Posts Tagged ‘Union’

Union Unionization Recruiting Avoidance Prevention Advance Proactive Labor Employee Relations

Saturday, July 31st, 2010

SEVEN GOLDEN KEYS TO A WORKPLACE PROACTIVE UNION RECRUITING AVOIDANCE PREVENTION PROGRAM THAT ACTUALLY PREVENTS UNIONS

PROACTIVE PREVENTION FOR BOTTOMLINE ENHANCEMENT SERIES

John M. Baumann, Esq., The Inspiring Esquire (www.TheInspiringEsquire.com), 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.

Services Available – Expertise – Presentations – The Inspiring Esquire

Friday, July 30th, 2010

Partial Lineup of Inspirational & Educational Presentations:

I. The Inspiring Esquire Inspirational Presentations

Caring for Caregivers: Reclaiming Posi-spective

An inspirational talk providing insights as to why many care receivers and their families neglect to demonstrate appreciation for caregiving, the power of positive care giving and the deteriorating effect of negativity on care receivers reflecting upon my personal journey with Parkinsons and with my daughter’s medical conditions. How to reclaim your positive perspective or Posi-spective. Designed for all health care providers and caregivers of any kind, large or small. Attendees will be rejuvenated  and have a much improved attitude.

Caring for Service Providers: Reclaiming Posi-spective

An inspirational talk providing insights as to why many customers neglect to demonstrate appreciation for service, the power of positive service and the effect of negativity on the organization relating my personal journey with Parkinsons and with my daughter’s medical conditions. How to reclaim your positive perspective or Posi-spective. Designed for service providers of any kind, large or small. Attendees will be rejuvenated  and have a much improved attitude.

Positively Handling a Life-Changing Illness: Becoming a Proud Person with Parkinsons

An inspirational talk providing insights as to why many care receivers and their families have a difficult time adjusting to a life-changing illness, the power of having a positive attitude and the deteriorating effect of negativity relating my personal journey with Parkinsons and with my daughter’s medical conditions. How to empower your positive perspective or Posi-spective. Designed for all care receivers and their families, large or small audiences. Attendees will be rejuvenated  and have a much improved attitude.

II. Learn Success Today Seminars & Workshops

• Nine Principles to Enhance Personal Success

An inspirational and educational talk providing nine personal success enhancement principles including envisioning, intensity, awareness and attitude. How to obtain personal success. Designed for everyone, large or small audiences. Attendees will be rejuvenated, have a much improved attitude and the skills necessary to achieve personal success.

• Nine Principles to Enhance Professional Success

An inspirational and educational talk providing nine professional success enhancement principles including envisioning, intensity, awareness and attitude. How to obtain professional success. Designed for everyone, large or small audiences. Attendees will be rejuvenated, have a much improved attitude and the skills necessary to achieve success.

• Supervisor Training on Respect & Appreciation

An inspirational and educational talk providing training to existing supervisors and supervisors-in-training on successfully establishing a work environment based upon respect and appreciation. How to create a productive work environment based upon respect and appreciation. Designed for everyone in management, large or small audiences. Attendees will be rejuvenated, have a much improved attitude and the skills necessary to achieve success as supervisors.

• Positively Handling Adversity

An inspirational and educational talk providing insights as to why many employees have a difficult time handling adversity, the power of having a positive attitude and the deteriorating effect of negativity relating my personal challenges including Parkinsons and  my daughter’s medical conditions. How to empower your positive perspective or Posi-spective. Attendees will be rejuvenated and have a much improved attitude.

• Diversity Enhancing Profitability

An educational talk providing insights as to how diversity in a workplace improves the quality of the work force and profitability of the organization. Attendees will be more willing to embrace and seek out diversity and have a much improved attitude about diversity.

• Negotiation Skills Training

An educational talk providing insights as to the psychology of the negotiation dance/game/production and fifteen understandable steps for more effective negotiation. Designed for everyone, large or small audiences. Attendees will be more confident in their ability to negotiate and have a much improved attitude.

