Labor Relations

The happy trails management team has various options they can employ during the unionization battle. On the contrary, some of the options available may not be good and may need to be considered further. An effective option would be to counter the union exaggerated claims on flyers. Employers have the same rights as union organizers to campaign. Brochures emphasizing the advantages and disadvantages of unionization and how this could affect LPN’s in the healthcare industry. Information available in the brochures should not provide false claims and be feasibly non-biased to show the staff that the organization is trustworthy.

Informing the staff that they do not have to speak with union representatives, that they can vote contrary to the union, and that the independent living home is rejecting the union is another good option. Employers have the right to fight against unionization; nonetheless, the organization should not directly discourage the staff from speaking with union representatives. The National Labor Relations Board strict policies on conducting a campaign ensures that neither the union nor the organization pressure the LPN’s.

Discrimination against employees who wish to actively participate in a union organization is not only against the law, but will most certainly strengthen the union’s position. Telling staff members that they will be replaced if they vote in favor of the union is not a good option.  The "Employer/Union Rights and Obligations" (n.d.) website makes it very clear that an employer can not threaten to terminate or terminate employees for their participation in promoting unionization.

The best option available to defeat the union is to appeal to the employees. Employers can reiterate the business mission and vision and inform the staff of the potential effects of unionization. To allow the staff the opportunity to contemplate the pros and cons of unionization without pressure, Happy Trails LLC should do this in writing. In addition, it will ensure that there are no future claims against Happy Trails suggesting that any employee was intimidated, threatened, or interrogated about the union or their interest to unionize ("Employer/Union Rights and Obligations", n.d.). It is essential that Happy Trails establish a strong case against the union and be prepared to deliver proposed actions. Happy Trails should also include historical facts on the unions’ failures in the healthcare industry to enable LPN’s to make informed decisions on unionization and reminded that they are healthcare professionals who took an oath to put the needs of the patients’ ahead of their own.