Union Proof: Creating Your Successful Union Free Strategy

What's your company's approach to remaining union-free?

Today, organized labor is fighting for its very
existence. They’re using every weapon at their disposal, including every channel of communication, running corporate campaigns, and influencing politics and legislation with large donations. Their foot soldiers are waging an all-out war against corporate America, and the spoils of victory are your employees.

In Union Proof: Creating Your Successful Union Free Strategy, Peter Bergeron, a 33-year veteran of labor relations and human resources, shares his experiences, offers advice and gives you the “best practices” that truly make a difference in remaining union-free. Far from a legal text, Peter provides the practical tools and advice that can help you make union representation irrelevant within your organization.

What You'll Learn in Peter Bergeron's "Union Proof: Creating Your Successful Union Free Strategy":

From the Introduction, "Peter's Story"

The 4 Phases of Unionization

The cost of unionization

Peter's "UNION FREE" acronym

From Chapter One, "Organizing Drive? Don’t panic."

If you're an SSC, MSC or LSC, and what that can mean

Who should be on your union prevention team

Chapter Two- Identify the Issues

Why perception is reality

The right way to bring the issues into the open without making them worse

Chapter Three- Identify Pockets of Vulnerability

The #1 worst weakness in union avoidance

If your straw polls aren't working, you aren't doing them right

Chapter Four- Develop your Communication Plan

The crucial way to determine your true "target audience"

What vehicle, what message, and when

The most important communication factor in any campaign

Chapter Five- A Plan In Action

The six immediate steps you need to take - NOW

Five additional "near future" actions

What kind of ongoing communications and activities make a real difference

Chapter Six- Where to Go From Here

How to justify the cost of a true union avoidance strategy

5 specific progressive steps that you can implement

Chapter Seven- Union-free Best Practices

11 vital areas to examine for Union-Free Best Practices, from hiring to management visibility.

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About Peter Bergeron

Peter J. Bergeron spent most of his 33+ years of service with General Dynamics, managing all areas of Human Resources with particular emphasis on Labor/Employee Relations and Union Avoidance.
Most notably, Peter’s primary successful union avoidance experience thwarted many large union organizing efforts at one of General Dynamics’ largest non-union production facilities. Peter was
utilized by numerous General Dynamics business units throughout the country to lead counterorganizing efforts in campaigns ranging from as few as 13 to as many as 6,500 employees.

Peter earned BA in Psychology from Villanova University and a MS in Systems Management from the University of Southern California.

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"Union Proof: Creating Your Union

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Excerpts

Here's a sample of the information, insight and perspective you'll find in Union Proof:

"As you read through this document, you’ll begin to understand that there is no magic wand when it comes to remaining union-free. It’s an ongoing process that requires constant communication and vigilance. When upper management makes a conscious decision and says, “We need to make an effort to be union-free,” terrific. But that’s a strategic decision that needs to involve multiple players and a great deal of thought and effort.."

From "Peter's Story"

"What I’ve learned is that ultimately, the strategies you put into place will evolve into the driving force behind the company’s success. Once developed, comprehensive implementation means that a unionfree philosophy is part of the corporate culture. The strategies that will evolve from the information in these pages will be based on experience, refined over years of test and trial, and I can promise you that these are the some of the best principles for any company that wants to remain union-free."

"The long and short of this topic is that union avoidance has to be woven into the fabric of the facility (or business unit) culture. In essence, it needs to become the culture - a “cradle-to-grave” approach. If it is not lived in this light, it is conceptually broken to begin with. “Union Free” can’t be what the company aspires to be - it has to be lived each and every day. Once this practice is compromised in the slightest, it presents an opening for any union to
enter."