III. Proactive Prevention Culture – Enhance Bottom Line Profits, Reduce Turnover of Quality Employees, Eliminate Wasted Fees Paid to Attorneys, Minimize Settlement and Lawsuit Payouts, and Prevent Distractions From Causing Reduced Productivity

Proactive Workplace Harassment Prevention

Harassment can not be rationalized as a cost of doing business. It is preventable and I have seen it eliminated in the workplace. How to proactively prevent workplace harassment. Designed for all employees, large or small audiences. Attendees will have a better appreciation for their role in harassment prevention and have a much improved attitude.

Proactive Workplace Injury Reduction

An inspirational and educational talk providing insights as to why workplace injuries exist. Injuries are preventable and I have seen substantial reduction of injuries in the workplace. How to proactively reduce workplace injuries. Designed for all employees, large or small audiences. Attendees will have a better appreciation for their role in injury prevention and have a much improved attitude.

Painful Lessons Learned from a Truck Fatality

An educational talk providing painful lessons learned as a result of  a company-owned truck driven by a company employed driver which lost its load killing a mother of two young children in a vehicle traveling the opposite direction. How to prevent as well as prepare for work-related fatalities including notification, family contact, media response, investigation, interviews, role of the DOT, and retaining Litigation Counsel.

Proactive Labor Relations & Representation Irrelevancy

An inspirational and educational talk providing insights as to why union organizing exists. Unionization is avoidable. How to proactively prevent workplace unionization. Designed for all supervisory and executive employees, small audiences. Attendees will have a better appreciation for their role in union avoidance.

Effective Workplace Romance Policies

An educational talk providing insights as to why workplace romance exists. No policy on workplace romance is perfect. How to proactively prevent issues related to workplace romance. Designed for executive and human resource employees, large or small audiences. Attendees will have a better appreciation for their role in addressing workplace romance issues.

Author of American Management Association Article on Proactivity: amanet.org/training/articles/7746.aspx?pcode=XA9T

Representative Presentations:

  • Reclaiming Posi-spective, Saskatchewan Association of Rehabilitation Centres, Regina, Canada, 200 attendees, Closing Keynote Inspirational Presentation.
  • Learn Success Today – College Sports version, University of Louisville Lacrosse team, Louisville, Kentucky, 25 attendees, Inspirational Presentation.
  • Supervisor Training on Respect and Appreciation, Discount Supermarket, Oklahoma, 75 attendees. Workshops
  • Proactive Workplace Injury Reduction, Artex, Archway & Affinity Risk Control Conferences, Las Vegas, Nevada, Charlotte, North Carolina & Chicago, Illinois, 700 attendees, Keynote and Breakout Sessions.
  • Learn Success Today – Business Version, Brown Forman & Kroger, Louisville, Kentucky, 50 attendees, Inspirational Presentation.
  • Learn Negotiation Today, Kentucky Bar Association, Louisville, Kentucky, 75 attendees, Educational Presentation.
  • Proactive Prevention Culture Programs, Ferreri & Fogle law firm, Louisville, Kentucky, 50 attendees, Educational Presentation.
  • Abuse Beyond The Home, Lundy Bancroft Workshop, Louisville, Kentucky, 50 attendees, Opening Inspirational Presentation.
  • Anything is Possible When You Believe in Yourself, The Leadership Academy Magnet, Louisville, Kentucky, 750 attendees, Inspirational Presentation.
  • Learn Success Today – School version, Trinity High School Student Government & Summit Academy, Louisville, Kentucky, 200 attendees, Inspirational Presentation.
  • Learn Success Today – Nonprofit Version, Junior Achievement & Make-A-Wish Foundation, Louisville, Kentucky, 50 attendees, Inspirational Presentation.

