We're daily seeing Unions and other Third Parties use Safety and OSHA Complaints to harm an Employer's reputation and compel union recognition or economic concessions. Now UNITE-HERE is portraying Marriott's "Go Green" effort as a danger to employees. We fear that employers are not seriously considering this potential public harassment either by checking safety efforts or making response plans in advance.
Employers rarely appreciate how strongly workplace safety affects employee attitudes about the Company or how devastatingly a union or other third party can use safety to destroy a Company's image. Conversely, executives can use a robust safety culture to increase employee satisfaction and productivity ... and it's the right thing to do. Don't allow a third party to use safety issues to destroy your company. This two-part article describes safety-based Corporate campaigns relying on safety and common sense preventive measures.
Part II of our Post on Corporate Campaigns using safety to harm a company's reputation, and in the case of Tesla, compel the Company to give in to Union demands. This part concludes the discussion by describing the variety of attack strategies and proposing commonsense steps to improve one's safety culture and deny a group's ability to destroy your company's reputation using safety as a club.
I recently blogged about the debate on CEO and employee pay ratios. I urged employers to seize the high ground and decide what their attitude is as to their “responsibility” is to their employees. I’m a pragmatist. I believe that in the long run, employers will prosper (and avoid the need for my services) by consciously focusing on improving their employees’ lives. I’ve made it clear that I do not believe that employers are social workers. Your role is to make money. Competition and drive is good for society. However, just as we develop business plans and marketing strategies, we must develop plans to treat our employees “fairly.” “Fairness” is a spongey concept, and one often high jacked by unions and the government. But it is also the best determinant of employee satisfaction. The term defies the quantification that my analytical nature desires, but somehow employees recognize “fairness.” They don’t expect the highest wages, the best benefits, the most engaging atmosphere, but they do expect to be treated fairly. We ignore this expectation at our own peril!
The SEC recently voted to require employers to disclose the pay gap between the CEO and his or her employees. Unions, investors, and other groups have increasingly been using this disparity to attack companies. As Fortune calmly pointed out:
The rule is well intentioned. CEO pay in 2014 was an eye-popping 373 times that of an average worker, according to data compiled by the AFL-CIO, and a sharp rise from 331 times in 2013. This imbalance contributes to America’s growing wealth gap and accompanying social and political inequities. Requiring companies, especially large public corporations, to disclose how richly their CEOs are paid would provide valuable information for shareholders and possibly help the larger national debate about economic fairness. WSJ the Big Flaw in the SEC’s Pay Ratio Rule.
We’re going to comment on the numerous policies and rules which must be revised because of the NLRB’s many changes last year; especially during December 2014. Today, we’ll briefly discuss email.
I love reading the Economist and they justified my appreciation with an August 9 Obituary on Warren Bennis, who they rightly described as “the world’s most important thinker on the subject that business leaders care about more than any other: themselves.”
Preparing For Union Embarrassment Tactics
The areas of labor, employment, and safety exposure which present very real threats to the distribution industry.
I question whether the union’s strategy of publicly embarrassing restaurants in front of customers will bring in members, but it is clear that unions are going to increase their public attacks. So I was not surprised to read the following headline on CNN Money Today, “Fast Food Workers Strikes Planned In 150 Cities.” You may recall that beginning in 2012, union driven protests demanding a “living wage” occurred in approximately 100 cities ...
We wanted to let you know about the next 3 editions of Workplace Safety Wednesdays so that you are able to save the dates for you calendar. There are some great topics coming up, so please feel free to register by clicking the links below and share this information with your friends and colleagues!