Preparing for a potential strike requires careful planning a
Strategies
- Communication Plan: Develop a clear communication strategy to keep employees, customers, and stakeholders informed about the company's position and actions during the strike.
- Contingency Planning: Create a detailed contingency plan to ensure business continuity. Identify critical operations and develop plans to maintain them.
- Legal Preparation: Consult with legal experts to understand the legal implications of the strike and ensure compliance with labor laws.
- Employee Relations: Engage with employees to address their concerns and ask if they want to continue worknhg. Open lines of communication to prevent misunderstandings and build trust.
- Temporary Staffing: Arrange for temporary workers or contractors to fill in for striking employees. Ensure they are trained and ready to step in.
- Security Measures: Implement security protocols to protect company property and ensure the safety of non-striking employees, customers and management.
- Public Relations: Develop a public relations strategy to manage the company's image and communicate its perspective to the public and media. ( we need to find someone good but affordable.
- Financial Planning: Assess the financial impact of the strike and allocate resources to manage potential losses and additional expenses.
Checklist, if the strike or lockout is implemented.
- [ ] Inform Stakeholders: Notify all relevant stakeholders, including employees, customers, suppliers, and investors, about the potential strike and the company's plans to continue operations in an economic strike.
- [ ] Legal Compliance: Ensure all actions comply with labor laws and regulations. Consult with legal experts as needed.
- [ ] Contingency Plans: Develop and implement contingency plans for critical operations. Identify key personnel and resources required.
- [ ] Temporary Staffing: Arrange for temporary workers or contractors and ensure they are trained and ready to step in.
- [ ] Security Protocols: Implement security measures to protect company property and ensure the safety of non-striking employees and customers.
- [ ] Communication Strategy: Develop a communication plan to keep employees, customers, and stakeholders informed about the company's position and actions.
- [ ] Public Relations: Prepare press releases and media statements to communicate the company's perspective to the public and media.
- [ ] Financial Assessment: Assess the financial impact of the strike and allocate resources to manage potential losses and additional expenses.
- [ ] Employee Engagement: Engage with employees to address their concerns and turn them against the union. Open lines of communication to prevent misunderstandings and build trust.
- [ ] Monitoring and Evaluation: Continuously monitor the situation and evaluate the effectiveness of the strategies and plans. Make adjustments as needed.
Support Manual1. Communication Plan
- Internal Communication: Regular updates to employees about the strike status, company stance, and any changes.
- External Communication: Inform customers, suppliers, and stakeholders about the strike and how it might affect operations. Use press releases, social media, and direct communication channels.
2. Employee Support
- Counseling Services: Provide access to counseling and mental health support for employees affected by the strike if we suggest to keep this part of the benefits open. (good PR move)
- Financial Assistance: send them back to union unless they cross the picket line.
- Training Programs: Conduct training sessions for temporary staff or employees taking on new roles during the strike.
3. Operational Continuity
- Contingency Planning: Develop plans to maintain critical operations. Identify key personnel and resources needed.
- Temporary Staffing: Hire temporary workers or contractors to fill in for striking employees. Ensure they are adequately trained.
- Supply Chain Management: Coordinate with suppliers to ensure the continuous flow of materials and services. Start 0 to 45 days out
4. Legal and Compliance
- Legal Consultation: Work with legal experts to ensure all actions comply with labor laws and regulations.
- Documentation: Keep detailed records of all communications and actions taken during the strike.
5. Security Measures
- Physical Security: Implement security protocols to protect company property and ensure the safety of non-striking employees and customers.
- Cybersecurity: Enhance cybersecurity measures to protect company data and systems from potential threats
Maintaining labor peace during a strike
TIPS
For both employers and employees, securing labor peace during a strike is essential to put an end to protracted disruptions and cement long-term relationships. There are multiple strategies to help public office holders manage labor peace during a strike.
Open Communication – Employers need to communicate in an open and transparent way with employees, union representatives, and the public. It achieves this by eliminating misinformation and confusion, while also providing a forum to talk about concerns and draw on common ground.
Mediation and Arbitration: Involve a third party (mediator) without the right to bring it in, help facilitate trade negotiation and solve problems before the strike goes too far. This kind of negotiation focuses on solving root causes like salary, benefits, or workload.
Contingency Planning: Employers must have a contingency plan in place to maintain essential services or operations during the strike. That might mean bringing in temporary workers, cross-training employees, or reconfiguring workflow.
Legal Framework Knowledge About A Strike – Both sides should understand the legal aspects of a strike; workers' rights, implications of striking, and any legal duties for both the employer and employees. For instance, some strikes are outlawed or need to follow prescribed processes.
For Workplace Morale: Employers should assist non-striking employees in a supportive environment that doesn't create any division. Those who strike should be reacknowledged and the concerns of those that continue to work need to be addressed.
Step Three: Eliminate Provocations — Employers must avoid any provocative action like jumping the gun and firing striking employees or interfering with union activities. Likewise, unions should avoid any coercive practices that could backfire, such as picketing in a manner which materially harms the employer or its reputation.
Public Relations Management: Employers and unions care about how the public perceives them. A strike can be newsworthy to the public, making positive communication with them during this crucial time may prevent long-term reputational damage.
Establish Trust & Long-Term Relationship: Following the strike, it is critical for both parties to come together and rebuild trust and an ongoing working relationship. Whether this means regular check-ins, untangling any loose ends, or strengthening the lines of communication to avoid further hits.
Through effective negotiation, communication, and a basic understanding of legal principles by both sides, parties in a labor dispute can begin trying to decrease the length and consequences of a labor strike.
Goal
Our Goal
Fortress consulting goals are to minimize disruptions while withholding legal and ethical standards. Fortress will achieve mutually beneficial outcomes for all parties.
Contact Us
Fortress Labor
james@laboradvisors.com loriann@laboradvisors.com (830)4LABOR4
