Labor Relations INK June 2023

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Subject: Labor Relations INK June 2023

June 22, 2023

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Be Careful What You Wish For

Labor Relations Insight by Phil Wilson

There’s a saying you learn early in law school: “Bad facts make bad law.” Sometimes, the facts are so egregious that a judge wants to fix things, even if it means interpreting the law in a way that could cause unintended consequences later.

There’s a corollary to this saying: “Be careful what you wish for; you might get it.” This one also warns of unintended consequences.

Two recent labor developments remind me of the wisdom of these sayings. First, the Glacier Northwest Supreme Court decision. In that decision, the Teamsters and the National Labor Relations Board asked the Supreme Court to enforce a lower court decision that barred a cement company from seeking state tort damages for intentional damages caused during a strike. This is exhibit A for “bad facts make bad law” if you happen to be the Teamsters, the NLRB General Counsel, or unions in general.

In Glacier Northwest, the Court ruled 8-1 against the Teamsters and the NLRB. Not only did they agree that the company could seek damages for the outrageous and intentional damage caused by the Teamsters, but they even questioned (without deciding) why the NLRB deserves the special deference it receives under the Garmon pre-emption doctrine.

Garmon pre-emption requires most courts to stay out of labor disputes until the parties or the NLRB have had a chance to resolve them first. Basically, if a claim arguably is covered by the NLRA, then a court is supposed to defer any action on those claims until after the NLRB has had a chance to resolve them. That’s what happened in the lower court decision in Glacier Northwest. The court would not let the company proceed with its tort claim because they ruled it was arguably related to the strike action.

This deference is a unique creation for labor cases, based on the idea that labor situations are complicated and that the NLRB has unique expertise in these matters. But this deference may not be around much longer. In a concurring opinion, Justices Thomas and Gorsuch questioned whether Garmon pre-emption should even exist. They make a compelling case that letting the NLRB set the boundaries of what’s “arguably” covered by the statute essentially deprives states of any ability to act in labor matters, even when torts are committed.

In addition to the litigation over the tort damages, the NLRB has also issued a complaint against the employer, arguing that merely filing the lawsuit seeking to remedy the damages caused by the Teamsters is an independent violation of the Act. Justice Alito wrote another concurrence, joined by Thomas and Gorsuch, continuing the theme that the Board and the General Counsel don’t deserve much deference in cases like this. Alito even drops a footnote warning the General Counsel to drop the claim that filing the lawsuit itself is an independent unfair labor practice. He states, “If the state courts on remand dismiss this case on that ground, the decision, in my judgment, would be a good candidate for a quick return trip here.” Ouch.

If this had been a closer case on the facts, it might not have been such a clear crush, and perhaps Garmon deference wouldn’t have been so front and center. But now it is, and if this case does get dismissed again in the state court, I imagine Garmon pre-emption may be history. From the perspective of the General Counsel and Big Labor, bad facts make bad law indeed.

On May 24^th, Minnesota enacted another captive audience meeting ban. Unions are pushing these state laws across the country, and they definitely fall into the “be careful what you wish for” category. Following several other states, Minnesota law prohibits employers from mandating attendance at a meeting discussing “religious or political matters.” It makes clear that meetings about the decision to support or join a labor organization qualify as political matters.

You might think, given the Supreme Court's position in Glacier Northwest, state regulations like this might get some deference. Not so fast. The difference here is that the state is regulating speech that is clearly protected by BOTH the First Amendment and, in the case of speech about unions, the NLRA itself.

The reason this fits the “be careful what you wish for” category is that when the Supreme Court eventually gets to take a stab at one of these cases, the decision that comes down will make crystal clear that employers have a free speech right to hold mandatory meetings on any subject they want. They will clear the field from interference from states AND the General Counsel, who is independently trying to ban them by twisting the Section 7 right to refrain beyond recognition (and completely ignoring Section 8(c) of the Act).

