Nothing will escalate an already tense workplace during a union-organizing drive and subsequent election than punishing pro-union employees. While you can certainly continue with any evaluations or disciplinary actions that are warranted, beware of targeting anyone involved in the union push.
In fact, it’s a good idea to make sure someone in HR reviews all evaluations and disciplinary actions to make certain they are consistent with past practices and performance.
Be on the lookout for sudden changes—sudden discipline for workers who previously received stellar reviews, criticism seemingly at odds with past appraisals. Make supervisors justify any deviations. That way, an angry supervisor can’t aggravate employees or trigger an unfair labor practice charge.
Recent case: Sira Fanely worked as a customer service representative for El Paso Electric. The utility had been partially unionized since 1944, and the union ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Court: Even 'Unintended Harassment' Can Be Illegal
- Exhibit A: Avoid the 3 most common documentation mistakes
- Illinois union jobs jump despite poor economy
- What you can do to prevent sexual harassment