Category Archives for Labor Relations

Using Digital Resources to Connect With Employees? Here’s the Right Way.

Today – while we all seem to be more connected than ever – technology (and the digital resources it empowers us to use) can stand in the way of genuine connections. Case in point: twenty-somethings today think nothing of relationships that begin, end, and take place mostly as texts. But this is a particularly sticky challenge in the workplace.

Employee Communication Resources

Forging true connections can be accomplished online – it’s all in the resources you use.

Communicating with workers about change, about the state of the business and about your union-free operating philosophy is an important part of keeping your businesses healthy while offering employees more opportunities.

Using the right digital resources to train, educate and inform workers is vital in forging a genuine connection. You should be aware of the online resources that are available to you to optimize your union-proofing efforts. Consider these new ideas:

1. Use Digital Media to Educate Employees

Many employees support unions because they believe working conditions and pay will improve after they unionize. The reality is that unionizing can have negative effects that harm employees.

Videos that explain the truth can help employees understand that unions actually add a tremendous burden that cost companies and workers money. Even when unions manage to negotiate higher wages, union dues and higher tax rates often exceed pay increases while forcing companies to spend more money on labor. This often means many businesses have to downsize to stay in business. Worse yet, employees lucky enough to keep their jobs rarely see improved living standards.

Giving your management team the ability to educate employees with online union avoidance videos can effectively impart the lesson that staying union-free benefits them, their coworkers and their company, ultimately impacting their overall job security. You can even keep the videos on password-protected websites that only give access to your employees and managers.

2. Counter Union Messages With Objective Facts

Unions can only operate when they convince employees to give them money. Training mid-level managers so they can share objective facts with employees is one of the best ways to counter claims made by union organizers.
Union Proof offers e-learning courses, videos and other resources that clearly and effectively show that unions can and do negatively affect businesses and workers. Once your managers know the facts, they can share them with employees so they aren’t persuaded by unions. Without objective facts, it’s nearly impossible to show employees why unionization won’t improve their professional or personal lives.

3. Keep Employees Happy to Avoid Unionization

Staying union-free is as much about treating employees well as it is countering the efforts of union leaders. A report from the Conference Board shows that over 52 percent of Americans are unhappy at work. If your employees do not feel appreciated, then you may have opened the door to ambitious union leaders.

Prevent this by using the internet to improve positive employee relations. Some digital options for improving employee relations include:

  • Creating social media groups that let employees share information with each other and managers
  • Tracking productivity to publicly reward your best employees
  • Putting information about pay, benefits and company news on an in-house website
  • Building a website that lets employees submit time and track vacation requests

Contact the Union Proof team at Projections to learn more about how you can use digital resources to truly connect with employees and keep your workforce union free.

The 3 Questions Our CEO Hopes to Hear from Every Client… but Hardly ever Does

A clear sign that a presentation really connected with you is when you start asking questions about how to use the information you just heard to your benefit. At Projections, we have been lucky to get a lot of smart questions from our clients, and we’ve helped them

Employee Communication Questions

Or at the very least, ask these three questions to improve your own business’s operations.

discover how great employee communication resources can truly address their challenges. What makes our CEO scratch his head, though, is that he rarely hears three questions that truly address some of the biggest problems businesses face today. Asking these three questions will help you take your positive employee relations to the next level.

“How Can We Be Union-Proof?”

For union free companies, maintaining that direct connection with employees should be a top priority, regardless of industry or stage of development. Studies show that as the economy has become more competitive, companies are unable to pass as many of their cost increases onto the consumer. As a result, expenses related to union involvement in the business often result in businesses decreasing R&D and marketing budgets. As any business knows, if you aren’t innovating, you are dying, so these sorts of trade-offs can eventually mean that your business will struggle to remain competitive. That risk is what makes active union avoidance necessary. By improving employee communications, you can improve your connection with your workforce, and minimize the possibility of dealing with a union.

“How Can We Overcome Generational Differences and Connect With All Our Employees?”

