노조/무노조 부문 병행전략의 성격과 의미

The purpose of this study is to examine the features of the double-breasted strategy which have both unionized and non-unionized plants, based on a case study of the Valero Energy Corporation, the largest U.S. independent refinery company. The two research questions here are analyzed, 1) what the success factors of the double-breasted strategy adopted by the company are and 2) whether union substitution approach differs clearly from union suppression approach in that case. The adoption of the double-breasted strategy was an incontestable success to the company, in terms of the three criteria, blockage of unionization proliferation, maintenance of low union density and minimization of strike damage. It is shown that the success factors of union substitution approach in Valero are such as salary level around average of industry and the best level of fringe benefits in the industry, no lay-off policy and no outsourcing policy of HRM, manpower policy emphasizing corporate culture and teamwork, effective communication between company and individual employees, well-functioned ADR system, very selective M&A, vertical/horizontal firewall against union organizing drive, professional services from various consulting firms, and so on. As the economic situation around Valero from 2008 had become worse, many measures, which are regarded as union suppression approach, were also implemented, such as lay-off, pre-emptive sellout of plants with higher union density, outsourcing jobs held by union members, unfair labor practice regarding positive employee conduct, massive ‘vote No’ campaign, cautious employee selection, ValPAC, and so on. It is found that Valero, which had pursued the union substitution approach, also adopted the union suppression approach in parallel. In addition, it is inevitable to examine various aspects of labor relations in detail, in order to understand the real features of union avoidance strategy fully, as well as to pay attention to the characteristics of human resource management system. Also the result implies that Valero’s double-breasted strategy and union avoidance strategy is closely interwoven with the conservative political climate in Texas, the Right-to-Work Act system, local sentiments, regional infra-structures supporting non-unionism industry as well as the internal human resource management and labor relations mechanisms.