Unions, trying to regain the luster they lost over several decades, have embarked on aggressive organizational campaigns. But that doesn't mean you have to put up with their disruptive, harassing attempts to contact and organize your employees.
You should report to the police any trespassing on company property and unwelcome visits to employees' homes. Also, contact your attorney, who may consider filing an invasion-of-privacy case against the union.
Case in point: Elizabeth Pichler works for Cintas, a large uniform laundry company that was being targeted by the Union of Needletrades, Industrial & Textile Employees (UNITE).
As part of the campaign, union organizers walked through the company's parking lot, jotting down license plate numbers. They also extensively searched the Westlaw database in an effort to identify Cintas employees. UNITE then sent union reps out to talk to employees at home.
Pichler and other employees sued, with Cintas' help, alleging that tracking down their addresses through license plate numbers violated the Driver's Privacy Protection Act. A federal court agreed and ordered the union to pay $2,500 to each employee whose license number it had traced. (Pichler v. UNITE, No. 04-2841, ED PA, 2006)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/1933/union-campaigns-cant-invade-employees-privacy "
- A manager's paperwork is never done: What to keep, what to toss
- HR protected—But only if it actually helped file bias claims
- Which disability questions are legal? Check new EEOC rules
- Workers' comp disability doesn't mean automatic ADA coverage
- Alleged rape in Iraq leads to $2.9 million settlement—for now