Happy Trails Management - Article Example

The foremost reason for this is that Happy Trails is a 'for profit organization' which means that it is expected to be able to fund once in a month collective bargaining agreements or meetings. The need for such meetings would not arise so often as once in a month unless some urgent matters are at hand. Secondly, the implication that salary increases will suffer might be taken as an underlying threat to LPN's for unionizing. Moreover, a third implication can be, lets say the LPN's do not unionize due to this very reason, will happy Trails fulfill their implied promise of raising salaries for not unionizing or on half yearly or yearly basis' Considering this it seems it would be a temporary solution to keep the union at bay, but it would emerge any time.

It is a better strategy to let them form an association and deal with them by collective bargaining. The threat element in this strategy makes it a bad move. This would be one of the best counter union strategies to discuss the benefits of being employees of Happy Trails as objectively as possible. However, the dialogue should remain strictly objective and should not seem as if the management is threatened by the LPN's decision to unionize and wants them to back out. It should be an objective statement of what is already being provided to them by the management and what they can further expect in future.

Under the NRLA, the employer can not promise benefits to the employees to discourage them from forming unions. This strategy has to be practiced very tactfully and with care.4. Threaten to close the facility due to the Union CampaignI would strictly advise Happy Trails' management against any such moves. The "threat" element in any outgoing communication from the management side is enough to provide opportunity for activists to raise charges against the organization. The employees are protected under the Labor Management Reporting and Disclosure Act of 1959(Landrum Griffin Act) Title VI and have the right to form unions and to raise issues like labor relations practices.

Title VI provides the authority to investigate the disciplining, sanctions, penalties or threats on part of employers to the union members.5. Assist in the circulation of anti union petitions.In the immediate future this would not be a prudent move since it would serve the purpose of bringing the LPN's together and would provide a cause to fight in future. However, in the longer run, the management could maybe patronize another union within the organization which would serve as a competitive force to the LPN's union.6.Counter Union Exaggerated claims on flyersThis would be perceived as an anti-union move and Happy Trails can face litigation under NRLA.

Flyers would provide written proof against Happy Trails and their anti union moves.7. Tell employees that they do not need to talk to union organizers, they can vote against the union, and the organization does not welcome the Union.Happy Trails can not follow any of these strategies since the unions are protected by NLRA.8. Solicit employees to request the return of their authorization cardsUnder the NRLA, employers can not "Question employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the