ACTIVE SUPPORT
For the purposes of this Indicator, organizations must be able to provide specific examples of how they provide active support for employee self-organization and/or unionization for collective bargaining purposes. Examples could include, but are not limited to:
- Paying for membership dues;
- Allocating budget for meetings and/or activities;
- Allowing time off for participation in employee empowerment activities;
- Providing letters of support; and
- Having a written, agreed-upon process for negotiation and de-escalation.
Organizations may identify different actions that are equally applicable if they are approved by ILFI in advance. ILFI encourages organizations to select and implement practices that are most meaningful and impactful based on their own industry and context.
EMPLOYEE STOCK OWNERSHIP PLAN (ESOP)
While employee stock ownership plans (ESOPs) provide a form of employee-ownership, ESOPs may qualify for consideration for Level 4 performance if they can demonstrate they meet the definition of a worker cooperative structure when it comes to decision making and control of business operations.
ISSUE RESOLUTION
Organizations need to have established protocols to address collective bargaining issues and resolve employee concerns. In particular, it is necessary for management to meet with any employee group representatives to discuss and resolve items of importance to employees that are not otherwise covered in collective bargaining agreements or established individual performance management protocols.
SCOPE OF EMPLOYEES
Indicator metrics apply to all of the following groups:
- Employees (see definition in the General Clarifications)
- Contract workers
- Interns