ProactivePreventionCulture.com Will Enhance Your Company’s Bottom Line

Wednesday, July 28th, 2010

My name is John Baumann, I just released a DVD on success that can be ordered on my website at LearnSuccessToday.com

I am a graduate of Cornell Law School, have been practicing law for over 23 years and am an Adjunct Professor at the University of Louisville.  I work with, and have made presentations to, Fortune 1000 Corporations, Chambers of Commerce, Universities, Bar Associations, and law firms.

My firm specializes in facilitating workshops and conducting training on proactive prevention of workplace harassment, unionization and workplace injuries. Key words are both “Proactive” and “Prevention.”

Using imagery, stories, reasoning and even persuasion, we obtain buy-in and ownership at the deepest levels of the organization demonstrating to supervisors and even front line employees how it is their personal “self-interest” to proactively prevent harassment, unionization, and injuries.

What distinguishes this program from all others is the focus upon humanistic values and corporate culture.

This copyrighted and trademarked program is entitled, “PROACTIVE PREVENTION FOR BOTTOMLINE ENHANCEMENT.”

Think about it: Win or lose, every dollar spent in defending harassment claims, winning union elections or disputing workers compensation claims, are wasted dollars. In today’s economic environment, companies can’t afford to waste any money. In fact, 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.

Not only will you see improvement in the bottom line, but your workplace will be more pleasant and productive and your company will be able to both attract higher quality applicants as well as retain higher performing 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 to continue to grow their profits in these difficult and challenging times utilizing the Proactive Prevention Culture Program.

Questions Every Company Should Be Asking Related to Wasted Resources: Harassment Claim & Union Vulnerability

Wednesday, July 28th, 2010

SIX QUICK QUESTIONS:

Do you ever think about how much company cash is wasted defending harassment allegations?

Does it ever occur to you how much wasted time and resources are put in during the lawsuit process by company employees including executives?

Do you realize the reputation damage to your brand by just having a lawsuit brought against the company, win or lose?

Have you ever totaled up the expense of conducting a campaign to fight back a union even should you prevail?

Have you ever tried to quantify the effect customer concern over the possibility of supply interruption due to a union presence would have on sales and revenue?

Can the wasted funds, expended company resources and future lost business of losing a union election even be measured?

Can anything really be done to actually proactively prevent workplace harassment and union card campaigns?

The answer may be seen in the example of one company with 15 steel processing plants and 1,500 employees, of which 1,200 are on industrial plant floors. One would expect this type of organization to be involved with several harassment lawsuits per year. With a typical settlement likely to conservatively be in excess of $100,000 and the typical defense attorney fees to be an even higher amount, the unnecessary expense is substantial.

However, since 1999, this organization has experienced no employment-related lawsuits.

Throw into the mix a diverse workforce (various religions, races, and national origins), and add women working on the plant floor, the record becomes even more impressive. Even more incredible is the fact that these plants are not limited to traditionally non-litigious locations, but this company’s largest plants are in Detroit, Cleveland, northern Indiana and Ohio. Total Savings of Millions of Dollars.

This organization also 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.

ProactivePreventionCulture.com

This effective Proactive Prevention Culture 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 subjected to harassment, forced into a union or injured and (c) significantly reducing, if not, eliminating wasted expenses such as defense attorney fees, lawsuit settlement costs, union campaign consultant charges, labor attorney fees for collective bargaining negotiation and defense of arbitrations, and workers compensation insurance premium increases.

How better to demonstrate that you truly care about, respect and appreciate your people than to establish a program of Proactive Prevention.

To find out how your organization may be able to benefit from this program, contact JohnBaumannEsq@yahoo.com

Testimonials from Front Line Supervisors who Attended Workshop on Respect, Appreciation and Proactive Prevention Culture in the Workplace.

Sunday, July 11th, 2010

What lesson or lessons were most beneficial and helpful to you?

They were all helpful, I can’t say any one was more helpful.  They were all beneficial.

The group discussions on the topics we did.  It gets everyone involved and gets everyone’s brain working.  The group thing was a really good idea.

Be a leader. You are the leader. You have to be the leader.

