Presentation on theme: "DRAFT Honeywell Readiness Plan for Corporate Union Campaigns"— Presentation transcript:
1 DRAFT Honeywell Readiness Plan for Corporate Union Campaigns Stevie ColemanJeff JohnsonEllie MurrayTyler Nielsen
2 Video exampleGive answer to begin with (brief -- two sentences)
3 Toolkit Vision and Objective The Honeywell Readiness Plan for Corporate Union Campaigns has been developed to proactively, quickly and efficiently respond to a corporate union campaign on Honeywell International.ObjectiveTo develop a framework that can be used by Honeywell with the resources required to prevent or react to a nationwide corporate union campaign and dissipate any problems as quickly as possible.The scope of the project is to create a framework full of suggestions that can later be developed into a plan should this problem arise in the future. We want to stress this plan is for a national campaign, as the labor team already has site level plans covered. Our vision is to give Honeywell the tools to roll out a plan given the outline we have created here. The objective of this framework is to both proactively avoid and reactively respond to a national corporate union campaign.
4 What is a Corporate Campaign? DefinitionAn organized effort by one or more unions to increase national awareness of local business issues, and to increase support in its pursuit of gaining concessions from corporations, either in organizing or collective bargaining.Organizing and Bargaining
5 Problem Description and Overview Honeywell is at significant risk of becoming the target of a national union corporate campaign and has no readiness plan in place to deal with this possibility.Highly visible company with large political contributionsLocal HSE and Human Rights campaigns escalate quicklyDecline in US membership; 6.9% of HON sites are unionizedUnion retaliation to HON work actionEllie and Stevie to decide 4 target reasons
6 Benchmarked Companies -Talking point: disclaimer of best practices in appendixSet it up with why we chose some of these companiesBreak down barriers, localize issues!
7 Social Media & Community Outreach Union StrategiesInstitutionalShareholdersBoardofDirectorsEmployeesBankers &CreditorsCorporationRegulators &LegislatorsWhile the conventional grassroots campaign is still common, we have seen an evolution in Big Labor campaign strategies. Corporate campaigns were pioneered in the late 70’s and early 80’s and continue to evolve. On this slide we see eight of the common corporate campaign strategies that we found in our research (Go around the circle and briefly mention each strategy).[CLICK] The logos in the bubbles represent cases where these tactics have been used and by which unions. This is not an exhaustive list, as many of the use unions use multiple tactics, but it begins to give you an idea of the many ways unions apply pressure to corporations to gain concessions in organizing and bargaining. Details on the examples shown are listed in the appendix.Institutional Shareholders – MarriottBoard of Directors – Verizon and various school boardsRegulators & Legislators – Boeing and Somers Building MaintenanceOther Unions – IndustriALL and BMWSocial Media & Community Outreach – Walmart and HoneywellCustomers & Suppliers – Honda, Denso, Walmart, Sutter HealthBankers & Creditors – JP Stevens and HormelEmployees – Unions federations targeting new job classesCustomers &SuppliersOther UnionsSocial Media & Community Outreach
8 Corporate Campaign Overview Project MapCorporate Campaign OverviewGlobal SecurityLegalLERGovt. RelationsCommunicationsToolkitHere we have a visual representation of what we set out to achieve through the project that will act as a guide or map for what we’re presenting today. We started our project with basic research and that’s been represented in our overview thus far.We want to make the framework for a toolkit that could be developed further. Time is our constraint.With the help of our team leaders, we identified five key functions that are involved in preventing, preparing for, and defending against a corporate campaign.ExternalInternal
9 Labor and Employee Relations LERCommunicationsLegalGlobal SecurityGovt. RelationsLabor and Employee RelationsAfter speaking with the five functions we outlined, our team leadership, and the companies we contacted for external benchmarking, we identified LER as being the driver for dealing with corporate campaigns. This is probably no big surprise to us as they deal with local campaigns. But, with corporate campaigns being on a greater scale, it is crucial that LER takes the lead to direct and manage the proactive preparations and reactive counter measures in the event of a corporate campaign.