There will be a lot more of these egregious decisions, laws, and ordinances coming over the next several years. That’s just the way our labor law system is designed. The good news is that this will create a lot of “bad facts” cases for the federal courts to make Big Labor regret what it wished for.

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THE PRO-UNION NLRB: IMPLICATIONS FOR BUSINESS MANAGEMENT

by Michael VanDervort

In recent developments, the US government, specifically the National Labor Relations Board (NLRB), has made several moves that indicate their continued support for unions. This shift has been characterized by a series of rulings and policy changes aimed at strengthening the rights of workers and their ability to unionize, which could undermine the interests of management and business owners.

One of the most significant developments is the NLRB's decision to modify the standard for determining independent contractors in its Atlanta Opera decision. The Board returned to the 2014 FedEx II standard and overruled the 2019 SuperShuttle ruling, effectively broadening the scope of who can be considered an "employee" rather than an "independent contractor."

The Board concluded that the makeup artists, wig artists, and hairstylists at the Atlanta Opera were not independent contractors but employees covered under the Act. The ruling, reverting to the Obama-era test, considers factors such as the amount of control companies exercise over workers and the degree to which workers depend on a single company to make a living. This decision could lead to a surge in unionization efforts across various industries, including the gig economy, as more workers now qualify for the protections the Act offers.

According to Education and the Workforce Committee Chairwoman Virginia Foxx (R-NC), "The NLRB just can't hide its gross infatuation with Big Labor. The decision rendered in Atlanta Opera restores previous Board case law rejected by the US Court of Appeals for the DC Circuit. This decision is the latest sweepstakes-style giveaway to Big Labor by the Biden administration. Ultimately, it will lead more independent contractors to become classified as employees and eligible to be unionized."

In another case involving a CVS Pharmacy store in Southern California, the NLRB ruled that the company violated federal labor law by announcing and providing raises to workers during an ongoing union organizing campaign.

There are many other examples of this type of support that are noteworthy, including the NLRB's stance onnoncompete agreements, arguing that student-athletes be considered employees, and the support showed by President Biden for unions, complaints against CEOs, gifts to unions from the Infrastructure bill, and speeding up compliance with Board-ordered remedies.

These developments pose significant challenges for small businesses and those in the gig economy. Increased union activity could lead to higher labor costs and more regulations, potentially stifling innovation and growth.

In light of these changes, it is not surprising that there has been pushback against the NLRB's authority, with a GOP lawmaker introducing a bill to curb the Board's authority over small businesses and a notable decision from SCOTUS in Glacier Northwest.

These developments represent a shift towards labor-friendly policies, which may contradict some management interests. These changes could increase labor costs for many businesses and alter the dynamics of labor relations in various industries. You can hear more detailed commentary on Glacier from our own Phil Wilson on the Labor Relatedly podcast.

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The Mob Is Still Making Offers That Construction Can’t Refuse

by Kimberly Ricci

The mob remains up to their old tricks in the construction industry with an added twist. Organized crime syndicates now target nonunion builders – intending to avoid detection due to the Mafia’s history of union connections – to collect kickbacks.

Are unions still involved with the mob, though? Oh yes.

A series of corruption prosecutions laid bare how the mob influenced a top union figure, James Cahill, who was once the New York State Building and Construction Trades Council president, to accept $100,000+ in bribes to funnel business toward nonunion labor sites. Cahill, who pulled other union officials into the scheme, was recently sentenced to 4 years in prison.

This trend has been growing since 2015. Associated crimes have led to construction worker deaths following safety violations on these mob-linked work sites. Still, the list of recent offenses, which have resulted in 1,100+ violations tied to at least seven indicted contractors, pales compared to the 1980s – when mobs colluded outright with unionized construction companies and installed crime-family members as union officers.