The lesson to always suspend people first before firing to investigate the problem with employee.

Having feedback from other store managers on different issues that we face day to day.  Also, breaking up into groups and discussing our workbook questions allowed me to hear different points of view on the same matter.

Just listening to everyone and how they handle situations

Problem solving toward fellow employees.

The lessons that were most helpful were the ones about patience and understanding with your employees (especially the younger ones)

All lessons were helpful not only as one person, but for the whole group.

What has the Leadership & Management Skills Training Workshop done for you?  (How will you/have you applied the concepts learned from the workshop?)

It has made me try to look at things that I could do differently, and I have tried to apply some.

It has gave me ideas of the other managers and situations they would handle.  and how to better use my employees to better the company.

To lead more.  Be involved in everything.

I learned how to try to operate store on ethical level not always looking at bottom line numbers.

I have applied several concepts from the workshop. I am making it a point to talk to every employee in the store on a daily basis to try to boost morale while being quick to address developing problems in employee performance so that it doesn’t spread to others.

Help me be a better problem solver.  Become a better leader.

I have been trying to apply letting everyone on the team be accountable for themselves, but still for the good of the team.

I have took this knowledge to not only help with my worksmanship at the job, but also in life to help my family to survive.

What suggestions would you make to improve this workshop?

I wouldn’t say too much.  You did a hell of a job.  I stayed interested the whole time and learned some good pointers.

None. It was great.

I thought the workshop was very helpful and informative the way it was.  I have been to “seminars” in the past, but the small group discussions with feedback from Mr. Baumann was the most informative.

Make it available to all employees (somehow)

Nothing too much.  Maybe just a little more time so we didn’t have to rush through it as fast.

Inspirational Educational Business Summary

Tuesday, July 6th, 2010

JOHN BAUMANN has achieved educational and professional success. Along the way, John has cherished being caregiver to his daughter and positively lives with his own diagnosis of Parkinsons. Throughout it all, John has been able to maintain his sense of humor and what he calls “Posi-spective,” John now dedicates his energy and passion to inspiring others and teaching success. An experienced, yet fresh, speaker with high energy, boundless passion and a focus on giving audiences tangible takeaways. TheInspiringEsquire.com (Positively Handling Adversity)LearnSuccessToday.com (Enhancing Success - Supervisor Training on Respect & Appreciation – Negotiation)  ProactivePreventionCulture.com (Harassment Injury Union).

The Inspiring Esquire Professional Law Professor Background Resume Credentials

Sunday, July 4th, 2010
  • Broad range of legal and business expertise, knowledge and experience including mergers, acquisitions, labor, EEO, employment, litigation, securities, finance, SOX, international, environmental, insurance, intellectual property, collections, ERISA and general corporate.
  • Successfully accomplished major projects including $532M sale of publicly traded company (Nasdaq: STTX) to an international company, Mitsui of Japan, at a 63% premium to market.
  • Established and maintained a proactive prevention program which resulted in no harassment lawsuits for over 10 years, no union certification in over 12 years, and a 75% reduction in workplace injuries and related workers compensation lawsuits over a 10 year period with estimated cumulative savings of over $10M. In addition, identified and obtained over $2M in government incentives and state tax savings.

PROFESSIONAL EXPERIENCE

FERRERI & FOGLE, Of Counsel, Louisville, KY.  2009 – Present. Practice specializes in employment, labor, transactional, and corporate law including associated litigation. CNN Headline News Legal Commentator Appearance: http://www.youtube.com/watch?v=SlhHQ-EzBJI

STEEL TECHNOLOGIES INC., General Counsel & Secretary, Louisville, KY 1996 – 2008. Promoted from Counsel, Secretary & Human Resources Manager in 1997 to General Counsel & Secretary in 2001 overseeing a three-to-five person legal department. Designated Executive Officer in 2007. Responsible for closing of five acquisitions resulting in growth from 7 plants with $300M in sales to 25 plants with over $1.3B in sales.