10 LER – Corporate Campaign Risk System LER assists SBG’s to identify high risk sitesPER SurveyCorporate Campaign Risk Assessment SurveyCommon Triggers PresenceLocal Comp & Ben DataPolitical ClimateCommunity RelationshipSupplier & Customer DependencyInternational tiesFurther toolkit usage based on risk level2010 NLRB Union Recognition Elections20% or more15% to 19.9%10% to 14.9%5% to 9.9%4.9% or lessU.S. rate = 11.8%AlaskaHawaiiWhile we plan on presenting several recommendations to you today, we see this first LER recommendation as the umbrella under which most of them fall. This is the initial step in further deployment of other strategies and tools. This idea is our creative combination of strategies being used at Marriott, Honda and other foreign auto-manufacturers. The Corporate Campaign Risk System, if implemented, would be a tool used to identify those sites that are at a greater risk of becoming involved in a corporate campaign and to then prioritize the sites for preventive and counter measuring planning.MAPThe first step in the system would build off of the current PER system currently utilized. The LER team would coordinate with SBG’s, using PER results and leadership team feedback, to identify sites that are at a high risk for union organizing or prolonged and/or hostile bargaining at current union sites.This leads us into the Corporate Campaign Risk Assessment Survey. This survey would be developed to measure elements specific to corporate campaigns at these high risks sites. Possible topics to be surveyed are listed on the slide. An example survey slide is in the appendix.The Corporate Campaign Risk Assessment Survey would give the LER team scores on the high risk areas to determine whether or not these sites could be the local campaign that acts as a “toe hold” for unions to launch a corporate campaign against Honeywell. Based upon the results, further elements of the toolkit could be deployed, which we will address later on. Also, based on these results, LER could further prioritize their local campaign efforts in researching local comp and ben data, additional training for HRG’s, etc.ACSAeroPMTTS
11 LER – Online Monitoring While we know LER is currently monitoring union activity level, including some online outlets, as the rising generation beings to have a larger presence in our workforce, it is critical to keep the pulse of the new ways in which campaigns are being launched and organized, which is online. Our recommendation is that when a site is identified as being high risk for a corporate campaign, an increased and specific focus be put on monitoring for that individual site and the issues they face, which should be found through both the PER survey and the Corporate Campaign Risk Assessment Survey.Change.org story with Bank of America
12 LER – Knowledge Management Develop tool that allows LER to track union activity on a nationwide basisServes as a supplement to site-level procedures already in place – will capture plant data and store for future useGives LER ability to analyze trends and preserve informationCreates a master index in a central location that aggregates data and offers easy accessOrganizes information and allows for electronic storage
13 Communications Communications LER Legal Global Security Govt. RelationsKeep employee documentationTrack the first date union talks are overheard
14 Communications – Online Presence Develop public webpage that is ready to be published in the event of a corporate campaignTopics to include: HON’s stance on unions, escalation triggers, position papers addressing union attack trends, educational facts, Hometown Solutions, public image improvement, etc.Options to include: a previously developed page, to be published as needed, on both Honeywell’s corporate site and individual plants sites (if applicable) to localize the campaign impact
15 Social Media Easy proactive tool User FriendlyInstant InformationOne-way media relations done through social mediaContinued ability to discretely monitorSocial media links positioned on Honeywell websiteI Am HoneywellFacebook:-There is no presence consistently monitored by the company-Easy action item to deploy immediately-Monitor all unofficial pages-Publish information want available to the public immediatelyTwitter-instant stream of information-as often as unions tweet, we must match that-speaking only to issues regarding the campaign-fact vs. fictionYouTube:-I Am Honeywell videos featuring current employees-Cohesive message across sites and businesses-include both exempt and nonexempt workers-example can be found from Cisco (Stevie to fact Check)LinkedIn:-Shoud a PR campaign occur, there will be negative press and many articles are posted to LinkedInWhy is this a problem?Future employees visit the site and can see these articles in their news streamMake sure that posted to the Honeywell sites, but UR and by business, are information positively linked to the company.-Can have twitter link to both LinkedIn and Facebook to ensure there is one message being transmitted to our audience (both community, media and employee)During the Metropolis campaign, we already saw negative threats against the company using social media. On facebook, people commented on pictures, on youtube anit-honeywell videos were produced, twitter provided a live feed updating the public on what was happening during negotiations the moment it happened, and a site was launched against the company.