Here are a few more corruption stories of note:

SEIU has been rejected by one-third of the Illinois workers that the union claims to represent. This correlates with a finding that the union only devotes 22% of its spending to worker representation. SEIU has also been questioned over donating $350,000 to the campaign of Pittsburgh Mayor Ed Gainey, who has been keen on unionizing the University of Pittsburgh Medical Center.
In Canada, retired Unifor President Jerry Dias somehow ducked criminal charges following a kickback scandal involving COVID-19 test kits. The union also declined to discipline Dias despite his exorbitant expenditures that totaled half a million, a sum that has drawn comparisons to the UAW corruption scandal. That UAW mess may still exist in some shape or form, given the union’s recent "travesty of democracy" election process.

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Score Board

Who are the winners (and losers) of the labor movement? Don't guess, just check the LRI Scoreboard

View this month's scoreboard (archives also located here).

Download a PDF of this month's scoreboard

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Long-Term Health Effects Of The Travel-Nursing Bubble

by Kimberly Ricci

The travel nursing pandemic-bubble – a stop-gap measure meant to ease staffing shortages during the height of Covid-19 – has mostly burst. No longer can traveling healthcare professionals demand triple the rate of staff registered nurses. That astronomical rate was an unavoidable measure hospitals took to stay afloat amid an unprecedented rush of patients.

Still, unions do hold a grudge.

The New York State Nurses Association expressed outrage over the $1.2 billion spent upon temporary healthcare staff, primarily travel nurses, in fiscal 2022 and during increased Covid federal aid dollars. These travel nurses undoubtedly helped to prevent the collapse of healthcare systems.

Yet a union officer believes this money could have been better spent easing understaffing in the long term. This downplays the urgency with which hospitals were forced to react. The staffing issue is much more complicated than unions appear to believe, and mid-pandemic raises would not have solved a problem rooted in a shortage of incoming workers within this industry.

A quick update on the 85 healthcare strikes we recently discussed: This month, a Queens hospital saw 150 residents launch the first strike by NYC doctors in over three decades. And in Texas and Kansas, nurses at three Ascension-owned facilities authorized strikes as contract negotiations continue.

FYI, those Ascension facilities already arranged for contracted nurses to fill the striking gaps. In other words, unions are ironically keeping travel nurses in business.

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The NLRB Accelerates Their Agenda Against Starbucks

by Kimberly Ricci

The NLRB’s strong-arm tactics continue against the coffeehouse giant after General Counsel Jennifer Abruzzo launched a full-court press by the NLRB to shore up Starbucks Workers United/SEIU. This ultimately serves the Biden agenda of increasing union membership despite the best interests of workers themselves.

Previously, this involved the Board accusing Starbucks of refusing to negotiate with unionized cafes, even as the company insisted that it bargained in “good faith” for 75 sessions in 2022. More recently, the board has taken to shutting down the budding trend of Starbucks decertification petitions due to complicated filing rules.

This month, however, the NLRB scrapped another decertification petition that met those filing rules involving a Buffalo cafe that happened to be one of the first to organize. An NLRB regional director cited unfair labor charges filed by Workers United as a reason to dismiss the petition. It doesn’t take a stretch to realize that unions can game this system by filing ULP charges as a decertification prevention measure.

The regional director also cited General Counsel Jennifer Abruzzo’s plan to pursue a Mar Jac remedy, extending the one year period before workers can file for decertification based on those ULP charges.

In response, a Starbucks barista asked the NLRB to review the regional director’s order, but one shouldn’t hold their breath on a reversal from Biden’s board.

This month, the NLRB also upheld an administrative law judge’s sanctions against Starbucks for allegedly illegally firing union activists and issuing 20 subpoenas regarding the Board’s pursuit of a 10(j) injunctionagainst the company in Wisconsin. The judge ruled that the company must withdraw most of the subpoenas (involving union leaders’ conversations with reporters). In other words, the NLRB punishes a company for daring to defend itself.

