recognition for a “job well done”

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It has been our practice to give pay raises twice a year, on April 1 and October 1. In accordance with that practice, we had scheduled a pay raise effective April 1. You will receive that pay raise effective April 1. However. in order to avoid the appearance of interference with the NLRB Heprcsentation Elec- tion, the amount of your pay raisc will not be disclosed to you until after the election is held. You will receive the pay regardlcss of the outcome of the election. The pay will be retroactive to April 1. The union charged that the employer committed an unfair labor practice by withholding the scheduled in- crease. An administrative law judge (ALJ) agreed with the union that the employer’s refusal to announce the amount of the increase constituted objectionable con- duct that warranted setting aside the results of the election. The Board disagreed. It stated the general rule that employers must generally conduct themselves during the preelection period as if‘ no election were being held. Thus, an employer “may not inform employees that it is with- holding wage increases or accrued benefits because of union activity. Conversely, however, an employer may tell employees that expected benefits are to be deferred pend- ing the outcome of an election in order to avoid the appearance of election interference,” the Board said. The employer’s handling ofthe issue was thus permissible and the results ofthe election were upheld. (Pleasant Beach Travel Services, dl bla Kauai Coconut Beach Resort and Hotel Employees and Restaurant Employees, Local 5, AFL-CZO, Petitioner 317 NLRB 145) 1 I Preventive Tactics 1 Three Keys to Union Prevent ion While there are many methods that help companies avoid unionization, tHe following list of three key strat- egies, as suggested by The Kiplinger Washington Letter, is the foundation for a successful program: Keep wages and benefitscomparable to union scale in your area. Communicate with employees: Listen to their gripes and suggestions; hold meetings to discuss company performance and plans; consider peer review for discipline. Avoid government violations that can be used by the union to get a foot in the door. W Recognition for a “Job Well Done” Employee morale, motivation, company loyalty, and productivity are heightened when employees receive recognition for a job well done. The following checklist of actions that employers and supervisors can use to recog- nize performance comes from Management Associated Results Company (MARC), a West Terre Haute, Indi- ana, management consulting firm: Personal compliments and expression of’gratitude to employee. Recognition comments in letter to a n employee and in a n employee’s employment records-“Thank you for your efforts.” “Exceptiona1”or “outstanding”comment on employee evaluation. Comments commending the employee in a letter or memo from the employee’s supervisor to the super- visor’s manager with a copy to the employee; this makes it clear to the employee that he or she is getting credit with higher-ups. Letters of commendation or visits for the purpose of commendation by a top-level manager with the knowl- edge of the supervisor. “Thanks for a job well done” letter to the employee’s home with or without flowers, fruit basket, tickets to sporting events, or other gratuity. “Thanks for a job well done” bulletin board notice, article in employee newsletter, E-mail announce- ment, or similar communication to commend a group or crew for their accomplishment. “Special recognition” lunch or dinner. Gift certificates that do not violate employer’s ethics policy. Pens, pins, caps, scarves, tie clasps, etc. Promotion, advancement, raise, etc., based on posi- tive comments. Magazine subscription sent to employee’s home. Tickets to sporting or other entertainment events. Preferred parking spaces. Books with personalized inside-cover commendation from supervisor. Improvement recognition letter attached to previous file copy of disciplinary letter or letters with positive statements that are attached to a prior record of job performance counseling, as permitted by company policy. “Employee of the month” recognition. W C 1996 John Wiley & Sons, Lnc. 6 Management ReportAVarch 1996

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Page 1: Recognition for a “job well done”

I t has been our practice to give pay raises twice a year, on April 1 and October 1. In accordance with that practice, we had scheduled a pay raise effective April 1. You will receive that pay raise effective April 1. However. in order to avoid the appearance of interference with the N L R B Heprcsentation Elec- tion, the amount of your pay raisc will not be disclosed to you until after the election is held. Y o u will receive the pay regardlcss of the outcome of the election. The pay will be retroactive to April 1 .

The union charged tha t the employer committed an unfair labor practice by withholding the scheduled in- crease. An administrative law judge (ALJ) agreed with the union tha t the employer’s refusal to announce the amount of the increase constituted objectionable con- duct tha t warranted setting aside the results of the election.

The Board disagreed. It stated the general rule that employers must generally conduct themselves during the preelection period as if‘ no election were being held. Thus, an employer “may not inform employees that it is with- holding wage increases or accrued benefits because of union activity. Conversely, however, an employer may tell employees that expected benefits are to be deferred pend- ing the outcome of an election in order to avoid the appearance of election interference,” the Board said. The employer’s handling ofthe issue was thus permissible and the results of the election were upheld. (Pleasant Beach Travel Services, d l b l a Kauai Coconut Beach Resort and Hotel Employees and Restaurant Employees, Local 5, AFL-CZO, Petitioner 317 NLRB 145) 1

I Preventive Tactics 1

Three Keys to Union Prevent ion

While there a re many methods tha t help companies avoid unionization, tHe following list of three key strat- egies, as suggested by The Kiplinger Washington Letter, is the foundation for a successful program:

Keep wages and benefitscomparable to union scale in your area. Communicate with employees: Listen to their gripes and suggestions; hold meetings to discuss company performance and plans; consider peer review for discipline.

Avoid government violations tha t can be used by the union to get a foot in the door. W

Recognition for a “Job Well Done”

Employee morale, motivation, company loyalty, and productivity are heightened when employees receive recognition for a job well done. The following checklist of actions tha t employers and supervisors can use to recog- nize performance comes from Management Associated Results Company (MARC), a West Terre Haute, Indi- ana , management consulting firm:

Personal compliments and expression of’gratitude to employee. Recognition comments in letter to a n employee and in a n employee’s employment records-“Thank you for your efforts.” “Exceptiona1”or “outstanding”comment on employee evaluation. Comments commending the employee in a letter or memo from the employee’s supervisor to the super- visor’s manager with a copy to the employee; this makes i t clear to the employee tha t he or she is getting credit with higher-ups. Letters of commendation or visits for the purpose of commendation by a top-level manager with the knowl- edge of the supervisor. “Thanks for a job well done” letter to the employee’s home with or without flowers, fruit basket, tickets to sporting events, or other gratuity. “Thanks for a job well done” bulletin board notice, article in employee newsletter, E-mail announce- ment, or similar communication to commend a group or crew for their accomplishment. “Special recognition” lunch or dinner. Gift certificates tha t do not violate employer’s ethics policy. Pens, pins, caps, scarves, tie clasps, etc. Promotion, advancement, raise, etc., based on posi- tive comments. Magazine subscription sent to employee’s home. Tickets to sporting or other entertainment events. Preferred parking spaces. Books with personalized inside-cover commendation from supervisor. Improvement recognition letter attached to previous file copy of disciplinary letter or letters with positive statements t ha t are attached to a prior record of job performance counseling, a s permitted by company policy. “Employee of the month” recognition. W

C 1996 John Wiley & Sons, Lnc.

6 Management ReportAVarch 1996