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| * 1. If one of our facilities was shut down we could easily deliver our products and/or services in a timely manner from another one of our locations. |
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| * 2. A shut-down of any of our facilities would have minimal economic impact on our business. |
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| * 3. If one of our facilities was shut down we would not lose significant market share or important customers. |
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| * 4. There are no times during the year when we have peaks in customer demand for our products and services that require us to operate at full capacity. |
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| * 5. If our employees went on strike we would have no difficulty quickly hiring qualified replacement workers during the strike. |
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| * 6. A labor union would not be able to exert significant consumer, political or community pressure on our organization. |
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| * 7. We have the ability to consolidate facilities to maximize efficiencies and minimize cost. |
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| * 8. The Human Resources Department provides close oversight on all matters of discipline and discharge. |
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| * 9. The Human Resources Department has the authority to ensure that matters of discipline and discharge are handled consistently across the organization. |
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| * 10. I have received a copy of the company's policy and procedures manual. |
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| * 11. I have been trained on the company’s policy and procedures manual. |
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| * 12. All employees are kept fully informed on all policies, procedures and work rules that impact them directly. |
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| * 13. We have a system in place to accurately track tardiness and absences. |
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| * 14. Our employees believe our attendance policy is applied consistently across the organization. |
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| * 15. We track turnover rates by supervisor. |
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| * 16. We carefully analyze the reasons behind any unusual pockets of turnover. |
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| * 17. Our Human Resources staff is considered an important part of our leadership team. |
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| * 18. All terminations are reviewed and approved by the department manager and HR. |
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| * 19. We have an overtime policy in place. |
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| * 20. Our employees believe our overtime policy is administered fairly and consistently. |
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| * 21. We have a company-wide no solicitation policy in place. |
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| * 22. Our no solicitation policy is strictly enforced. |
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| * 23. We have a company-wide electronic communications policy in place prohibiting personal use of the company electronic communications systems (telephone, email, internet). |
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| * 24. Our company electronic communications policy is strictly enforced. |
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| * 25. We have a company-wide security and visitor policy in place. |
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| * 26. Our company security and visitor policy is strictly enforced. |
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| * 27. All of our employee parking is secured and would be inaccessible to a union organizer. |
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| * 28. We conduct thorough background checks on all of our new hires. |
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| * 29. We have a new hire orientation program in place. |
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| * 30. Our orientation program includes communicating the company’s position on labor unions and information on what joining a labor union means. |
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| * 31. Our hourly employees believe our merit pay system is administered fairly and consistently. |
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| * 32. Our hourly employees believe our incentive pay plans are administered fairly and consistently. |
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| * 33. Positive attitude is a key component of employee performance. |
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| * 34. We never allow an employee with a negative attitude to remain on the payroll. |
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| * 35. We have a formal employee complaint procedure. |
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| * 36. Employees feel free to use the employee complaint procedure without fear of retaliation. |
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| * 37. All of our hourly employees have excellent English language skills. |
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| * 38. Very few of our hourly employees are over qualified for the jobs they perform. |
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| * 39. Advancement opportunity for our hourly employees is very good. |
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| * 40. We never demote first-line supervisors and return them to the hourly ranks. |
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| * 41. We generally do not rehire employees. |
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| * 42. Our minority first-line supervisors mirrors the percentage of minority employees that they supervise. |
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| * 43. To my knowledge, there is no evidence of discrimination in our company. |
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| * 44. Our hourly minority employees believe they have the same advancement opportunities as non-minorities. |
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| * 45. Our hourly employees who feel discriminated against feel safe in bringing their issue to the HR department. |
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| * 46. The HR department has the authority to ensure there is no discrimination in the company. |
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| * 47. The HR department is committed to ensuring there is no discrimination in the company. |
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| * 48. We are committed to ensuring that all employees have equal opportunity regardless or race, gender, or national origin. |
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| * 49. All executives, managers and supervisors in the company have received diversity training. |
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| * 50. Our hourly employees believe we are committed to continuously improving their satisfaction level. |
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| * 51. We conduct annual employee satisfaction surveys. |
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| * 52. If we an employee satisfaction survey is conducted our hourly employees believe we do an excellent job of communicating the results of the employee satisfaction survey and pro-actively act on areas of concern. |
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| * 53. All leaders are held accountable for the employee satisfaction survey results in their respective organizations. |
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| * 54. Our hourly employees believe we do a good job communicating what is important to them. |
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| * 55. Hourly employees are given the opportunity to actively participate on projects designed to improve their employee satisfaction. |
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| * 56. We have a clearly defined employee communications strategy in place. |
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| * 57. Our communications strategy is being effectively executed. |
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| * 58. We regularly update our communications strategy. |
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| * 59. Our rumor mill or grapevine is an inaccurate way to accurately learn what is going on in the company. |
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| * 60. Our executives consistently demonstrate that they are committed to operating in a union-free environment. |
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| * 61. Our managers consistently demonstrate that they are committed to operating in a union-free environment. |
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| * 62. Our supervisors consistently demonstrate that they are committed to operating in a union-free environment. |
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| * 63. We have clearly defined our company vision, mission, and values. |
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| * 64. We have clearly communicated our company vision, mission, and values. |
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| * 65. Our executives are held accountable for behaving consistently with our company vision, mission and values. |
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| * 66. Our managers are held accountable for behaving consistently with our company vision, mission and values. |
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| * 67. Our supervisors are held accountable for behaving consistently with our company vision, mission and values. |