Major Contributions:

  • Completed successful Secondary Offering and Private Placement raising $97M. Drafted Proxy Statements.
  • Responsible for legal aspects of SOX compliance including Code of Conduct and whistleblower.
  • Executive officer of offshore captive insurance company saving over $2M in premiums.
  • Successful campaign resulting in the decertification of USW plant near Gary, Indiana.
  • Through various joint ventures, experience with international and certified minority companies.
  • Created environmental compliance and monitoring program for 15 plants.
  • Strategy formulation and hands-on participation in the successful resolution of company lawsuits  including arguing before the Sixth and Seventh Circuit Federal Courts of Appeals.

UNIVERSITY OF LOUISVILLE, SCHOOL OF BUSINESS, Adjunct Professor, Louisville, KY. 2006 – Present. CLAW 301: Legal Environment of Business (Contracts, Corporate & Franchise, Labor & Employment, Intellectual Property, Environmental and Criminal Law), 360 students, 2009 – 2010. Selected Most Inspiring Professor by 2009 Scholar Athlete of the Year.

OTHER LEGAL EXPERIENCE

EXXON CORPORATION, Attorney, Houston, TX, New Orleans, LA and Linden, NJ. 1986 – 1993. Judgment of $2,400,000 obtained and collected on a counterclaim. Trial attorney assigned to property damage, personal injury, antitrust, and Jones Act cases. Assisted Professor Charles Allan Wright, author of Wright & Miller treatise series, in Fifth Circuit Oral Argument. Unitized contested natural gas field & drafted legislation that was adopted into law in Mississippi. Successfully handled two NLRB hearings and several arbitrations against the Teamsters labor union.

TOSCO CORPORATION, Bayway Refinery, Assistant General Counsel, Linden, NJ. 1993 – 1996. Created law department for start-up company following the $700M purchase of a New Jersey refinery from Exxon including negotiation of successor agreement with Teamsters resulting in significantly reduced workforce. Addressed several patent issues related to the transition of the refinery from Exxon to Tosco.

RELATED BUSINESS EXPERIENCE

JK SUCCESS ENTERPRISES LLC. Owner, Consultant & Inspirational Speaker, Louisville, KY. 2008 – Present. A legal/management speaker/advising firm focused upon on workplace proactive prevention programs (harassment, union and injury), conducting leadership/ management and other skills training (success, negotiation and dealing with adversity: Eliminating unnecessary expenses by adopting advanced proactive prevention programs and working with people in these organizations to assure the success of these programs. ProactivePreventionCulture.com.

VoiceAmerica.com Business Channel: Talk Show Host, The Inspiring Esquire on Enhancing Success

American Management Association Article: http://www.amanet.org/training/articles/7746.aspx?pcode=XA9T

Proactive Workplace Harassment Prevention Interview: http://learnsuccesstoday.com/radio.asp

THORNTONS, INC. (150 store multi-state gasoline chain), Louisville, KY. 2002 – 2008. Advisory Board Member

KENTUCKY CHAMBER OF COMMERCE, Frankfort, KY. 2004 – 2008. Board Member

LAW-RELATED SPEAKING ENGAGEMENTS

Learn Negotiation Today: Attorney Edition for Kentucky Bar Association Seminar, Louisville, KY

Proactive Practice of Preventive Law: Papa Johns International executive officers, Louisville, KY;

Kentucky Bar Association Seminar, Louisville, KY; ALFA International Client Seminar, Miami, FL;

and Corporate Counsel Summit, Palm Desert, CA

Role of the Board of Directors in M&A Transactions: National Directors Institute, Chicago, IL

Hallmarks of a Successful In-House Law Department: with Chris Campbell, Esq., Senior Vice President, YUM Brands, Kentucky Bar Association Seminar, Lexington, KY

Remaining Non-Union: Kentucky Chamber of Commerce, Lexington & Louisville, KY

EDUCATION / BAR ADMISSIONS

Cornell Law School, Juris Doctorate, Ithaca, NY. Research Assistant, Products Liability, Professor James Henderson.