Starbucks Workers United has also been raising a social media ruckus in a few ways:

(1) Claiming that Instagram unduly blocked their account and using the resulting attention to demand Starbucks acquiesce to contract demands;

(2) Alleging that Starbucks banned Pride displays, a move designed to drum up a backlash against the company. This accusation led to Starbucks’ strenuous denial, citing their history of “unwaveringly support[ing]” LGBTQ+ workers. That support includes health insurance benefits for employees’ same-sex partners and more.

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Pouring Salt(s) Into The Unionized Wound

by Kimberly Ricci

The relatively new Union of Southern Service Workers, strategically formed as a cross-sector organization to retain members who job-hop between industries, has inspired other unions to head into red-state territory and plant those Big Labor seeds.

As our own Phil Wilson recently pointed out, so-called union “salts” infiltrate workplaces and use troubling tactics to mislead their coworkers into signing up for a union experience that ends up being quite different than what a union is selling.

Case in point: A Trader Joe’s worker penned a scathing editorial about his experience at the chain’s first unionized store. The worker described how promises of an independent union evaporated due to activists’ ties to Workers United and SEIU. The worker also alleges bad-faith bargaining by the union with no contract in sight.

The South could be particularly vulnerable to new union activity: Activists wish to pour on the salts while relocating them to Southern states and organizing manufacturing workers. The UAW hopes to capture at least 100,000 auto workers in states including Kentucky, Alabama, and Tennessee.

These activists will only be encouraged after 1,400 Blue Bird Corp. bus manufacturing workers joined the United Steelworkers in a move seen as a watershed moment for labor in the South. This victory also occurred in a right-to-work state where Big Labor hopes to recruit more African American workers while further organizing the auto industry.

On a related note: United Food And Commercial Workers launched an “Essential Workers Organizing Academy” to educate “the next generation or worker-leaders” or, in other words, to create new crops of salts.

Other organizing highlights from this month:

New York City’s first unionized pizzeria could soon emerge after Barboncino Pizza workers in Brooklyn filed an election petition. The campaign is being led by Workers United, which has, of course, been responsible for most of the Starbucks organizing wave, including plenty of NYC baristas.
Tourism continues to attract union activity, and this month, Colorado’s Crested Butte Mountain Resort workers formed the Crested Butte Lift Mechanics Union and filed for a union vote. In Las Vegas, Venetian Resort parking valets and traffic officers voted to join the Teamsters.
In Chicago, two union successes: (1) "Drunk Shakespeare" actors, bartenders, and servers filed for a union vote after organizing as Drunk Shakespeare United as part of the Actors’ Equity Association. (2) Peggy Notebaert Nature Museum workers voted to join the Chicago Academy of Sciences Workers United on the heels of union victories at the Art Institute of Chicago and the Field Museum.

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No Shortage Of Unions Vying For The Skies

by Kimberly Ricci

So far, mostly so good for Delta on the union front. The major exception to this rule: Delta’s 15,000 pilots, represented by the Air Lines Pilots Association.

As for 50,000 other Delta workers, unions would love to capture them. The Teamsters declared intent to unionize Delta mechanics; the International Association of Machinists aims to unionize cargo and ramp workers; and the Association of Flight Attendants wants to unionize in-flight workers, who rallied in Atlantaduring Memorial Day weekend.

The mostly unionized Allegiant could serve as an example of where Delta workers don’t want to be. In 2012, the airline’s 1,100 pilots joined the Teamsters and have only seen one successful contract negotiation over a decade. Pilots remain frustrated over being the lowest paid in the industry and regularly flee the company. The same goes for 500 mechanics represented by the Teamsters.

Meanwhile, the SEIU continues to add to its roster of airport service workers – truck drivers, ramp agents, and custodial workers – who work for contractors based at American Airlines hubs across the U.S. The union recently declared victory at Charlotte Douglas International Airport, where the SEIU added 500 members. The union’s typical first move with these workers is to push for hourly wages over $15.

On the ground: The Teamsters brought San Diego bus routes to a standstill by sending 400 workers to the picket lines and threatening to extend the strike for 20 days.

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The UAW Fumbles An Important Test With Workers

by Kimberly Ricci

Incoming UAW President Shawn Fain’s entrance into office, fairly or not, was mired in accusations about the union’s sham election. This isn’t shocking after decades of the UAW’s corrupt ways. Still, more importantly for our purposes today, Fain, who ran as a “reform” candidate, isn’t delivering on his promises right out of the gate.

That’s the case according to auto supply workers who, with what workers believe is a sell-out deal, are dismayed at the union ending a six-week strike at Clarios. The contract includes 3% annual raises, often considered standard at best. These workers will not receive overtime pay for 12-hour workdays. Additionally, the union disregarded workers’ opposition to a newly instituted “2-3-3 schedule,” i.e., 12-hour shifts for two days on, two days off, and three days on.

If this Clarios deal – which disappointed workers like a recent UAW higher-ed deal upset university workers – is a harbinger of what’s to come for the Detroit Big Three negotiations, we could see many more fireworks to come this year.

This doesn’t bode well for a union president who vowed “war against the one and only true enemy.” Recently, Fain also referred to the Detroit Big Three as ruled by “corporate greed” while promising the “fight of a generation” and telling automakers that it’s time to “pony up” or face the wrath of the UAW’s $825 million strike fund.

The clock is ticking on Fain to impress UAW members. And considering that he previously hailed Clarios strikers as an “inspiration” to fellow UAW members, he has some cleanup to do. Still to come: negotiations for 150 workers who went on strike at Constellium Automotive, which supplies Ford F-150 components, after the union filed ULP charges to accuse the company of bargaining in bad faith.

No matter what happens there, the Detroit Big Three negotiations are right around the corner. In early June, the UAW officially began the 100-day countdown before the Sept. 14 expiration of Ford, GM, and Stellantis contracts that cover 150,000 autoworkers.

As part of these negotiations, the UAW will also take on battery-factory pay, although there’s no guarantee that the union can unionize those plants in the first place. All told, GM, Ford, and Stellantis will likely hire 18,000 workers at these EV plants, and those are membership dues that the UAW desperately needs due to their dwindling membership. As well, Toyota is preparing to build a new EV battery lab in Michigan, too.

Let’s close with some positive and negative news for the UAW:

A small UAW victory: 200 workers at Webasto Roof Systems’ Michigan-based auto parts supply plant voted to join the UAW. That doesn’t make up for disappointing Clarios workers, so stay tuned for more drama.

A shuttering: The UAW protested the closure of the century-old Milwaukee Master Lock plant that employs 330 union workers. The facility will shutter in March 2024.

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Tech Unions On The Rise: How AI Is Influencing Labor Dynamic

by Michael VanDervort

As we venture deeper into the era of artificial intelligence (AI) and machine learning, fascinating and significant trends are emerging in the tech industry. The potential consequences of advanced AI technologies and the rising wave of unionization are becoming increasingly intertwined, reshaping the landscape of tech companies and their workforces.

AI has been a driving force behind technological innovation for several years, and there's no sign of this slowing down. But what does this mean for employment in the tech industry and beyond? The Bureau of Labor Statistics (BLS) is carefully watching the potential impact of AI on jobs. Despite the pervasive fear that AI could decimate many industries, the experts at BLS approach this potential threat with cautious optimism. They point out that previous predictions about technology wiping out industries have often failed. New technologies take longer than anticipated to impact job markets if they do at all significantly.

Simultaneously, we're witnessing a rise in unionization across tech companies. Traditionally, the tech industry has resisted unions, seen as relics of a bygone era. Yet, the wave of organizing overcame this resistance, breaking decades-old barriers.

2022 saw an unprecedented rise in labor organizing in U.S. tech firms, with Amazon warehouse workers, Apple Store employees, and video game QA testers leading the charge. While traditionally union-resistant roles like engineers and product teams have stayed mainly on the sidelines, the ground is shifting. Microsoft, in particular, has taken a notable stance on this issue. It recognized its first labor union in the U.S. at its ZeniMax Studios, and the company's approach of supporting workers' rights to make decisions independently was seen as a model for the industry.

