Transcript:
Welcome! We're excited to have you at this training, specifically designed to give you the tools you need for success when it comes to labor organizing. During this course, we will cover important topics such as our position on unions, associate's rights, signs of employee disengagement, and how to identify, escalate, and address associate's concerns.
We're not anti-union, but we're not neutral either. We will boldly defend our direct relationship with associates as best for the associate, the business, and our shareholders. We do not believe unions are in the best interest of our customers, our shareholders, or most importantly: our associates. Our business model is built upon speed, innovation, and customer obsession. Things that are generally not associated with Unions. When we lose sight of those critical focus areas, we jeopardize everyone's job security. We don't bad mouth unions in general, but we will speak openly with associates about unions, including any specific concerns about particular unions involved in organizing. And we share a preference for a direct working relationship frequently and boldly, even when no organizing activity has occurred.
You will learn about the warning signs common with early union organizing, as well as other warning signs that could indicate associate disengagement, vulnerability to organizing, or early organizing activity. While employees have the right to organize, we have the right and responsibility to share our position that a direct working relationship is better for the customer, the company, and the associate. In order to be able to do that effectively, it is critical that we recognize the early warning signs of potential organizing and escalate concerns promptly. If you see warning signs of potential organizing, notify your building HRM and GM sight leader immediately. HRM's and GM's site leaders should notify their assigned ER managers or ER principal immediately. The most obvious signs would include use of words associative with unions or union-led movements such as 'living wage' or 'steward.' Petitions or other concerted activity such as an associate purporting to speak on behalf of his or her coworkers when raising concerns. Union graffiti, union t-shirts, hats, jackets, or other clothing. Union flyers, and union visitors in or near the parking lot. Some signs are less obvious than finding the actual union flyer, but they can still indicate associate disengagement, which is itself a warning sign for potential organizing. Examples include: associates who normally aren't connected to each other suddenly hanging out together, associates normally close suddenly stop speaking to each other, groups of associates scatter when approached by management, increased associate negativity, anger, or confrontation; unusual complaints or change in passion or detail around complaints. Unusual interest in policies, benefits, employee lists, or any other company information, or any other associate activity that is out of character. For example, an associate who normally leaves promptly begins hanging out in the break room for an hour after work each day. In order to recognize warning signs, it's critical to know what an associate's normal behavior looks like - often it's the change in behavior that is the warning sign.