DETAILS OF UNION ELECTIONS CLOSED BY MONTH Plus**

Representation Cases NLRB Reports

https://www.nlrb.gov/reports/nlrb-case-activity-reports/representation-cases

Decert Support

https://www.centerforindependentemployees.org/

https://unionelections.org/

https://www.unionfacts.com/

Center for Union Facts

Layoffs: Union, Plant Closing and Discrimination Considerations

https://www.youtube.com/watch?v=9RrNZ6tnAW0

Interview: Union leader says closure of North Carolina mill will be "devastating" to community

https://www.youtube.com/watch?v=Wz6loYEtpAM

Labor Lab - The Right to Unionize

https://www.laborlab.us/

Office of Labor-Management Standards - LM Reports

https://www.dol.gov/agencies/olms

Labor Notes

https://labornotes.org/

Digital Trainings - AFL-CIO

https://aflcio.org/what-unions-do/resources-union-activists/digital-trainings

https://www.youtube.com/watch?v=JBudiVNsW2E

The Truth about Labor Unions | Thomas Sowell

Super Supervisor Training

Getting Response not Reaction From People - The Super Supervisor - Mildred Ramsey

Super Supervisor People Skill #12 Building Unity in the Workplace

The Super Supervisor Role Model

Super Supervisor People Skill #8 Managing the Superior/Subordinate Factor by Mildred Ramsey

Super Supervisor People Skill # 7 Looking like a Leader, Acting like a Winner by Mildred Ramsey

Every Manager is a “Human Resources” manager

The most important “asset” any company has is its “human assets.” Employers spend millions of dollars each year on “preventive maintenance” efforts. Why? The reason is that if we fail to do the preventive work, it’s just a matter of time until we have a breakdown and productive is stopped. If the manager fails to do the “Human Resources” part of his/her job, it’s just a matter of time until there is a breakdown in the form of loss of moral, loss of commitment, loss of productivity, loss of loyalty to the company. What are some of those preventative maintenance failures? Here are just a few:

Lack of courtesy - as simple as failing to speak to employees as you pass them by.

Not keeping employees informed - failing to be the source of information for your employees.

Unfair treatment or favoritism - failing to spend time as equally as possible with each of your employees. It only nature that some employees are easier to talk with than others. 

Safety concerns - failing to make sure that employees have proper training and proper equipment to do their jobs. 

Feelings of job insecurity - failing to recognize and encourage employees can lead to feelings of job insecurity. 

Poor working condition - failing to keep the work area clean, well lighted.

Your list is as good or better than mine. The point I’m trying to make is that if we truly believe that our most important asset in our business is the human asset, we must get our management team to think of themselves as “Human Resources” managers.