17 Government Relations Govt. Relations LER Communications Legal Global SecurityGovernment RelationsGovt. Relations
18 Government Relations Continue to grow positive relationships With elected officialsWith Federal agencies, focusing on local branchesHometown Ambassador ProgramHON influence in political sphereCompany interest in legislation and regulationManage politician involvementEnsure legal compliance at all stages of campaign and negotiationsUnion spendingHON has great relationships with Federal officials, focus is needed at the State and local levels-Government Relations helps manage HON’s connections with elected officials, links HON with Federal and State GovernmentUtilizes prior relationships to influence legislation and regulation in HON favor/best interestGR would maintain positive relationships regardless, but this can be directed at union activity if needed-Make sure to note that “encourage” means we want positive relationships, but don’t want these organizations so involved that they begin interfering in HON interests-Break up union cohesion across the country-Issues with union accusation – ensuring legal compliance-Other ways of getting involved locally: Chamber of Commerce, community Boards or Programs, volunteer
19 International General awareness of international issues EMEA, APAC, AmericasIncreased collaboration of national unions at the international levelHoneywell US Unions meet with European Union LeaderPossible VulnerabilitiesGovernment Relations / LegalInternational TreatiesForeign Treaties enforced on multi-national organizationCommon TriggersHuman RightsOutsourcingAs part of our project, we wanted to touch briefly on international ties and significance. While an in-depth look into international labor and the influence it has on US unions could take a whole project in and of itself, we wanted to make sure we had some understanding of the issues as they related to our objective. We discussed the project with HON employees in the three major geographic areas and these are our takeaways. Based on their feedback, we feel that it is important to keep a general awareness of international issues when preparing for or dealing with a corporate campaign. Case in point, during Metropolis, some of those unions leaders went to Europe to talk to leaders over there. So it is important to share information about key campaigns with leaders in other areas. When discussing if Honeywell in the US could be affected by corporate campaigns due to international issues, the overall view was that there were two considerations. (Game play vs. Rule Change) (HSE, Human Rights, Outsourcing)
21 Legal Partner with other functions to ensure compliance HRGs must give training to site leaders on how to communicate with employee populations during campaign by reinforcing the training LER doesLegal Considerations and Guidelines During Union Organizing CampaignsLibrary of already approved legal communications ready to be launched should they be needed nationallyUnfair Labor Practices (ULP) PreventionApprove all communicationsCurrently, there is already a deck created that covers the guidelines that should be followed during a union organizing campaign. The problem however, is that this deck is only used once a campaign is under way. It could be more effective if HRGs could train site leaders on this information so they are already at least somewhat familiar with what to do in the event of a national campaign. While there is a library of legal communications to be launched at a site level, there is not something similar in the event of a national campaign. Communications can be drafted early for launch throughout the company as a whole. The most important message is that we need to understand legally what we can and cannot say to employees and in the media in general. While the information I gathered focused on a site level, Honeywell must also make sure no communications are released without legal consent. One wrong statement and the union could have a field day pointing out our erroneous statement.HRG training on deck already created by Betsy Lawrence, Assistant General Counsel-There must be one consistent message heard by all employees and outside stakeholders-Site leaders need to understand this info before a campaign occursLibrary of approved legal-any communication internal or external
22 Global Security Global Security LER Communications Legal Govt. RelationsGlobal Security
23 Protecting HON personnel and property Global SecurityPartner with LER to prepare action plans for:Retaining and protecting assetsEmployees, executives and board members safetyBusiness continuityTraining local security personnelWarning signs of union activityEscalation process – Post ordersKnow your legal boundariesThe biggest concern during a campaign is the safety and protection of HON personnel and propertyGlobal security has a full strike/labor disruption plan and can react if given the green lightLocal level – responding to complaints immediately and providing thorough investigations help keep issues at a local level and harder for unions to nationalize small issuesSecurity guards are the eyes and ears for a lot of the sites. They must know what to look for and what to do when they see warning signs. Post orders are good, but if security guards aren’t trained on them then early warning signs may be missed.Protecting HON personnel and property