Generational differences have always existed, but it has never been a bigger issue – with a more diverse population in the workplace – than it is today. Harmonizing the efforts of Baby Boomers, Gen X’ers, and Millennials is one of the biggest professional challenges today. Recent studies have shown that regardless of position or industry, it’s vital to build communications that respect the way different generations approach their work. Organizations should strive to make older generations comfortable, while still supporting the innovative spirit that younger generations crave. Finding the right resources, including video, websites, and even interactive eLearning is key to building solid communication across generational differences.

“How can I Make Great Employee Communication A part of our Organization’s Culture?”

Asking this question transforms the principles you value as a company from something your employees are reminded of once or twice a year into something that’s an integral part of every work day. Communication that does not continually create a bond between employee and employer – reinforcing the employer brand – is not worth doing. Understanding that ongoing communication actually makes your job easier is vital to improving the company as a whole. When great connections happen based on the company’s own principles, that’s when employees pull together for a common good. So exploring the options for a variety of channels on a regular basis is a powerful way to create a culture of positive employee relations.
Now that you are asking the right questions, you need to find the right answers. Find those answers by clicking here.

Getting the Most out of a Positive Employee Relations CUE Conference

cue_logo

As the labor relations industry gathers for the next CUE Conference, I’m looking forward to seeing all our clients and meeting new folks who have recently joined the organization. Having attended CUE conferences for so many years, I often recommend to our new clients that they attend a conference, as CUE provides incredible networking opportunities. Recently, one of those clients asked me for some pointers on how to get the most out of this conference – what a great idea! So I’m sharing those thoughts here:

  1. Read through the entire agenda ahead of time and figure out what sessions are going to best benefit you and your company. Think about your current labor situation and what’s coming down the pike. If you are attending with a co-worker or partner, divide and conquer to cover as many topics as possible.

  2. This is no time to be shy! Ask questions of the speakers. Ask questions of the LLAC, the CCAC, the Board and especially of your counterparts in all industries. Their situations are the same and they are ALL happy to share their methods and results with like-minded individuals. Think about, “What question can I ask that another 20-30 people want answered, just like me?”

  3. Practice introducing yourself, especially if you are a blue-dotter or you see a blue-dotter. What’s a blue-dotter? Look for the blue dot on their name tag – it means it is their first time at a CUE conference! It’s vital for first-timers to connect with the people who can help them most. As members, we all want this to be a great experience for them. I’ve heard so many CUE members remark, “The speakers were great, but the conversations I am having are far more valuable than anything I could have imagined!”

  4. Bring business cards. You are going to meet a lot a people and it can become a blur. But once things settle a little bit and you remember that important question you want to ask, those business cards will come in handy for email addresses and contact info.

  5. This is a hard one, but try try try to stay off your phone. There are a lot of breaks which means a lot of opportunities to meet new people. If you run out of the main hall and break-out sessions and immediately start checking email and making “important” phone calls, then you are missing out on great opportunities to learn and meet great people.

  6. Meet new people. It sound obvious but make a point to engage new contacts at the breaks, lunch, crack-of-dawn breakfast, dinners, receptions and the Tuesday night “Big Event”. If you attending with others from your company, SPREAD OUT, you already know those folks! Make it a game—who can meet the most new contacts or get new business cards. Winner buys drinks at the reception!

  7. If you are in a Special Industry group, then do yourself a HUGE favor and attend your industry break-out session. These groups have even more insight and knowledge on your situation.

Once you have returned to the trenches, don’t go back into the fox hole all by yourself. If you’ve done what I’ve suggested here, you now have dozens of new friends and contacts to call on in times of need, or while planning the best strategy, and staying union free …

So, fellow CUE members, what did I miss? Tweet your additions and suggestions and be sure to mention @projections and @cueincsa so we can share them!

The 25 Twitter Accounts You Should Be Following

Twitter Logo

For most of us, the novelty of Twitter has worn off.  We’re ready to get down to business with the best of what Twitter has to offer. But knowing where to look for the best tweets can be a challenge. While twitter is loaded with all kinds of practical information and resources, you’ve got to be selective to make your personal feed an aggregate you find truly useful.

