Reference no: EM133213093

In the U.S, most employees will act as individuals when selecting jobs that they find most desirable to them, and they will negotiate pay, flexibility, benefits, and other work conditions (Noe et al., 2022). All of which are considered significant factors in the job process. At times, however, employees have believed that their needs haven't received adequate consideration from management, resulting in forming and joining a labor union (Noe et al., 2022). Labor unions act in the interest of workers through collective bargaining.  

However, there can be adversarial effects when forming a union. Earlier this year, a Starbucks in Buffalo, NY, was accused of a union-busting rampage. The accusations against Starbucks ranged from solicitation of increased benefits if employees voted against unionizing and mandatory meetings with employees meant to dissuade union activity (Fantozzi, 2022). Starbucks claims that the accusations have no merit and that the complaints don't constitute a finding by the National Labor Relations Board (NLRB) (Fantozzi, 2022).  

How can companies better prepare supervisors or lead staff to prevent accusations of unfair labor practices, and what actions should organizations take when they are made aware of noncompliant behavior in their offices? 

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