24 Corporate Campaign Toolkit Toolkit FrameworkGlobal SecurityLegalLERGovt. RelationsCommunicationsCorporate Campaign ToolkitCorporate Campaign Risk Assessment System and SurveyCampaign Knowledge Management ToolFocused Online MonitoringPositive Social Media EngagementOnline Site covering Honeywell’s Labor PoliciesDeployable Webpage Specific to Each Site
28 Common Campaign Warning Signs New employee groups or cliques begin to form and/or new leaders emergeSmear campaign launched against company’s reputationIncreased media interest in corporationRumors of union activity begin to surfaceFormer employees and/or strangers begin ‘hanging around’ company property at beginning or end of shiftsUnions begin to solicit information to employeesEmployee complaints increaseEmployees become more curious about benefits and compensation policiesDisputes and/or arguments between employees and managers begin to crop upEmployee SurveyNeed to include PER Survey results as a potential warning sign. If the employees are expressing that their voice isn’t being heard by their manager, this is a definite communication problem that needs to be resolved before a third party is introduced to do it for them
29 High Level View of Current Escalation Process Grumblings of UnionHR notifiedHR communicates with their manager and eventually reaches HRDLabor Relations lead gets callLER puts plan in place on the ground and immediately visits siteLER team contacts the Burke group. Group sends 1 to 2 reps to the siteBoardroom set up on site to implement daily operationsEmployees paid to sit and listen to anti-union campaignsFirst responders team on the ground
30 Union ActivitiesUnions contact employees or if employees are dissatisfied, they contact a third party on their ownLeadership failure at siteSigning of Union Authorization Cards30% sign goes to vote50% sign no vote needed for recognitionSecret Ballot Vote after 45 daysUnions contact employees using a variety of means. Sometimes they visit employees at home, hold town hall meetings, drop by work site, etc. Employees can also seek out a third party to represent them if they feel that their representation is not doing a good job.Once unions are contacted, their goal is to get as many employees as possible to sign union authorization cards. These cards are legally binding documents, although a union will tell you otherwise. By signing these cards, employees are stating their right to speak directly to Honeywell management and handing it over to the union.If unions get as few as 30% of employees to sign the card, then they have the right to request a representation election. If they win that election, they represent all employees at the site, whether they signed a card or not. If a union takes control, they will begin deducting dues from HON employee paychecks which can mean major problems for the company as employees will likely want a higher pay to make up for the difference.
31 Possible Increased Risk Micro-unionsRecognitionQuickie electionsMost likely to be 21 days from filing, shortened from average of 45 daysUnion gets more than 50% of employees to sign authorization cards, in some circumstances the union may ask to become the employees representation without an election ever being held.30-40% cost increase off the bottom line if a union comes.
33 LER – Risk Assessment Survey Example SurveyCorporate Campaign Risk AssessmentScoring = 10Scoring = 7Scoring = 3Scoring = 1Government RelationsSeek to proactively maintain positive relationships with local politicians, forging strong alliances to promote business objectives.Local politicians are pro-labor and often campaign for union causes. Limited to no relationship with HON.Local politicians are partial to labor causes, but have a working relationship with HON.Score =Comments =Local politicians are partial to the private sector and may have a good relationship with HON.Local politicians are pro-business and draw little support from unions. Positive relationship with HON.Great dependence on very few C&S. Relationships are often turbulent.Somewhat dependent on a small assortment of C&S and currently have less than positive relationships.Score =Comments =A fair amount of diversity among C&S and relatively good relationships.C&S base is diverse with no large dependence on any singular business. Positive relationships with most C&S.Customer & Supplier RelationsCreate productive and positive relationships with customers and suppliers. As much as possible, seek to have a diverse array of both customers and suppliers.Move to appendixMajor HSE issues exist with pending investigations and large amounts of media coverage.Some HSE issues exist and compensation and benefits practices trail the local market.Score =Comments =Few or no HSE issues exist and compensation and benefits practices are close to local market average.Few or no HSE issues exist and compensation and benefits practices far exceed local market averages.Corporate Campaign TriggersPrevent against the occurrence of common campaign triggers. Seek to mitigate risk when these possible triggers are present.* Total Score =* Total Score is identified by adding the score from each category and writing it in the Total Score area.
