REMINDER: Even if You Aren’t Union, You Still Must Abide by the NLRA

The recent labor dispute in the case of Starbucks vs. McKinney is a good reminder for employers everywhere that even if your business is not affiliated with a union, you must abide by the National Labor Relations Act (NLRA). In this case, Starbucks terminated employees for violating company policies and hosting media interviews after hours in a closed store. The employees claimed that they were terminated for participating in union-organizing activities and filed a claim with the National Labor Relations Board (NLRB). This case went to the Supreme Court which ultimately ruled in favor of Starbucks. Employers won this round, but in the end, this case came down to disgruntled and unheard workers. What can you do to stop things from getting to this point?

The NLRA was established to protect employees seeking better working conditions. You must be familiar with, and train your managers about the NLRA, and what rights and protections are provided to your employees regardless of union affiliation, including the right to organize. 

Make sure your policies and procedures are up to date and compliant by reviewing and updating them on a regular basis. Policies that could be seen as discouraging union activity should likely be revised to ensure they do not. 

Encourage open, honest, and respectful dialogue. Make sure your employees feel comfortable expressing their opinions, ideas, and concerns. It is important for your employees to feel valued and heard. Furthermore, be certain that your supervisors and managers understand the part they play in employee relations.

The Starbucks vs. McKinney case illustrates why employers should be aware of the legal ramifications of labor conflicts, and the protections provided to all employees under the NLRA even when they are not affiliated with a union. Ensure your supervisors understand the NLRA and that your policies are up to date and compliant to prevent similar circumstances. Potential conflicts can be avoided by promoting open communication and addressing employee concerns. If you have any questions about the NLRA connect with our consulting team!