As I stated in a previous post, employees will become collateral damage in the labor-management battle playing out across the U.S. unless unions, management, and politicians take a sharp right from their current direction and start putting employees’ interests ahead of their own agendas.
Here are some concrete suggestions about what each “player” in the labor relations process can do to get back on track in achieving Congress’ original intent in passing the National Labor Relations Act, which was to create a balance of power between employers and employees.
Management:
1. Assess the four areas that influence employees’ perceptions about how they are treated on a daily basis and take immediate action on areas that need improvement.
2. Train all managers to act only in ways that are legal and ethical.
3. Provide employees with factual information about their rights under existing labor laws.
Employees:
1. Ask questions of employers and of union organizers. Get the facts about what each party realistically can and cannot do.
2. Learn employee rights under existing labor laws.
3. Be clear about the consequences of each alternative before making a choice – i.e., how will the workplace change, if at all, with and without union representation?
Unions:
1. Provide employees with realistic expectations about what can be done to improve their workplace – i.e., what their return on union dues will be.
2. Set and enforce high standards for organizers’ behavior.
3. Avoid setting unachievable expectations. Disillusioned workers make dissatisfied union members.
Politicians:
1. Make employees the priority instead of pay-back to management or unions for political contributions or other support.
2. Improve the labor relations process by making it truly balanced.
3. Pass legislation that is employee-centered – i.e., ensures procedural fairness and due process for all parties.
It’s not too late to avert the damage that will be done if management, unions, and politicians continue to put their own agendas ahead of employees’ interests. Absent a change in direction, however, employees will be the real losers in this battle.
© 2009 Pat Lynch. All rights reserved.