Whether you are a seasoned HR or Labor professional or just getting started, sorting through thousands of twitter feeds to find the right sources for your information needs can be a challenge. Of course, there are the general resources –powerhouse news outlets – we’ve learned to depend on: Wall Street Journal (@WSJ), USA Today (@USATODAY), The New York Times (@nytimes), and CNN (@cnnbrk), but to make Twitter work for your needs, you’ve got to be diligent about who you follow, so you aren’t flooded with irrelevant links and tweets.

To help you refine, update and really squeeze every drop out of your Twitter account, we’ve created a list of what we think are the best of the best for those involved in labor relations.  These 25 feeds highlight the best practices and trends, and offer substantial tips, links and information for HR & Labor Relations pros:

1. Projections & UnionProof
@Projections | @Union_Proof
Projections, the #1 labor relations and employee communication company, monitors daily newsfeeds and provides labor & employment updates.

2. US Dept. of Labor
@USDOL
Jobs, employment, workforce, safety, labor, government 2.0 issues and regulations news and information from the US Department of Labor.

3. NLRB
@NLRB Washington, DC
Announcements, articles, and decision summaries from National Labor Relations Board.

4. Center for Union Facts
@Union_Facts 
Highlights Employee Rights Act and information about today’s union leadership.

5. LawMemo
@LawMemo
Up-to-date summaries of employment law rulings, one-click links to full text.

6.The Union Label Blog
@unionlabel
Information and links to union activity and corruption articles.

7. Serrano Search
@SerranoSearch
Labor relations related recruitment articles and links from talent management and search firm.

8. Hofstra Labor & Employment Law Journal
@HofLaborJournal
Labor and employment case law updates.

8.Employment Law News
@Labor_ Law
Unique perspective, written by leading lawyers and law firms – HR Commentary and updates for the workplace, and other Employment Law issues.

9. LaborRelationsToday
@LRToday Washington, DC
The leading online resource tracking legislative, executive and administrative developments in traditional labor law.

10. PLC Labor Emp US
@PLCLaborEmpUS
content, updates and news from

11. BNA Labor/Employment
@BNALabor
Timely updates from Bloomberg BNA’s labor and employment reporters and editors.

12. Zashin & Rich Co., L.P.A.
@ZRworkplacelaw
The Personnel Files: the latest developments concerning the law of the workplace.

13. Workforce Management Magazine
@workforcenews
Management and HR issues from the Workforce Management and Workforce Training family of magazines.

14. SHRM Labor Relations
@SHRM
Updates on Labor Relations & Politics that affect HR professionals. Includes collective bargaining, strikes, regulatory and legislative updates, union organizing and more.

15. Human Racehorses
@HumanRacehorses
A look at the legal aspects of the employment relationship — slightly irreverent but hopefully frequently helpful.

16. Michael Eastman
@mike_eastman
Mike is the Executive Director of Labor Policy at the US Chamber of Commerce and tweets about the NLRB and labor policy in general.

17 Steve Greehnouse
@greenhousenyt
Steve Greenhouse covers labor issues for New York Times.

18. US Chamber of Commerce
@FreeWorkforce
Updates from the US Chamber of Commerce’s Workforce Freedom Initiative on labor-related issues.

19. Labor Union Report
@laborunionrpt
News and views on today’s labor union.

20. Ed Cohen
@globalhrnews
If you need an international perspective on labor trends, Global HR News covers global changes and challenges.

21. Women of HR
@womenofhr
A community dedicated to the development of women in HR and Business.

22. Sharlyn Lauby, HR Bartender
@hrbartender
Workplace tips and advice served up in a friendly place.

23.  Diane Pfadenhauer
@hrlawyer
Diane is an employment attorney & MBA professor who tweets on the latest trends in HR and labor law.