A group of Google contractors is organizing with the Alphabet Workers Union after being reassigned from other projects to work on AI-related projects. CNET journalists also are organizing over concerns about using artificial intelligence at the technology-news company.

Unsurprisingly, managers are more excited than workers about the potential effects of AI on the workplace. A report from McKinsey Global Institute projects that AI technology and machine learning is set to add up to $4.4 trillion of value to the global economy annually, which will undoubtedly be disruptive to the workplace.

The intersection of AI and unionization in the tech industry is a critical area to watch. The White House has taken note, announcing plans to hold a listening session with workers to understand their experience with employers' use of automated technologies for surveillance, monitoring, and evaluation.

As AI continues to evolve and the move towards unionization gains momentum, the landscape of the tech industry is bound to undergo significant changes. Employers would be well served to begin developing plans to assist their workers who could be impacted by AI in the future and start communicating those plans now.

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The Teamsters Prepare For A Conflict-Filled Summer

by Kimberly Ricci

International Teamsters President Sean O’Brien entered office in May 2022. He quickly began to refer to himself as “militant” every five minutes or so and resolved to use his $350 million strike fund whenever contract negotiations didn’t go his way.

Will this happen? We aren’t fortune tellers, but in recent days, the Teamsters authorized strikes at TForce Freight and UPS. Neither authorization is a huge surprise, given they are intended as leverage. Still, the latter negotiations are of great interest, given that UPS moves around 6% of the U.S. GDP daily.

The two sides must reach a deal covering around 350,000 UPS workers before Aug. 1. If that fails to happen, UPS will see its first strike since 1997 and the most significant U.S. strike since the 1950s. Union demands for UPS include pay increases, disbanding the two-tier pay system, moving more part-timers to full-time jobs, and focusing on heat safety.

Can the company and union come together to avoid a strike? Some promise can be found in the agreements thus far

Workplace grievance disputes: To speed up the process of “fairly” processing grievances, the Teamsters agreed that more arbitrators would help this happen.
Payroll errors: UPS and the Teamsters clarified the applicable UPS penalties when full-and-part-time workers’ paychecks are incorrectly processed.
SurePost: Regarding this UPS economy service, the company agreed that half of SurePost packageswould move from being delivered by the Postal Service in favor of UPS delivery.
Heat safety: For at least 95% of the delivery fleet, UPS has agreed to install air conditioning or multiple cab fans in vehicles. Additionally, the company will install cargo-floor heat shields and improve airflow in cargo areas—more information on these adjustments at the UPS website.

Should this contract not come together, though, we could soon see real-life outcomes from the recent Supreme Court decision in Glacier Northwest v. Teamsters, which will result in union liability for causing intentional damage to employer property. Our own Michael VanDervort recently spoke with Jim Rovers, Senior VP and General Manager at AFIMAC Global, and he shared tips for employers on gathering picket-line evidence to file claims regarding union-caused damage.

Here are some odds and ends to wrap up this roundup:

The Teamsters and ABF Freight System agreed on a tentative new five-year contract, which will be put to a vote with workers this week.
Teamsters-represented Hawaii Gas workers voted in favor of a new three-year contract, ending a three-week strike.
The Teamsters filed ULP charges against Green Thumb Industries, a producer of cannabis products and owner of RISE dispensaries. Among other grievances, the union accused the company of taking hours from part-time workers who went on strike and giving those hours to temp workers.
The Teamsters opposed a merger of Kroger and Albertsons grocery store chains. The union represents 22,000 workers from both companies – not exactly a UPS-scale contract but still worth watching.

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June Bits And Bytes For Leaders

by Michael VanDervort

We read a wide variety of leadership articles every month. Starting this month, we will begin summarizing some of the best articles we have read so you don’t have to. Leadership is an ever-evolving field, and as workplace dynamics continue to shift, leaders are being called upon to adapt and grow with these changes.

