Posts Tagged ‘Orson Mason’


Wal-Mart Anti-Employee Guide

Wednesday, March 11th, 2009

When Orson Mason wrote the union-prevention tips below, he was branch manager at a Greencastle, Indiana Wal-Mart store. He is still anti-union as an Employee Relations executive at Clarian Health Partners a non-union healthcare system that operates the Indiana University, Methodist and Riley Hospitals in Indianapolis, IN. In 2005, a union organizing effort for Clarian nurses was thwarted.

This essay was published as “Look for the Union Label” in Harper’s Magazine, October, 2004

Labor Relations and You at the Wal-Mart Distribution Center

by Orson Mason

Wal-Mart is opposed to unionization of its associates. Any suggestion that the Company is neutral on the subject or that it encourages associates to join labor organizations is not true. As a member of Wal-Mart’s management team, you are our first line of defense against unionization. This toolbox will provide you with valuable information on how to remain union-free in the event union organizers choose your facility as their next target.

EARLY WARNING SIGNS:

  • Increased curiosity in benefits
  • Associates receiving unusual attention from other associates
  • Associates talking in hushed tones to each other
  • Abuse of rest-room visits
  • Associates spending an abnormal amount of time in the parking lot before and after work
  • Associates who are never seen together start talking or associating with each other and begin forming strange alliances

TYPES OF ASSOCIATES ATTRACTED TO UNIONS:

Unions have learned to identify certain types of individuals who are more susceptible to union exploitation than others:

  1. THE INEFFICIENT ASSOCIATE realizes that he will not be able to measure up to the facility’s standards and will be terminated. He is attracted to the union because they convince him that they will clothes him with the so-called shield of “job security.”
  2. THE REBELLIOUS ASSOCIATE is attracted to the union cause simply because he is opposed to all management or bosses. He consequently becomes an antagonist to the employer and a respondent to the union propaganda.
  3. THE SOMETHING-FOR-NOTHING ASSOCIATE is the typical injury faker who has collected worker’s compensation from most of his former employers. He is always looking for a deal. he takes every imaginable shortcut in his job and sincerely feels that the world owes him a living.
  4. THE CHRONICALLY DISSATISFIED ASSOCIATE might be one of the most productive associates, but he will find fault with everything. He is a hopeless griper, as distinguished from a constructive critic. He is truly an unhappy individual. He was probably born unhappy, is going to die unhappy, and is going to be unhappy for the duration between.
  5. THE CAUSE-ORIENTED ASSOCIATE will “jump” on any bandwagon that passes through his area. He was the same individual who joined all the “off-beat” organizations in high school or college. He once took a trip to India to visit his personal “guru.”
  6. THE OVERQUALIFIED ASSOCIATE is out of his element. He might well be a Ph.D. operating a grinding machine or a former accountant sweeping the floor, but his station in life has deteriorated to the point that his vanity suffers. He will attempt to exert his influence over his fellow associates in an effort to bolster his deflated ego and will be attracted to the union simply because the union will seem to offer hopes of returning him to his previous station in life.

HOW TO RESPOND TO UNION DEMAND FOR RECOGNITION:

If a union organizer contacts you demanding recognition or seeking to show you authorization cards, DO NOT acknowledge that the union represents a majority of your associates, DO NOT agree to look at any proof of majority support — such as authorization cards or membership applications — DO NOT agree to have a “neutral” party examine the offered proof of majority status. The proper response when a union organizer seeks recognition is to refer him/her to your Personnel Manager. Refuse to accept any documents from the union. Immediately after any conversation with a union rep, call the Union Hotline at 501-273-8300.

Staying union free is a full-time commitment. Unless union prevention is a goal equal to other objectives within an organization, the goal will usually not be attained. No one in management is immune from carrying his or her “own weight” in the union-prevention effort. Unless each member of management is willing to spend the necessary time, effort, energy, and money, the Wal-Mart union-free objective will not be accomplished.

The Keene Group, one of many consulting companies proud to prevent unionization for employers afraid to grant employee rights or dignity. Aren’t these the true “job killers”?

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