34 Communications – Google Results Only way to optimize placement on search is through relevancy and page qualityMust make the keywords you are searching a headline or made part of a page on HON careers websiteCurrent state:Search ‘Honeywell Jobs’ and a monster.com ad comes up, meaning they’re buying our adsSearch “Working at Honeywell” and no ads pop up, meaning we can still purchase these keywordsSearch ‘Honeywell Unions’ & Metropolis’ anti-union site is the third search resultLooking ahead:Bid on keywords to change results page and purchase placed ads from GoogleOptimize pages so that results are enhanced and link to internal, not external, sites
35 Government RelationsGR strives for positive relationships between HON and politicians, especially State and localWay to serve HON interest within the political sphere (i.e., influence of regulation and legislation)These connections would be developed regardless of union activity, but become part of a management strategy within a campaignKeeps elected officials informed, but not involved if union activity occursEnsuring legal compliancePOC during campaignsLocal effortsBreak up union cohesionGrow relationships with Federal agencies at State and local levelLocal examples: Chamber of Commerce, community outreach, etc.Easier campaign management
38 International – Key Findings AmericasEMEAMexicoMetropolis, IllinoisFailed pressure by US UnionsEuro Works CouncilGovernment RelationsSeelze PlantCanadaConde, FranceMany US unions have a presence in CanadaSolidarity Day to slow down work at Honeywell sites throughout Europe failedCorporate decisions on sub-contractorsIndustriALLAPACInternational Federation of Chemical, Energy, Mine and General Workers’ Unions (ICEM), the International Textile, Garment, Leather Workers’ Federation (ITGLWF), and the International Metalworkers’ Federation (IMF)RiskHuman Rights ViolationsLarge gathering of manufacturers (Aero)Government Regulated UnionsUS OutreachChina and SingaporeHoneywell US Union CouncilStrong, US-like UnionsMetropolis, Hopewell, Claymont, Jacksonville, Buffalo, and Hamburg, GermanyKorea and Australia
41 Union activity has occurred at each of these sites Internal ResearchAnniston, ALMuncie, INKansas City, MOSpokane, WATorrance, CAWhite Oak, MDShreveport, LAPrince Edward Island, ON, CanadaMetropolis, ILTyler: Add company logos instead of using the wordsAdd this slide to the appendixUnion activity has occurred at each of these sites
42 Metropolis June 28, 2010 – August 2, 2011 228 Employees United Steelworkers Local 7-669Uranium conversion facilitySocial Mediausw7-669.comTwitter.com/usw7669Facebook.com/honeywelllockoutYouTubeAppendixCreate positive Honeywell employeesI am HoneywellFighting for retiree healthcareSignificance of this campaign: 13month long lockout of USW union,Updates as recent as Thursday June 21st 2012
43 Additional Best Practices “Sensing” MeetingsLER team members meet with their counterparts at their suppliers, customers, and even talk regularly with their competitors to gauge union activity, risk, avoidance strategies, and defense tacticsCustomer-Supplier SupportProactive and reactive support across the various functions24-hour hotlineStraw-polls in regular meetingsConsultants to do risk assessmentInternal Communication MonitoringPolitician and Media ToursComp & Ben dictated by risk levelSecurity CamerasCorporate Campaign Responder TeamTyler to move of LER section – onto Best Practices slide (location TBD)
44 BMW UFCW Financial Pressure Minnesota – 1986 Trying to copy the success of the ACTWU against JP Stevens, the UFCW attempted to create financial pressure against Hormel by attacking their main bank, First Bank. The campaign saw very limited success and solidarity between unions and ultimately failed.
45 Boeing IAM Governmental Pressure South Carolina/Washington – IAM retaliated against SC plant for kicking out the union by filing complaints against Boeing to the NLRB for moving production of the 787 to SC. NLRB admitted that it wouldn't have happened if SC plant was still unionized. Boeing had to pledge new contract to Seattle plant to build new 737 MAX line at the unionized plants. NLRB much scrutinized by business and republicans for going after a groundless complaint that truly sought to control business decisions.
46 Cintas Teamsters Multi-site attack 2003-2011 Threat of work sent offshore. Handbills, flyers, OSHA visits increase, contacting religious groups to put fliers in church bulletins, developed negative websites about Cintas, whitepaper sent to investors, some financial analysts filed lawsuits, held rallies, attended Labor Day functions to draw up media interest across the country
47 Coca-Cola No specific union Media Campaign Global Coca-Cola has experienced a multitude of local, national, and global campaigns over the years. As these instances have unfolded, they have noticed a trend develop – use of the Internet. These campaigns have allowed unions and labor activists to organize via the web and disseminate information to possible new recruits, and offer Coca-Cola little protection.
48 General Mills BCTGM Multi – Site Mid-West The BCTGM showed up one morning distributing handbills and union information. The union held picnics and bbq’s and invited current union workers from other plants to befriend and influence union prospects. General Mills responded with Corporate LER offering training and education for employees, flyers to employees homes, and held regular Q&A sessions for employees. Union was unsuccessful in its organizing.
49 Denso Corporation UAW Multi-site Midwest/South – The UAW conducted a multi-site campaign when one morning they showed up hand-billing and hosting meetings/parties at five Denso Corporation sites in Michigan, Tennessee, and Arkansas. The attempt was unsuccessful as Denso quickly reacted with defense and education campaigns at their various sites, coordinated by their head labor leaders. Toyota owns 23% of Denso and it’s cheaper, unorganized labor costs is a big factor in Toyota’s success in the US. Thus, it is seen as a stepping stone for possibly organizing Toyota and other foreign manufacturers.
