Establish A Proactive Prevention Program And Increase Bottom Line Profits

Updated: September 28, 2009

An organization with workplace harassment accusations, unions targeting one or more locations for card campaigns and/or increasing numbers of workplace injuries has serious corporate culture issues. Win or lose, every dollar spent defending harassment claims, winning union elections or paying out workers compensation claims are wasted dollars. The money used for these non-value-added purposes could be used instead for expansion, technological improvements, product research, wages, incentive bonuses, or just plain old financial survival of the organization.

Most organizations say what's legally and politically correct about having a policy against discriminatory harassment, a union avoidance program and safety being the number one priority, but how many have a record that backs up these lofty words with results.

Can anything really be done to actually prevent workplace harassment, prevent union card campaigns and reduce injuries?

This organization also had two of its plants vote in a union in 1995. From 1998 to 1999, unions also obtained enough cards for an election to be held in two additional plants. In 1999, this organization won the election in one plant, the union withdrew before the election in the other, and the employees decertified one of the 1995 elected unions. This was all done at great expense, not only in dollars, but also in employee time, productivity, and morale. Since 1999, this organization has been subjected to no union card campaigns.

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In 1999, this organization recorded 300 workers compensation claims. Ten years later, with 50% more employees, there were less than 70 claims filed. That's over 230 injuries that did not happen. Two hundred and thirty real live people went home to their families intact and could work the next day.

How was this done and how can other organizations replicate these results?

An effective Proactive Prevention Culture Program™ will improve your organization's bottom line by (a) creating a more pleasant and productive work environment, (b) preventing your best employees from being subjected to harassment, forced into a union or injured and (c) significantly reducing, if not, eliminating wasted expenses such as defense attorney fees, lawsuit settlement costs, union campaign consultant charges, labor attorney fees for collective bargaining negotiation and defense of arbitrations, and workers compensation insurance premium increases. How better to demonstrate that you truly care about your people than establishing a program of Proactive Prevention.

An organization with workplace harassment accusations, unions targeting one or more locations for card campaigns and/or increasing numbers of workplace injuries has serious corporate culture issues. Win or lose, every dollar spent defending harassment claims, winning union elections or paying out workers compensation claims are wasted dollars. The money used for these non-value-added purposes could be used instead for expansion, technological improvements, product research, wages, incentive bonuses, or just plain old financial survival of the organization.

Most organizations say what's legally and politically correct about having a policy against discriminatory harassment, a union avoidance program and safety being the number one priority, but how many have a record that backs up these lofty words with results.

Can anything really be done to actually prevent workplace harassment, prevent union card campaigns and reduce injuries?

This organization also had two of its plants vote in a union in 1995. From 1998 to 1999, unions also obtained enough cards for an election to be held in two additional plants. In 1999, this organization won the election in one plant, the union withdrew before the election in the other, and the employees decertified one of the 1995 elected unions. This was all done at great expense, not only in dollars, but also in employee time, productivity, and morale. Since 1999, this organization has been subjected to no union card campaigns.

,

In 1999, this organization recorded 300 workers compensation claims. Ten years later, with 50% more employees, there were less than 70 claims filed. That's over 230 injuries that did not happen. Two hundred and thirty real live people went home to their families intact and could work the next day.

How was this done and how can other organizations replicate these results?

An effective Proactive Prevention Culture Program™ will improve your organization's bottom line by (a) creating a more pleasant and productive work environment, (b) preventing your best employees from being subjected to harassment, forced into a union or injured and (c) significantly reducing, if not, eliminating wasted expenses such as defense attorney fees, lawsuit settlement costs, union campaign consultant charges, labor attorney fees for collective bargaining negotiation and defense of arbitrations, and workers compensation insurance premium increases. How better to demonstrate that you truly care about your people than establishing a program of Proactive Prevention.

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