what policies are in place that minimize the likelihood that a union campaign would be successful?

Answer 1

Most union campaigns begin with one disgruntled employee. S/he is disgruntled because "no one listens". They feel ignored, disrespected, and taken advantage of, and feel the need for a "third party" to intervene with management.

To insure against a union drive, establish a "grievance procedure" where employees can have a forum to present complaints, concerns, problems and have them addressed by a member of management. If the relationship between employees and management is considered to be good, a "dispute resolution committee" (2 employee and 3 management members) can be established to look into employee concerns.

In addition, job security and promotions should be on a "modified" seniority basis - length of service, provided the employee has the ability to perform the required work, after a brief period of "indoctrination".

Further, the General Manager should walk around the plant/office and get to know the employees, their jobs and their concerns. A monthly "breakfast with the boss" a percentage of the workforce, ideally 10-15 randomly selected employees, is another method of communication which is a powerful deterrent to unionization. There is no restriction on the topics that can be brought up by the attendees.