Avoiding unions all about being proactive (Legal view)

Employers need to be rational, and not panic, if a union movement arises in the workplace
By John Lewis
|Canadian HR Reporter|Last Updated: 10/18/2007

One of the last things an employer wants to hear is the “U” word. Employers that don’t have unions tend to panic and overreact when the issue of unionization arises in their workplaces. This can lead to trouble.

After all, if a labour board finds an employer engaged in egregious conduct in which the true wishes of the employees cannot be ascertained, a union can be automatically certified. And unfair labour practice allegations involving threats to close a facility or terminations of key union organizers will likely lead to automatic certification as a remedy by a labour board.

If an employer finds itself in the midst of an organizing campaign, it should be aware employees: