A Organization typically take two avenues for union

A
union is a group of people working together to improve work lives through
collective bargaining. Employees join unions because they are dissatisfied with
how management treats the employees and a belief that joining a union can make
the conditions in the workplace better. Having a union means that employees can
collectively negotiate with management regarding issues that affect their job,
including wages, benefits, and working conditions. Having a union gives the
employees a stronger voice in working with management to make the company
stronger, more prosperous, and a better place to work. Although there are laws
already in place to protect the employees, those laws are in place to govern
employment safety, discrimination and overtime, which union members fought for.
Unions work like a democracy. They hold elections for officers who make
decisions on behalf of members, giving employees more power on the job.

The
National Labor Relations Act (NLRA) is the primary federal law that governs the
relationship between labors union and employers in the private sector (Union organizing in the United States, n.d.). According to the
NLRB, Section 7 of the NLRA guarantees employees “the right to
self-organization, to form, join, or assist labor organizations, to bargain
collectively through representatives of their own choosing, and to engage in
other concerted activities for the purpose of collective bargaining or other
mutual aid or protection” (Interfering with employee rights
(Section 7 &8(a)(1)), n.d.).

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Union
avoidance strategy are the steps and measures taken by the management of a
company to avoid unionization of the laborers (Union avoidance, n.d.). Union avoidance has
two approaches: a positive strategic initiative or a reactive response to labor
organizing. The goal is for management to sustain a non-union work place (Union
avoidance, n.d.).
Organization typically take two avenues for union avoidance, one is to
eliminate a pre-existing union and the other is to avoid establishment of a
union.

Senior
management may be adamantly opposed to the presence of a union at the company
and will try everything possible to defeat the union drive such as speaking to
individual workers to let them know what management regards as the dangers of
unionization, including economic harm to the company and possible layoffs. The
NLRA states that an employer may vigorously present anti-union view to its
employees, but they may not threaten employees with adverse consequences, such
as closing the workplace, loss of benefits or more onerous working conditions,
if they select a union to represent them (Interfering with employee rights
(Section 7 &8(a)(1)), n.d.). Based on the listed
statue above, the senior management at Lowes may speak to individual workers
regarding unions and the negative and positive outcomes of becoming unionized
as long as there are no threats of workers losing their jobs nor a promise of
additional benefits that the workers will gain in regard to avoiding unions.

The
company Lowes may assemble all workers in large groups and speak against
unionization and ask all workers to declare publicly whether they tend to vote
for or against the union. Although Lowes speaking with workers and urging them
to vote against the union and suggest that they encourage others to do the same
is legal, requesting workers to provide them with their potential vote for a
union would be considered unfair labor practices (Union
organizing: What can management do during a union campaign?, 2012). According to
Bennett et al, the political climate that prevailed in 1935 guaranteed workers
the right to organize and bargain on a more equal basis with employer’s (p.
742).

The
company Lowes may make pay changes, both up and down, to certain workers to
prove that employees are better off without a union, and may suffer if they
play too active a role in organizing. It is illegal for employers to promise
employees pay increases, promotion, improved working conditions, additional
benefits or special favors on the condition that the employee vote against or
refuse to join the union (Union organizing: What can management
do during a union campaign?, 2012). According to NLRB,
it is illegal for employers to make changes in wages, hours, working
conditions, or other subjects of bargaining before negotiating with the union
to agreement (Bargaining in good faith with
employees’ union representative (Section 8(d) & 8(a)(5)), n.d.).

Lowe’s
may decide to immediately lay off all desk clerks and subcontracting the work
to a part-time labor force. Although Lowe’s has the right to decide to make
those changes and making such decision would be considered unfair labor
practices (ULP), however, some of the unions do not allow part-time workers to
join the union so essentially part-time workers are not protected by the union and
Lowe’s has the right to dismiss them.

Lowe’s
can avoid unions by communicating effectively with the employees. Employers and
employees need to have open and clear lines of communication and this can be
obtained by supporting an open-door policy to allow the employees to ask
questions and discuss their concerns about the workplace. Lowe’s can use
meetings, bulletin boards and suggestions boxes to learn about some of the
needs that are important to the employees. Lowes need so make sure that
information is available to the employees to avoid speculation about the
company’s current financial state.

Another suggestion for Lowe’s that would avoid the
employees from establishing and joining a union would be to ensure that
compensation and benefits are fair to the employees. Lowe’s needs to make sure
that the employees are compensated fairly and above industry level.

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