With the COVID-19 pandemic the reality of the workplace changed. As it has continued beyond the few months originally anticipated, employers have had to make decisions on employee pay, employee benefits, and even employee jobs. For many employees this strikes fear in their hearts and makes them susceptible to outside influences that make promises of security that employees may find comforting. As a result, union organizers make inroads to your business with the intent of trying to get your employees to form a union.
Evidence has shown that having a union in your company is expensive, even if there is no increase in wages and benefits. Rules changes slow down productivity. Having an outside influence slows the decision-making process and may affect who does business with you. Because the cost of doing business increases the company often must increase their prices to offset these costs thus having an impact on the customer base.
In this webinar you will learn:
Evidence has shown that having a union in your company is expensive, even if there is no increase in wages and benefits. Rules changes slow down productivity. Having an outside influence slows the decision-making process and may affect who does business with you. Because the cost of doing business increases the company often must increase their prices to offset these costs thus having an impact on the customer base.
In this webinar you will learn:
Michael D Haberman
Michael D. Haberman is a consultant, speaker, writer and teacher. He is President of Omega HR Consulting, a consulting and services company offering complete human resources solutions. Mike brings 35+ years of experience in dealing with the challenges of Human Resources in the 21st century. He has a Master's in HR and is certified as a Senior HR professional. He has over 18 years’ experience in the class room teaching human resources fundamentals and certification preparation.Mike is the author of the Human Resources blog found at OmegaHRConsulting.com , which has been recognized as a top human resources related blogs. He …
ChatGPT and Project Management: Leveraging AI for Project M…
Workplace Investigations 101: How to Conduct your Investiga…
Project Management for administrative professionals
The Monte Carlo Simulations in Excel for Risky Investments
Onboarding is NOT Orientation - How to Improve the New Empl…
Dealing With Difficult People: At Work & In Life
Transform Data into Insights: A Beginners Guide to Excel Pi…
Construction Lending And Real Credit Administration: Evalua…
Understanding Accounting for non - Accounting professionals
Harassment, Bullying, Gossip, Confrontational and Disruptiv…
New Form 1099 Reporting Requirements: 2025 Compliance Update
Human Error Reduction Techniques for Floor Supervisors
HR Metrics and Analytics 2025 - Update on Strategic Plannin…
Treating Employees Like Adults: Discipline versus Empowerme…
7 Ways To Beat Burnout: Without Quitting Your Job
How to Write Procedures to Avoid Human Errors
Handbook Overhaul 2026: Compliance, OBBB Act & Beyond
FDA Proposes Framework to Advance Credibility of AI Models
Ethical Terminations: Navigating Employee Exits with Legal …
Understanding EBITDA – Definition, Formula & Calculation
Project Management for Non-Project Managers - Scheduling yo…
4-Hour Virtual Seminar on Hidden Secrets of Selling & Marke…
Validation Statistics for Non-Statisticians
Data Integrity and Privacy: Compliance with 21 CFR Part 11,…
The Alphabet Soup: When the FMLA, ADA, COBRA, and Workers' …
Talent Management: How to Leverage AI and ChatGPT Tools for…
Offboarding with Care: Conducting Legal & Ethical Employee …
2-Hour Virtual Seminar on How to Conduct an Internal Harass…
Payments Fraud Detect & Prevent Check, ACH and P-Card Schem…
Managing Toxic & Other Employees Who have Attitude Issues
Reduce Stress in the Workplace: Effective Ways to Handle Co…
Excel - Pivot Tables - The Key To Modern Data Analysis and …