Navigating the Leadership Twilight Zone: In today's world, leadership requires steering through ambiguityand uncertainty. It demands building trust, fostering a sense of purpose, and the ability to adapt swiftly to change. Embracing these qualities is essential for leaders to navigate the ever-changing workplace landscape successfully.

The Skill of Leadership: Leadership is not an inherent trait but rather a skill that can be cultivated. Managers can empower their teams with leadership qualities by demonstrating leadership behavior, fostering a learning environment, and nurturing a culture of empowerment. Doing so enables individuals to become leaders in their own right, contributing to the team's and organization's overall success.

The Human Touch: Research by Deloitte suggests that employees crave authentic, empathetic, and relatable leaders. Leaders must connect with their teams on a human level, acknowledging their emotions and concerns. This wake-up call urges leaders to embrace their humanity and lead with empathy, creating an environment where individuals feel valued and understood.

Women in Leadership: Studies show that women leaders often create more inclusive and collaborative workplaces, prioritizing employee development and well-being. Companies that promote women to leadershipreap the benefits of success and productivity. Recognizing the unique strengths and perspectives that women bring to the table is crucial for building diverse and effective teams.

Respect and Empowerment: Employees want to feel respected and valued, which fosters a sense of belonging and engagement. Leaders can create such environments by actively listening to their employees, giving credit where it is due, treating everyone fairly, and empowering decision-making. By valuing each team member's contributions, leaders cultivate an atmosphere of respect and empowerment.

The Power of Active Listening: Active listening is a pivotal leadership skill that fosters understanding, builds trust and strengthens rapport. Leaders can become more effective listeners by practicing attention, inquiry, and paraphrasing. By genuinely hearing and acknowledging their team members' perspectives, leaders lay the foundation for open and transparent communication.

Career Advancement and Employee Retention: Employees are more likely to stay with an organization if they see opportunities for career advancement. Leaders can enhance employee retention by offering training, challenging assignments, and mentorship opportunities. Leaders commit to their team's long-term success by investing in their employees' growth.

Championing Diversity and Inclusion: Promoting diversity and inclusion is a moral imperative and a key driver of success. Leaders like Merck's CEO, Ken Frazier, understand the positive impact of diversity and inclusion on business outcomes. Initiatives such as creating diversity councils, implementing unconscious bias training, and measuring progress through metrics can help organizations cultivate inclusive environments where everyone feels valued.

The Individual and the Team: Successful teams are built on the strengths of individual team members. Leaders must recognize and leverage these unique skills and talents to foster collaboration and synergy. By valuing and harnessing the diversity within their teams, leaders create an environment where every member feels appreciated and empowered.

Building a Culture of Listening: Creating a culture where employees feel heard is essential for success. This culture increases engagement and productivity, as individuals are more likely to contribute their ideas and insights. Leaders can foster this culture by creating open and transparent environments, encouraging idea-sharing, and providing platforms for employees.

These key takeaways highlight that today's leaders must be approachable leaders.

They need to be more collaborative, empathetic, and open to listening. They must also champion diversity and inclusion and ensure each team member feels respected and heard.

The modern era calls for leaders who are not just commanders but collaborators, not just bosses but mentors. The transformation to an empathetic, inclusive, and listening-oriented leadership style is not an option anymore—it's a necessity.

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About Labor Relations INK

Labor Relations INK is published weekly and is edited by Labor Relations Institute, Inc. Feel free to pass this newsletter on to anyone you think might enjoy it. New subscribers can sign up by visiting here.

If you use content from this newsletter please attribute it to Labor Relations Institute and include our website: http://www.LRIonline.com

Contributing editors for this issue: Phillip Wilson, Greg Kittinger, Michael VanDervort and Kimberly Ricci

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Subject: Labor Relations INK June 2023