Labor Relations 2120
15 February 2013
GFC Customer Conveyor Division Case Study

As a manager one should always be aware of the climate of their employees. The potential for a threat from outside forces is high, but in this case would be rare or unlikely based on the low turnover rate in the Customer Conveyor Division. Unions prefer to organize employees in workplaces which they can create a winnable bargaining unit and create a unit that will have bargaining power with the employer. (Cook)CCD offers it’s employees higher than average pay for the area and provide appealing benefits for their employees, all of which are important to satisfied employees.

Proactive measures against union involvement should already be in place especially if the business is located in a part of the country that primarily has union workers/employers. Flyers such as the one attached (fig.1) should be in place so that workers are not in the dark about union existence. Posting non-truth campaign literature is also helpful, but having positive employee relations should be a top priority. Each year, the company should review their employment practices to ensure they are in line with the desires of the employees. As noted in the text, employees look to be treated fairly, justly and with dignity. By utilizing employee engagement surveys (fig.2), employers are able to see areas that need improvement. Economic issues are always on the front burner as no one ever feels they are paid what they are worth. If an organization has the potential of being infiltrated by a union, the union’s main selling point has to do with wages. Using PR resources, a colorful, lively bulletin board should display CCD’s positive benefits by showing their higher than average pay for the local area, excellent health benefit package and other perks offered by the company. This should be located in a place