Labor Management Relations

Maintaining a Union-Free Workplace

Many employers prefer a union-free workplace in large part because they feel that, without union intervention, they are better able to provide competitive wages and benefits and communicate directly with their employees. While overall union membership has been in decline, organizing, particularly in the service industries, is on the rise. In the last few years, labor has increased both its organizing activities and the resources it puts toward its campaigns. Employers must be equally strategic and put in place proactive policies and practices, to both increase employee-management communication and minimize the risk of organizing. Maintaining a union-free workplace requires a delicate balance of careful communication and labor organization intelligence—all of which must be done while adhering to the strict letter of the law, as set out in federal and state statute.

Littler's experience and knowledge of organized labor, both historic and current, helps Firm attorneys advise employers on the steps and procedures to avoid organizing, allowing quick action when an organizing campaign is imminent. Every day, the Firm works closely with non-unionized employers, helping them to develop preventative strategies such as no-solicitation policies and training programs that improve communication, detect early warning signs, and minimize risk should a campaign occur. During critical organizing periods, the Firm advises employers on what they can lawfully do to prevent an election from occurring. When an election becomes a reality, the Firm assists employers every step of the way, from advising on proper employee communication to preparing effective campaign materials. 

From the first hint of union activity on through to the election and challenges, Littler is the firm to effectively guide employers through the process of legally maintaining an open and participative work environment.