24. HR.com, Debbie McGrath
@dmcgrath
Canadian CEO of HR.com tweets on everything from benefits to recruitment, and will keep you aware of upcoming HR events.

25. Cue, Inc.
@cueincsa
Organization dedicated to positive employee relations, with twice-yearly conferences.

Ok, so technically that was 26… are there others you follow? Got some great suggestions? Let us know!

The Nine Employment Blogs You Should Be Reading

HR Blogs to ReadNo matter if you are a labor attorney, human resources professional, or business owner, no matter if you’re looking to stay informed about the Employee Free Choice Act, or you just want to recruit and retain the best employees – in the blogosphere, the answers are all there. The problem is, there’s such a wealth of information, it’s nearly impossible to know where to focus your energies.

In an effort to ease that queasy drinking-from-a-firehose feeling, I offer the following nine labor relations and employment law blogs. These are the ones I subscribe to, the ones I wouldn’t live without:

  1. The HR Capitalist Launched in 2006, the HR Capitalist is the blog of Kris Dunn, vice president of people for DAXKO. With more than a decade of experiences as a human resources professional, Dunn’s blog focuses on the intersections of HR practices, technology, and business results; performance management and recruitment; and other numerous topics that affect HR generalists at all levels.
  2. Right to Work Blog The Right to Work Blog covers labor topics for the National Right to Work Committee. Established in 1995, the National Right to Work Committee is nonprofit, nonpartisan, single-purpose citizens’ organization that combats compulsory unionism, ensuring that all people have the right to join a union without being forced to do so.
  3. George’s Employment Blawg George’s Employment Blawg is a trusted resource for issues and commentary related to employment law. George Lenard, a lawyer specializing in labor and employment law, began the blog in May 2003 as a result of his online reading about employment law. As the popularity of the blog grew, Lenard started posting additional topics on general employment information and human resources.
  4. Labor Pains Labor Pains is the blogging home of the Center for Union Facts and the Employee Freedom Action Committee. The blog features commentary from Richard Berman, a longtime labor expert and the executive director of the Center for Union Facts, and J. Justin Wilson, the managing director of the Center for Union Facts. The blog also features guest commentary from other labor and employment law experts.
  5. AFL-CIO Now Blog The AFL-CIO Now Blog delivers up-to-the-minute labor news and commentary from one of America’s largest unions. The AFL-CIO is a voluntary federation of 56 national and international labor unions that represents workers from a variety of backgrounds.
  6. The S.H.I.E.L.D. NetworkRun by former union leaders, union organizers, and top labor relations professionals, this mission of this blog (and companion website) is to “dispel the myths for both you and your employer and to expose today’s union tactics that are being executed on employees all across America—in the workplace, in the media, and on the streets.”
  7. Culture to Engage Culture to Engage offers tips, examples, and how-to insights to help companies develop an employee engagement culture. Culture to Engage features blogs from Tim Wright, who focuses on helping management professionals in hospitals and other business leaders with employee engagement issues.
  8. Union Review Union Review provides labor-related news and views and acts as a forum for rank-and-file, as well as non-union members, to openly discuss work, struggles, and ideas to strengthen the labor movement. The blog is owned and run by Richard Negri, a freelance writer and union member.
  9. e2e Projections’ own blog offers commentary, insight, and current news on labor relations and HR. Established in 1979, Projections, Inc. is the country’s leading provider of custom employee communication resources (video, Web, and eLearning), specializing in critical issues such as skills and management training, health care issues, layoffs and closings, pension and retiree issues, new employee orientations, corporate compliance and ethics, labor relations, and other employment-related issues.

Staying abreast of labor and employment issues is the best way to ensure that your organization remains union free and successful. Make checking all or some of these blogs part of your daily routine by subscribing to their RSS feed or bookmarking them.

Projections has been helping companies communicate with employees for more than 3 decades. CEO Walter Orechwa believes in working with the Human Resources and Labor Relations experts that help those companies maintain positive employee relations. For more information on the video, web, and eLearning resources Projections offers, please visit their website at www.ProjectionsInc.com