University of Massachusetts, Bachelor of Business Administration, Amherst, MA. Summa Cum Laude, Management Honors.

Bar Admissions: Texas, Louisiana, New Jersey, Kentucky (active only in Kentucky). Kentucky Bar Association, Corporate House Counsel Section, Former Chair

Proactive Workplace Harassment Union Injury Elimination Prevention

Sunday, July 4th, 2010

Convert to An Advanced Proactive Prevention Program (And Increase Bottom Line Profits)

An organization with any workplace harassment accusations, unions targeting one or more locations for card campaigns and/or increasing numbers of workplace injuries should never rationalize these occurrences as “a cost of doing business.”

Win or lose, every dollar spent defending harassment claims, winning union elections or paying out workers compensation claims are wasted dollars. The money used for these non-value-added purposes could be used instead for expansion, technological improvements, product research, wages, incentive bonuses, or just plain old financial survival of the organization.

Most organizations say what’s legally and politically correct about having a policy against discriminatory harassment, a union avoidance program and safety being the number one priority, but how many have a record that backs up these lofty words with results.

Can anything really be done to actually prevent workplace harassment, prevent union card campaigns and reduce injuries?

The answer may be seen in the example of one company with 15 steel processing plants and 1,500 employees, of which 1,200 are on industrial plant floors. You would expect this type of organization to be involved with several harassment lawsuits per year. With a typical settlement likely to conservatively be in excess of $100,000 and the typical defense attorney fees to be an even higher amount, the unnecessary expense is substantial. However, since 1999, this organization has experienced no employment-related lawsuits. Throw into the mix a diverse workforce (various religions, races, and national origins), and add women working on the plant floor, the record becomes even more impressive. Even more incredible is the fact that these plants are not limited to traditionally non-litigious locations, but this company’s largest plants are in Detroit, Cleveland, northern Indiana and Ohio.

This organization also 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.

In 1999, this organization recorded 300 workers compensation claims. Ten years later, with 50% more employees, there were less than 70 claims filed. That’s over 200 to 500 injuries that did not happen. Real live people that went home to their families intact and could work the next day.

How was this done and how can other organizations replicate these results?

By obtaining ownership throughout the organization, especially at its deepest levels: the front-line supervision and hourly employees.

You are right if you are thinking, “Easier said than done.”

Proactive Workplace Harassment Prevention

1. Redraft your Policy Against Discrimination & Harassment to be concise and understandable. Using plain English, such a policy can be reduced to as few as 350 words and still completely cover all topics.

2. Communicate and fully explain the policy with descriptive examples to all supervisory and salaried personnel. Use instructive real life examples, or a variation thereof, to enhance the learning process. Use engaging imagery to get attendees to feel what it is like to be the victim of harassment or discrimination.

3. Teach all supervisory personnel how to effectively communicate the policy to non-salaried personnel and require them to annually communicate the policy using a checklist. This demonstrates ownership in the program by the supervisor that hourly employees work for and see every day.

4. Teach all supervisory personnel how to effectively investigate a complaint. Company liability results from an ineffective response to a complaint and an improper investigation of such complaint by organization personnel once they are put on notice.

5. Convince all salaried personnel that it is in their personal best interest to address a potential harassment situation even when no one is complaining. Information, persuasion, reasoning and involvement are the most effective means for obtaining ownership in any policy. Addressing issues early on and increased awareness are the best ways to establish the right Proactive Prevention Culture.

6. Involve all employees in the program by enhancing their understanding. Help them to feel what it is like to be harassed. An Advanced Proactive Prevention Program that involves all employees, both salaried and non-salaried, creates a culture that does not tolerate harassment of any kind and is the most effective program to actually prevent harassment in the workplace. Peer pressure and the negative reaction of co-workers to inappropriate language, the use of derogatory terms, and unacceptable jokes or slurs will do more than anything else to eliminate and prevent harassment in the workplace.

