Friedson A S
Employee Relat Law J. 1983 Spring;8(4):648-69.
Employee attitude surveys are becoming an increasingly popular tool for employers. A host of legal implications, such as the circumstances under which they can be used, what they can ask, and whether or not they are a subject of mandatory bargaining, arise when surveys are conducted by companies that have an incumbent union or by companies that are involved in union-organizing campaigns. The following article describes the survey process, outlines some of the inherent advantages and pitfalls, and examines the legal questions raised when surveys are used by nonunion employers, by employers with incumbent unions, and by employers who are involved in union-organizing-campaigns. It concludes with recommendations for employers that undertake attitude surveys.
员工态度调查正日益成为雇主们常用的工具。当有在职工会的公司或参与工会组织活动的公司进行调查时，会产生一系列法律问题，比如调查可在何种情况下使用、可以询问哪些内容以及它们是否属于强制性谈判的主题。以下文章描述了调查过程，概述了一些内在的优点和陷阱，并探讨了非工会雇主、有在职工会的雇主以及参与工会组织活动的雇主使用调查时所引发的法律问题。文章最后为进行态度调查的雇主提出了建议。
