2017 management training for unionized workforce

SPITManagement Training

Presented by Matt Austin

17 South High Street, Suite 810, Columbus, Ohio 43215 | P: 614.843.3041

Escalated Activity





SPIT



SurveillancePromise

InterrogateThreaten



Violating SPIT



Tell employees they will receive a wage increase or special benefit if they get rid of

the union



Threaten to move or close the facility or reduce employee benefits if employees

don’t get rid of the union



Say unionization will force the company to lay off employees, take away vacations or

other benefits presently enjoyed



Ask employees if they want to get rid of the union



Say that Company will not deal with the union



Attend union meetings, park across the street from meetings, try to figure out who

is participating in union programs



Ask employees about union matters, meetings, programs, etc.



Some employees may, on their own, walk up and tell you about such matters. OK to

listen, but you cannot ask questions to obtain additional information.



Things Not to Say or Do



Fire, reprimand, assign to less desirable jobs, etc. because of an employee’s union

views or sympathies



Begin a sudden crackdown on tardiness or absenteeism, institute tougher work rules, or punish employees for union activities



Question employees about their union views or activities



Ask an employee if he signed a petition, intends to sign a petition, or knows who

signed a petition



Promise or give pay increases or new benefits to make unionization less

attractive to employees



Sponsor or circulate an anti-union petition among employees



Poll employees to see what their views are about unionization



Interview employees in your office one at a time or in small groups concerning their

union views or opinions



Prevent employees from talking with each other about the union during their free time

(before/after work, during breaks/lunch)



Prohibit employees from passing out union literature in non-work areas on their own

time



TAKE A DEEP BREATHTHERE IS A LOT YOU CAN DO



FOE



FactsOpinionsExamples



You can discuss union facts



You can give your opinion about unions, union leaders, union policies



You can discuss the Company’s opinion about unions



You can give examples of a union’s effect on other companies



You can inform employees of the benefits the Company’s non-union facilities or non-union competitors have vs the Company



You can inform employees of the disadvantages of unions like: strikes, picket

line duty, dues, fines, assessments, lock step raises, seniority-based promotions,

layoffs, recalls, etc.



You can inform employees that you prefer to deal directly with them instead of the

union to settle problems



You can inform employees of negative experiences you have had with unions



You can inform employees of any untrue or misleading statements made by the union



You can inform employees of known criminal or undesirable elements which

may be active in the union



You can inform employees that no union can obtain more than the

employer agrees to give



You can distribute information about unions



You can inform employees about their legal rights, but cannot finance or lead anti-union

efforts



WHAT YOU CAN AND SHOULD SAY



Tell employees that the Company prefers to be non-union



Tell employees that they are free to support the union or not,

but you hope they don’t.



Answer employees’ question about the Company’s policies provided you don’t

SPIT



Remind employees that if they are not union members, they do not have to pay

union dues



Tell employees that there is no reason to think that past progress in wages and

working conditions will stop if there is no union (Company needs to keep

employees)



Say that the union has no real interest in the success or failure of the Company



Tell anti-union employees of their legal right to actively campaign against the union



Listen to employee problems and grievances but don’t make promises of new

benefits if there is no union



Immediately report any threats or intimidation of employees by the union or

pro-union employees



Tell employees of any bad experiences you personally had with unions, but be factual



Refute any untruths in the union’s propaganda



Tell the employees that you personally prefer not to have a union at the Company



Managers may prevent the union from conducting business on the Company’s premises which is all property owned or leased by the Company, including the

parking lot



REAL LIFE EXAMPLES



You see a group of employees and non-employees distributing literature to employees arriving for work. Your

response should be:



While engaging in a counseling session, employee Mary says, “see this is why

we need a union here.” Your response should be:



Employee Susan confides in you that a union is conducting an offsite meeting

for all employees next Saturday and suggests you attend to hear exactly

what the union is saying. Your response should be:



Upon entering the cafeteria / break room one afternoon, you notice some union literature has been left on one of the

cafeteria tables. Your response should be:



While strolling through the office one afternoon, you notice a piece of union

literature at employee Stan’s workstation. Your response should be:



You notice one day that someone has posted union literature on a workplace wall or bulletin board. Your response

should be:



QUESTIONS?

SPITManagement Training



2017 management training for unionized workforce

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