Labor Day seems like a good time to talk about…. labor. Montana has a few labor conflicts going on right now. A commonly solution to such problems is for the employees to organize. In other words, they’d become employees subject to collective bargaining done on their behalf by their labor union.
Why do my employees want a union?
First, let’s talk about how an employer might find themselves in a place where their employees want to organize.
There are a number of reasons why your employees would want to be in a union. The best reason is that you hire skilled plumbers, electricians, riggers, iron workers, welders, etc. In other words, you need people with highly specific skills. These skills are usually in heavy demand – and today is no exception. Trade unions have historically been a great resource for training and managing the full career life cycle for highly skilled workers like those described above.
However, trade unions aren’t typically the ones you often hear about in the news. Instead, you probably hear more about organized labor unions. A fair percentage of them were provoked to organize due to poor behavior on the part of the employer.
What provokes employees to organize? Poor pay and benefits are obvious, but it sometimes goes beyond that. Poor leadership, which often creates a culture no one would choose to be a part of. Pushing everyone to fewer than 30 hours a week so that you can avoid some benefit costs. Consistently using inconvenient scheduling such as split shifts. Cutting staff to the point where employees can’t take the vacation time they’ve accrued. Creating separately organized companies for groups of employees. This is done to avoid hitting “headcount” thresholds that require additional employee benefits and/or record keeping.
When not to organize
Recently, a situation has arisen in Montana where a company told its people that they must either lay off the majority of their employees or close the business. This business was purchased a short time ago by a company who owns many businesses in their market.
It seems clear that the purchased business (a former competitor) was bought to remove them from the market. Happens all the time. Now the purchased “sort of competitive” (my words) business is being killed off. Employees affected by this are trying to organize a union. This tactic is intended to prevent layoffs and/or avoid closure of the business.
I don’t believe organizing is a viable long-term solution to this problem. When negotiating, it’s important to be able to trust whoever you’re working with. Avoiding negotiations with such parties is recommended unless you simply have no choice. If they plan to shutdown, how well will negotiations go?
Will it work?
Applicable wisdom: “When people tell you or show you who they are, believe them.“
This company has consistently demonstrated what to believe about them. They buy decades-old, locally owned businesses, then slash staff and ship many of the jobs out of state. The work these businesses do doesn’t benefit from remote work. Doing this work from out of town actually puts the business at a significant competitive advantage.
Organizing a union with a company like that is probably going to result in employees being treated poorly within the terms of their contract. That’s if they succeed in getting organized before the company shuts down the business. I think that’s a long shot. I don’t believe organization is going to stop this company from completing their shutdown plans.
The path to a long term solution for these employees is probably to start a competitor. I know it won’t be easy.
Difficulty created in advance
It gets tough when employees decide they need to organize when there’s almost no chance that the business is closing. The relationship between the company and employees just before organization is usually sour. Leadership needs to look in the mirror during these situations. A little research into what happened prior to organization might help. The patterns are fairly consistent, even if the details vary.
If your team feels like they’re the enemy, organization is a likely solution they’ll choose. People want consistency. They want some security that they’ll be around next month. Fear based management is a fast path to resentment and your team lacking any feeling of security.
Ego-free discussion between all parties is likely the sole route to business survival.
Update: Tuesday Sept 11, 2018
A single day after this post was published and 17 months after buying the business discussed above, the corporate parent locked the doors of the business and closed it. With no advance notice of the closure, they emailed all the employees telling them that the business was closed (they also called some and left voicemail). Employees were told not to visit the office and that they could make an appointment to pick up their things. They are paying their salaries until early October 2018. In other words, their behavior has not changed, as predicted.