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July 31, 2010


Union Unionization Recruiting Avoidance Prevention Advance Proactive Labor Employee Relations



John M. Baumann, Esq., The Inspiring Esquire (, brings humanistic values into the corporate culture.

“An engaging and thought provoking presentation. John’s willingness to share his experiences combined with his humor and storytelling made for an interesting and extremely informative session. I walked away armed with skills I can use every day.”

Here are some BIG ISSUES: IF your company becomes involved in one or more union situations, there is no doubt that these events will affect your bottom-line.

Win or lose, every dollar spent in repelling unions are wasted. The money used for these non-value-added purposes could be used, instead, for expansion, technological improvements, product research, wages, bonuses, or just plain old company survival.

THE BIG QUESTION: What can YOU do to prevent unionization?

THE SOLUTION: Proactive Prevention Culture Program

The answer may be seen in the example of one company with 15 steel processing plants with 100 employees at each plant. This organization had two of its plants vote in a union in 1995. From 1998 to 1999, unions also obtained enough cards for an election to be held in two additional plants. In 1999, this organization won the election in one plant, the union withdrew before the election in the other, and the employees decertified one of the 1995 elected unions. This was all done at great expense, not only in dollars, but also in employee time, productivity, and morale. Since 1999, this organization has been subjected to no union card campaigns.

How was this done and how can other organizations replicate these results? From 1996 to 2008, I served as General Counsel of the referenced steel processing company. The key is respect and appreciation and proper communication of these ideals to the employees and labor force. This culture must be instituted well in advance of union recruiting efforts.

An effective Proactive Union Avoidance Program™ will improve your organization’s bottom line by (a) creating a more pleasant and productive work environment, (b) preventing your best employees from being forced into a union and (c) significantly reducing, if not, eliminating wasted expenses such as union campaign consultant charges, labor attorney fees for collective bargaining negotiation and defense of arbitrations. How better to demonstrate that you truly care about your people than establishing a program of Proactive Union Avoidance.

BENEFITS: Not only will your company’s bottom line improve, but your workplace will be more pleasant and productive, your company will be able to attract higher quality applicants, and your company will be able to have and retain higher performance employees.

It is work, but the simple solution is prevention before there is an issue. The mission of my consulting/speaking business is to assist organizations, like yours, to continue to grow their organization as well as their profits/income in these difficult and challenging times utilizing the Proactive Prevention Culture Program.

3 Comments Post a comment
  1. Millard Lundie
    Mar 26 2013

    One thing that can always knock you for a loop is losing a big account. This, for sure, is a matter for immediate, concentrated attention. But before you make this call, think. You may get only one chance to turn things around. You must be sure you 1) understand the customer’s complaint and reason for canceling and 2) be prepared to address these points in deft detail. You must be as clear as you can be with why this key customer is quitting. What has she said before that’ll give you a clue? People usually don’t cancel without warning; there are omens. What were they? And what have you done and can you do to answer these concerns and make things better? Remember, the goal is keeping this person happy and the account where it belongs: with you. And this is going to take thought and constructive action..

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