Revisit Strategy on Labor Avoidance and ULP's

Creating a Union Free Workplace
Student’s Name
Institution
Creating a Union Free Workplace
People spend most times of their lives in workplaces and the need to join together in the name of a union to strive for the betterment of the working conditions becomes necessary. Besides, the autonomy of the workers to come together and form unions has been recognized as a fundamental human right since the enactment of the National Labor Relations Act in 1935 (NLRB, n.d.). Section 7 of the NLRA outlines some of the rights that the employees are entitled to and section 8 provides a detailed explanation of what constitutes Unfair Labor Practice where the organization, employee, or the union will be held liable by the National Labor Relation Board (NLRB, n.d.). It is not a doubt that labor unions and labor legislation have done a fundamental effort on shaping the workplaces and e-commerce in the contemporary era, most notably by voicing the concerns of the workers through collective bargaining and promoting a democratic and diverse workplace (Bivens et al., 2017). However, working with labor unions sometimes becomes tedious and does more harm than good to the employer and even the employee, with some rogue union organizers seeing the protection by the NLRA as an opportunity to cause frustration in a workplace. It thus becomes necessary to have a union-free strategy in an organization. Besides, the NLRA protects the employees from joining a labor union, and working with individuals rather than a unionized workforce becomes more efficient for an organization.
Communication is key in ensuring a union-free workforce. Right from the hiring process, the prospective employees should be made aware of the company’s stand on the formation of unions, the policies in place, and a clear and precise explanation of the terms used in policy enactment that might sometimes be challenging to the employees. The employees should also be made aware of their rights and privileges as per the NLRA act and all the other policies that safeguard the welfare of workers in a workplace. The communication should be made in a rather polite and friendly manner to ensure that the employees are comfortable working with the company without a feeling of coercion and intimidation. Regular training and feedback sessions would be great in ensuring the free flow of information between the employer and the employees. Communication should also play a pivotal role in leave management, a major cause of conflict in a workforce that often sparks legal confrontations and a cause for an employee to want to have aggressive labor unions to represent them (J.D, 2016). With an effective communication strategy, coupled with a friendly work environment, employees would feel the comfort of a workplace and subdue any need to be a member of a union.
Disputes in a workplace, especially between the management and the employees, are likely ...