50 Honda UAW Supplier & Customer Pressure Midwest/South – Current The UAW has been outspoken in their desire to organize foreign auto-manufacturers who have an extremely large body of unorganized labor. Many attempts to organize Honda directly have failed, so the UAW attempted to organize their suppliers and put pressure on their customers to squeeze Honda from both sides. Attempts to organize Yusa and Denso, two large auto-suppliers, were carried out unsuccessfully. The UAW is also picketing foreign dealerships in hopes of organizing them all.
51 Hormel UFCW Financial Pressure Minnesota – 1986 Trying to copy the success of the ACTWU against JP Stevens, the UFCW attempted to create financial pressure against Hormel by attacking their main bank, First Bank. The campaign saw very limited success and solidarity between unions and ultimately failed.
52 JP StevensACTWUFinancial PressureCarolina’s /Alabama –With the local campaign made famous by the film “Norma Rae”, JP Stevens received tremendous pressure from unions, but none more so than the financial campaign launched against them. ACTWU coordinated with other unions to apply pressure to the banks and insurance companies that supported JP Stevens. The boycotts and pressure became so severe that JP Stevens was forced to acquiesce.
53 Marriott UNITE HERE Shareholder Pressure Nationwide – The Marriott family at the time owned 20% of the voting stocks in the company with another 30% owned by private investors. They were attempting to reorganize their stocks where a super-voting class would be created, essentially ensuring the family would maintain a strong voice in the company. UNITE HERE sent letters to all shareholders to vote against this reorganization.
54 Sodexo SEIU Smear Campaign Nation Wide – The SEUI and United Here had a cooperative relationship until the end of 2008, when they split. The SEIU approached Sodexo about an exclusive contract; when denied due to the company’s neutrality stance, the SEIU launched the smear campaign ‘Clean Up Sodexo.’ Union tactics included marches, protests, sit-ins, and demonstrations that were designed to paint Sodexo in a bad light.
55 Somers Building Maintenance (SBM) SEIU campaignDepartment of LaborCalifornia – 1999A former SEIU official was appointed to the DOL and ordered investigation of SBM and their pay practices to pressure them into union organizing. This included calling their customer, HP, and threatening to seize goods to pay the forthcoming fines against SBM. SBM filed charges with the US Inspector General claiming collusion between SEIU and DOL. Unions officials told SBM they had the power to eliminate NLRB claims, the DOL investigations and harassment charges if their demands were met. SBM settled allowed unions at a couple plants.
56 Sutter Health Unite Here Mass-mailing California – 2011 Unite Here sent out thousands of postcards indicating that Sutter Health didn’t properly clean their sheets and that babies being born on site were wrapped in linens with blood and other bodily fluids. Sutter sued for Unite Here for defamation. It won the case and was awarded $17.2 million. Unite Here appealed and went to mediation to avoid retrial. Sutter Health settled for $6 million from Unite Here and an apology from its President.
57 Verizon CWA Board Members Nationwide - 2012 The CWA targeted two board members at Verizon and sent out press releases claiming that they were overcompensated. They then conducted rallies and protests at over 300 restaurants owned by those board members.
58 Wal-Mart UFCW Community rallies and Political Pressure New York – Ongoing Due to byzantine laws, City Council must approve large land purchases. Political relationships are being leveraged by the UFCW to keep Wal-Mart from putting unionized grocery stores out of business.
59 Wal-Mart WWU Supplier pressure California – Ongoing The SEIU, UFCW, and teamsters have created a joint venture, the Warehouse Workers Union, to attack Wal-Mart by applying pressure on their suppliers Rogers Premier and Schneider Logistics with litigation, OSHA claims, and other charges to force unionization.
60 Resources General Information Pro-Union Organizations US Chamber of Commerce Trends on Union Corporate CampaignsHoneywell and US labor and union statistics in 2010US Department of Labor Union Member’s Summary 2011Pro-Union OrganizationsCorporate Campaign Inc. (Union Consultant)Pro-Management Organizations
61 Resources (cont’d) International Anti-Honeywell Honeywell Union Council in US attended by European WC leaderGlobal Federation, IndustriALL, formed that unites metical, chemical, and textile groupsAnti-Honeywellhttps://www.facebook.com/honeywelllockoutMetropolis Page on FacebookMetropolis Page on TwitterUSW Local Chapter in MetropolisKC FMT Campaign SiteCampaign Avoidance TipsUnion Avoidance Resource Cites