Final Paper

Labor-Management relationships Case # 1: Management campaigns and Union organizing at KCOM-KOCH Medical, Inc. Question 1(a) The strategy that KCOM-KOHC utilized in dealing with labor’s attempt to unionize was closely associated with the union substitution model. Communications strategy: to improve communication between top management, middle management and employees. Wage survey strategy: undertook a wage survey study to improve the company’s compensation plan. Retained a Labor relations Law firm: The firm had previous experience in antiunion tactics. Conducted interviews to determine how the supervisors and managers felt about the union campaign. Identify what they felt were the key issues to * Use the information to develop the type of training and support the supervisors and managers would need to prepare them to carry out the strategy that KCOM-KOHC would use. * Supervisors and managers were given handouts on the “Dos and Don’ts of a union campaign” * Films of a firm dealing with a union campaign and of a strike at an inner city hospital was shown * A class on union authorization cards was given to management personnel. Question 1(b). Did the company commit any Unfair labor practices? Yes the company did apparently commit such ULPs. * The President of KCOM; Dr. Charles Moore, sent a memorandum to all employees, appealing to them not to sign the union authorization cards. This is considered an ULP in that it creates a climate of undue influence to the workers not to engage in or join union organizing campaigns. Employers can and should talk to employees about why they think the workplace can do without a union. They should emphasize what’s already in place that makes the company a great place to work. ( ref. How can we prevent a union from organizing in our company? www.shrm.org 6/29/2009) * Terminating an employee due to union activity, which is a direct violation of the National Labor Relations Act.