HRM textbook

CHAPTER 15 LABOR RELATIONS AND COLLECTIVE BARGAINING 507
FIGURE 15-4 Sample
NLRB Ballot
UNITED STATES OF AMERICA
National Labor Relations Board
OFFICIAL SECRET BALLOT
FOR CERTAIN EMPLOYEES OF
Do you wish to be represented for purposes of collective bargaining by
MARK AN S IN THE SQUARE OF YOUR CHOICE
YES
NO
DO NOT SIGN THIS BALLOT. Fold and drop in ballot box.
If you spoil this ballot return it to the Board Agent for a new one.
4 Describe five ways to lose an
NLRB election.
How to Lose an NLRB Election
Over the years, unions typically won about 55% of elections held each year. 35 According
to expert Matthew Goodfellow, there is no sure way employers can win elections.
However, there are several sure ways to lose one. 36
REASON 1. ASLEEP AT THE SWITCH In one study, in 68% of the companies
that lost to the union, executives were caught unaware. In these companies, turnover
and absenteeism had increased, productivity was erratic, and safety was poor. Grievance
procedures were rare. When the first reports of authorization cards began trickling back
to top managers, they usually responded with a barrage of letters describing how the
company was one big family and calling for a team effort. 37
REASON 2. APPOINTING A COMMITTEE Of the losing companies, 36% formed
a committee to manage the campaign. According to the expert, there are three problems
in doing so: (1) Promptness is essential in an election situation, and committees are
notorious for moving slowly. (2) Most committee members are NLRB neophytes. Their
views therefore are mostly reflections of hope rather than experience. (3) A committee s
decision is usually a compromise decision. The result isn t necessarily the most knowledgeable
or most effective one. This expert suggests giving full responsibility to a single,
decisive executive. A human resource director and a consultant or adviser with broad
experience in labor relations should in turn assist this person.
REASON 3. CONCENTRATING ON MONEY AND BENEFITS In 54% of
the elections studied, the company lost because top management concentrated on the
wrong issues: money and benefits. As this expert puts it:
Employees may want more money, but quite often, if they feel the company treats
them fairly, decently, and honestly, they are satisfied with reasonable, competitive
rates and benefits. It is only when they feel ignored, uncared for, and disregarded
that money becomes a major issue to express their dissatisfaction. 38
REASON 4. DELEGATING TOO MUCH TO DIVISIONS For companies
with plants scattered around the country, unionizing one or more plants tends