ProactivePreventionCulture.com has the expertise to affordably assist with your organization’s conversion to an Advanced Proactive Harassment Prevention Program.

Proactive Union Avoidance

1. Create a new employee orientation program using the acronym  “MADRE” which stands for Maintaining A Direct Relationship with Employees. This should also be included in any employee handbook.

2. Conduct regular annual hourly employee sessions on MADRE. Conducting such sessions on an irregular basis or “out-of-the-blue” may prompt union discussion among the hourly employees and be a self-fulfilling prophecy.

3. Conduct pre-promotion supervisor-to-be MADRE education and Management Skills Training focused upon respect and appreciation. In this way, supervisory candidates can be further evaluated as to their ability to be effective supervisors.

4. Conduct workshops on MADRE and Management Skills Training (Responsibility, Inclusion, Treatment, Attitude and Atmosphere) for existing supervisors. The main reason that unions can get a campaign started is to fan the flames on perceived unjust treatment by supervisors.

5. Executive Management MADRE education completes the training process. Having top management experience the same training sends the right message of commitment to MADRE.

Advanced Proactive Prevention is a process that takes time and should be made a priority. The only effective way to deal with any pro-union actions taken by the federal government is to convert to a proactive union avoidance program. If the union can’t muster enough cards to get a vote in the first place, organization need not concern itself with the proposed shortened election schedule, possible voice vote or forced arbitration.

ProactivePreventionCulture.com has the expertise to affordably assist with your organization’s conversion to an Advanced Proactive Union Avoidance Program.

Advanced Proactive Workplace Injury Reduction

Injuries are a result of well-trained employees making poor decisions. An example is the small chance of a car accident occurring whenever you are in your car, but when it does happen, wearing a seatbelt can be the difference between life and death. Employees tend to take risks at work when the chance of injury is extremely low. In the real world, it is unlikely that injuries have actually been avoided as a result of someone saying, “If I do this safer action, I will get a safety award” or because they read a safety slogan posted in the work area. Safety is a culture. Its about making better decisions every time, especially when no one is looking. All employees must own the safety culture.

1. Every time an accident occurs, ask one question: “What can be done to prevent this, or something similar to this, from happening again?” More training is not a silver bullet. “Employee carelessness,” “inattentiveness” and “human error” are overused cop-outs.

2. Investigate every injury as if it were a death. Going a step further, why not investigate every close call, inappropriately termed a “near miss,” as if it were a death.

3. Engineer a corrective action to not allow “carelessness” to occur.

4. Instill a safety management style focused on why you are “insisting on seatbelts” (because you care about your people).

5. Expand the Safety Ownership/Awareness Hierarchy by explaining how it is in each employee’s self-interest to reduce injuries. This means you won’t need to deal with trauma of work-place accident, deal with lawyers, be deposed or called as a witness, find and train replacements, fill out reports, explain accident to spouse and friends, etc.

6. Implement a legitimate, not-meant-to-punish, return-to-work program. Sitting home on the couch collecting a check is not in the employee’s or organization’s best interest. Identify meaningful work. Be diligent and persistent.

7. Provide supervisors with training on how to detect signs of drug and alcohol use.

8. Conduct (surprise or planned) mock OSHA inspections (internal or hire contractor). Consider Using the non-enforcement, educational department at OSHA to perform informational inspections.

ProactivePreventionCulture.com has the expertise to affordably assist with your organization’s conversion to an Advanced Proactive Injury Reduction Program.

Advanced Proactive Prevention Programs Improve The Bottom Line

An effective Advanced Proactive Prevention Culture 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 subjected to harassment, forced into a union or injured and (c) significantly reducing, if not, eliminating wasted expenses such as defense attorney fees, lawsuit settlement costs, union campaign consultant charges, labor attorney fees for collective bargaining negotiation and defense of arbitrations, and workers compensation insurance premium increases.

How better to demonstrate that you truly care about, respect, and appreciate your people than to establish a program of Proactive Prevention.