Proactive Prevention™
Changing
Corporate Culture™A
Multi-Level Cost-Effective as well as Humanistic Leadership Approach
Over the past 15 years, John
Baumann has created an extremely successful series of programs including a
Discriminatory Harassment Prevention Program with Seven Phases, a Union
Avoidance & Irrelevancy Program, and an Injury Reduction
Program.
Every company
professes to have at least a two phase approach to EEO and Harassment (establish
and communicate a policy), well, the substantial difference in this program from
all others is that, not only do we do a better job with the first two, but
there are another five phases.
With 700 employees, 600 of which on industrial
plant floors, a company can expect two, three, four (possibly more) harassment
lawsuits per year. What about 15 U.S plants with 1,500 employees, 1,200 of which
are on the plant floor? With a typical settlement likely to be in the $60,000 to
$100,000 or more range and the typical defense attorney fees to be in the same
range, we are talking serious dollars. Even with the significant company growth
described above, the seven-phase approach has resulted in ZERO HARASSMENT
LAWSUITS OVER THE PAST DECADE. You calculate the savings: millions of
dollars.
Throw into the
mix the diversity of the workforce - various religions, races, and national
origins - women working on the plant floor - and the record becomes
even more impressive.
It
gets even better, these 15 plants are not limited to traditionally
non-litigious locations, try instead, Detroit, Michigan, Cleveland,
Ohio, northern Indiana, and central Ohio.
THAT'S RIGHT - NO
LAWSUITS EVEN FILED.
Union
IrrelevancyEvery company has
some idea what to do when a union card campaign is discovered. Baumann will
show you how to put up a "No Trespassing - Do Not Enter" sign before a
union even thinks about paying you a visit.
What does a union rely upon in going after
companies -
 professing
to supposedly actually listen to and validates (actually inflames)
complaints,
the
promise that they have the power to get anything the employees want from
the company,
the
ability to provide a predictable wage structure during the life of a contract
(typically 1,2, 3, or even 5 years).
Once you understand what unions
profess to provide, JK Success Enterprises will teach you how to beat them to
the punch.
How would you realistically answer these two example
questions (Be honest now):
| Do |
your
supervisors truly engage front line employees in real discussions of the
product and the process?
|
| Do |
your
supervisors truly understand that their primary mission is to provide
the tools and support necessary for front line employees to get the job
done/serve the customer? |
Proven Results:
1996: Detroit, Michigan and northern Indiana
vote in first unions - 2 of 7 industrial plants.
1998 - 1999: company wins election in
Cincinnati, union withdraws before election in central Indiana, and the
employees decertified union in northern Indiana.
2000 - 2008: 15 U.S. industrial plants including
Cleveland, other Detroit plants, northern Indiana, and central Ohio:
NO CAMPAIGNS
NOT
"NO LOST ELECTIONS" - NO CAMPAIGNS AT ALL!
SAVINGS: Millions of dollars
in direct costs (campaign, negotiation, attorney fees etc.) as well as indirect
costs (distractions, turnover of quality employees, lost productivity, etc.)
We all say the right thing about safety
being our number one priority. How many of us have a record which backs up our
lofty words with results?
1999
- 900 Employees with 300 workers compensation claims
Implemented
Proactive Prevention™ Program
2007 - 1500 Employees with less than 70 workers
compensation claims
If the same injury rate existed, the number of
injuries last year would have been in excess of 500.
That's over
430 injuries that did not happen.
That's over 430 people that went home to
their families intact.
That's over 430 workers compensation claims not
filed.
That's over 430 employees that could work the next day.
JK SUCCESS ENTERPRISES™
Jb.jksuccess@yahoo.com
(502)
262-3300
1012 Mullins Lane
Louisville, KY 40245
All Content © Copyright | |
