Although there are strict limitations can and cannot do with a respect to union activity in the workplace, a well-informed employer can nevertheless take steps to ensure that its legal rights and strategic interests are protected.

Do: Train supervisors to spot union activity and respond appropriately. Front-line supervisors are often best placed for discussions with employees about the merits of unionization; however, an untrained supervisor may inadvertently overstep and lead to allegations that the employer has engaged in an unfair labour practice.

Don’t: Encourage employees to withdraw their support of the union, threaten job losses if the union is successful, or make any inflammatory comments about the union. A good rule of thumb is to assume all conversations are being recorded – don’t say anything that you would not want played in front of the Board.

Do: Direct employees with questions about the certification process to www.labourwatch.com for more information and contacts for legal support.

Don’t: Go it alone! The world of labour relations is complex at the best of times and even experienced employers may find themselves daunted by a surge of union activity. Contact your labour lawyer immediately upon receiving a certification application.

Find out more do’s and don’ts, where your liability risk may be, and strategies for maintaining a healthy employment culture by registering today.

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