Dealing with Union "Salting" as a HR Manager
Suppose that you are a Human Resource Manager in a nonunion manufacturing facility. Recently, you have suspected that several job applicants are really union "salts."("Salting" is when union organizers apply for jobs with nonunion firms in hopes of either getting hired and organizing a union or, if not hired, filing charges with the NLRB accusing the firm of discriminating against them because they are pro-union.) You aren't eager to hire professional union organizers to work for you, but you don't want to run afoul of the law either.
What should I do in this situation? Analyze the issue of "salting," and justify your recommendations.