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| * 68. Our executives consistently demonstrate a high level of honesty, integrity and trust. |
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| * 69. Our managers consistently demonstrate a high level of honesty, integrity and trust. |
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| * 70. Our supervisors consistently demonstrate a high level of honesty, integrity and trust. |
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| * 71. Our executives are held accountable for breaches of honesty, integrity and trust. |
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| * 72. Our managers are held accountable for breaches of honesty, integrity and trust. |
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| * 73. Our supervisors are held accountable for breaches of honesty, integrity and trust. |
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| * 74. All executives, managers and supervisors in the company receive regular training on core leadership skills. |
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| * 75. Performance against defined leadership skills is part of our performance evaluation process. |
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| * 76. We use an effective performance evaluation process to measure critical leadership skills. |
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| * 77. All leaders are held accountable for excessive turnover in their respective departments or area of responsibility. |
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| * 78. Poorly performing leaders are dealt with promptly. |
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| * 79. We have a strategic union avoidance plan in place. |
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| * 80. All leaders have received training on how to earn and maintain union-free status. |
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| * 81. All leaders have received training on the National Labor Relations Act. |
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| * 82. All leaders fully understand what they can and cannot say and do under the National Labor Relations Act. |
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| * 83. All leaders understand and can clearly articulate the company’s position on unions. |
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| * 84. All leaders understand the truth about unions and clearly and regularly articulate the truth to employees. |
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| * 85. Our top executives make themselves accessible and visible by regularly spending time with our hourly employees in their places of work. |
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| * 86. Our top executives hold regular informational meetings with our hourly employees. |
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| * 87. Our top executives regularly solicit and encourage input and questions from employees. |
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| * 88. Our top executives make regular visits to our facilities. |
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| * 89. Our top executives interact with our hourly employees in a positive and friendly way. |
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| * 90. Our supervisors feel like an important part of the leadership team. |
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| * 91. Our executives are highly trusted by our hourly employees. |
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| * 92. Our managers are highly trusted by our hourly employees. |
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| * 93. Our supervisors are highly trusted by our hourly employees. |
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| * 94. Our executives, managers and supervisors deal with poor performers fairly, consistently and promptly. |
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| * 95. I never hear words like unfair, inconsistent, plays favorites, disrespectful, dishonest, vindictive or other derogatory terms when our employees describe executives, managers and supervisors. |
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| * 96. I believe management would lay people off only as a last resort. |
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| * 97. Executives trust people to do a good job without watching over their shoulders. |
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| * 98. Managers trust people to do a good job without watching over their shoulders. |
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| * 99. Supervisors trust people to do a good job without watching over their shoulders. |
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| * 100. There are no other unionized facilities or businesses in our immediate area. |
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| * 101. Our employment levels have remained flat or have declined over the past several years. |
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| * 102. It would be very difficult for a union organizer to communicate with our employees while our employees are on or near our facilities. |
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| * 103. It is difficult for our hourly employees to move freely about our facilities to interact with their co-workers in other departments. |
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| * 104. Unions are not well-accepted socially or politically in our community. |
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| * 105. The unemployment rate in our community is currently low. |
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| * 106. Our company has never experienced any union organizing activity. |
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| * 107. It would be very difficult for a union organizer to acquire employee information such as names, job titles, home addresses, telephone numbers and email addresses. |
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| * 108. It would be very difficult for a union organizer to acquire an employee benefit handbook or an employee policy and procedure manual. |
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| * 109. The company has not had a reduction in force in the last 5 years. |
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| * 110. We do not anticipate having a reduction in force in the next year. |
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| * 111. There have been long and costly strikes in our community in the last 5 years. |
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| * 112. There have been layoffs and plant shutdowns of unionized facilities in our community in the last 5 years. |
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| * 113. We are not aware of prominent citizens, clergy or politicians who would side with workers during a union media campaign. |
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| * 114. Football pools and similar activities are strictly prohibited on company property. |
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| * 115. Very few of our employees would sign a union authorization card if given the opportunity. |
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| * 116. We do not have any supervisors who would support the unionization of the company. |
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| * 117. I have never heard some of our hourly employees talk about the need for a union. |
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| * 118. A union would be catastrophic for our company. |
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| * 119. Our supervisors are totally committed to doing whatever it takes to maintain "union-free" status. |
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| * 120. There is no way a union could organize our company. |
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| * 121. We conduct annual wage surveys to ensure that hourly workers are paid competitively in our community. |
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| * 122. We regularly communicate to our hourly employees our pay policy and our commitment to maintaining a competitive position in the community. |
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| * 123. Our employees perceive that our pay and benefits are fair. |
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| * 124. We provide competitive healthcare benefits to all of our full-time employees. |
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| * 125. At least 50% of the employee healthcare premium is paid by the company. |
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| * 126. We regularly communicate the total value of the fringe benefits we provide to our employees. |
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| * 127. We regularly communicate our commitment to maintaining a safe and clean working environment. |
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| * 128. We strictly and fairly enforce our safety policies and procedures. |
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| * 129. Our holiday and vacation policy is competitive with other employers in our industry and our community. |
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| * 130. Our employees perceive our holiday and vacation policies as fair. |
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| * 131. We have not had any serious accidents or injuries in the last year. |
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| * 132. Our safety record is excellent compared to others in our industry and our community. |
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| * 133. Our employees perceive that we care about their safety and well being. |
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| * 134. There is no resentment by hourly workers toward those who work in the corporate office. |
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| * 135. Hourly workers are respected and included by those who work in the corporate office. |
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