The client is a full-service, not-for-profit integrated healthcare system that provides a wide range of clinical, educational, preventive, and social programs through acute care hospitals and more than 100+ care sites. The system is one of the top employers in the community with approximately 11,500 employees.
Issue:
- Multi-site hospital system received an election petition from its Protective Services work group
- Leadership team was not aware of any organizing/card signing activities and was surprised to receive the petition
- The system is union free in all of its facilities and, in all likelihood, leaders were not aware of the signs of union organizing
- Almost all leaders had minimal-to-no labor training and were unprepared to engage employees on union topics and the rules governing union elections
Action:
- Implemented a dual strategy: 1) addressed Protective Services union election petition and 2) evaluated union risks in other units
- Conducted risk assessments, trained leaders in organizing and trust-building, created a resource playbook, and improved HR labor practices
- Created customized communications for Protective Services on union avoidance
Result:
- As a result, the union withdrew their petition for election before an election was even scheduled. In addition, through the on-going engagement between leaders and employees, no further union activity has been identified in any of the possible bargaining units throughout the system.
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