and commitment to maintaining a union free organization.

To procede, please read and agree to accept the following terms and conditions for usage of this web site and the UFO Profiler risk assessment self-survey. You will then be asked to provide your name, company and contact information. You may then proceed with the audit by clicking on the Continue buttons after completing each series of questions.

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Contact Information
Please provide your contact information. This information will not be shared nor will your suvey responses be identifiable to your organization.

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* Company Name :

Address :

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I. COMMITMENT TO A UNION-FREE ENVIRONMENT:

Commitment to positive employee relations policies and practices by the entire managing staff, including first-line supervisors is essential. It must be sincere and communicated to employees. Without a communication of local management's objective to maintain a union-free environment, employees, including supervisors, may feel that the issue is of little concern one way or another. If the employees hear this objective for the first time during a union organizing attempt, the message appears defensive and has significantly less impact.

Finally, communicating your commitment is only a first step. Managing style and operating decisions must demonstrate a dedication to ensuring that employees don't need a union to protect their interests. This is accomplished through positive managing.

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The organization budgets sufficiently to provide for a progressive and effective Human Resources function

II. MANAGEMENT TEAM:

To many employees the first-line supervisor or direct manager is the company. At a minimum he/she is the most important link between the employee and top management. More often than not during a union organizing campaign, a vote for the union is really a vote against the supervisor and in turn management.

Supervisors must be carefully selected, trained, supported by top management, and able to provide positive constructive interface between management and the employee.

Skills and behavior of a supervisor are significantly different than those of the employees being supervised. It is critical that supervisory performance expectations include leadership, interpersonal skills, problem solving, and employee development.

III. THE EMPLOYEE COMPLEMENT:

The processes by which organizations source, screen, interview, select and onboard new employees is critically important to evaluate and assess in this audit process. Everyone throughout the entire hiring process needs to be competent and capable of screening (within all legal bounds) to make the best hiring decisions possible when brining new people into an existing workforce and workplace culture.

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The application form is designed so that it gives the most comprehensive data available on the individual

IV. POLICIES, RULES & PROCEDURES:

Local policies and practices should be written, up to date, and accessible to employees. If not clearly written and consistently administered, even the best Human Resources policies and procedures can lead to unionization. They should be summarized in the employee handbook. Just as important, they must be understood by supervisors and management and consistently applied to employees. Obtaining employee input in the development or revision of policies helps assure acceptance and understanding.

V. PARTICIPATIVE MANAGEMENT:

Organizations that continue to be successful at remaining union free typically do a good job of promoting employee involvement within their workforces in addition to being "present" visibly. Successful organiztions will also reach out to the homefronts and communicate with and involve employees families in important communications and events.

VI. RESPONSE TO EMPLOYEE CONCERNS:

Critical to maintaining a union-free environment is the ability to identify employee concerns and respond appropriately to them. One promise that unions make during an organizing campaign on which they can often "deliver" is an effective procedure for resolving conflict or difference of opinion. While it is generally hoped that employees and supervisors can work together to solve mutual problems, that is not possible in every case. Whether an informal open door policy or a formal complaint procedure is the preferred approach, management must:

- demonstrate that there should be no fear of reprisal for use of the procedure or raising questions or issues associated with "speaking out"

- assure prompt responses

- make every effort to provide final responses that are fair and consistent

UFO Profiler Extract