Hennig Union Policy

At Hennig, our strongest asset has always been the direct, two-way conversation between each of you and our leadership team. We hear your ideas, address your concerns, and adapt quickly—without a third party standing between us. Because we believe deeply in preserving every individual’s voice and immediacy, we believe there is no need for a union here, and that unionization could negatively impact our ability to work directly with each other as one team. Instead, we hope to preserve our open-door policy and tailored support to ensure you get the individual attention, flexibility, and growth opportunities you deserve—faster and more personally than any blanket contract could provide.

The Risks of Unionizing

Loss of Your Individual Voice

Third-party negotiations where an outsider speaks for you and makes decisions for you.

A union bargaining unit speaks for everyone in one package, which can dilute individual concerns and priorities.

One-size-fits-all contracts: Blanket policies and processes could limit our ability to adapt roles, responsibilities, and rewards to the unique needs of talented individuals.

Increased Costs with Less Control

Illinois is a closed shop state.  You will be forced to pay mandatory union dues & fees, whether you want to or not.

Unions in Illinois require regular dues that you must pay regardless of how effectively the union represents you. Those dollars go toward union administration, wages for the union’s staff, and political activities over which you have limited oversight.  The law in this state allows unions to force you to give them your money, and you have no say in how the union spends your money.

Restricted budget flexibility: Nobody knows what could happen in collective bargaining, but our experience shows that union contract wage scales and benefit requirements could limit our ability to invest in the specific areas you value most—whether that’s new technology, professional development, or team-based rewards.

Less Agility, Fewer Opportunities

Rigid work rules: Nobody knows what could happen in collective bargaining, but union contracts often introduce strict job classifications and seniority-based rules, which can slow decision-making and hinder your ability to take on new challenges or explore cross-functional projects.

Slower reward paths: Merit and performance recognition might become constrained by contract terms, reducing our ability to offer timely bonuses, promotions, or unique incentives that match your individual achievements.

Our Commitment to You

Open-Door Policy: We continue to welcome your ideas, concerns, and feedback—anytime, directly to your manager or through anonymous channels.  We don’t believe you should have to go through a third party union to deal with us.

Continued Open Forums: We have no plans to change our longstanding practice of hosting regular open forums so every voice is heard and every idea is considered.

Tailored Career Growth: We have no plants to change our longstanding practice of working with you one-on-one to craft personal development plans, ensuring you get exactly the support and opportunities you need.

Transparent Communication: We pledge to share company updates, challenges, and successes openly so you always have the context you need.

Frequently Asked Questions