Q&A: What is the balance be [see also 'wage and hour laws' ]tween free speach and the requirement that managers oppose union organizing activity?

Subject: union avoidance and rights of employers in the workplace, rights and responsibilities of employers, rights of the employer, rights of employers, or rights of an employer.

by CWA Union

Question by BlueGolfer: What is the balance among cost-free speach and the requirement that managers oppose union organizing activity?
I am a manager with a massive, multinational business. Our organization not too long ago held union awareness and avoidance education for all salaried personnel, requiring us to oppose union-organizing efforts at all occasions. Where exactly is the line be [see also 'wage and hour laws' ]tween this requirement and free of charge speech? Does it extend off company house and off firm time? For example, think about the following: a organization employee approaches a manager and asks "personally, what do you think about unions". Now, for sake of argument, let's say the manager is left leaning and is in support of industrial trade unions. Is the manager necessary to hold to the organization line? Can the business fire a person for giving his or her personal opinion?

Greatest answer:

Answer by Jen
Ummm... the union would be [see also 'wage and hour laws' ] quite interested to hear that you have be [see also 'wage and hour laws' ]en issued orders to oppose. Most collective agreements state that union activities must not be [see also 'wage and hour laws' ] held on company time but that the union and management will perform together, not fight. As a manager you must seek tips from HR experts, etc. to guarantee you are following the spirit as properly as the letter of any existing collective agreements. And you must be [see also 'wage and hour laws' ] allowed to assistance and respect unions in private, the business does not own your private political leanings or thoughts.

Give your answer to this query under!