I have to disagree; I've not noticed union workers to be any more likely to "sluff off" than exempt workers, supervisors, or managers. In my experience, most managers do not know how to document a poorly-performing employee. Or work with one to improve their performance either. Sad in both cases.

I've experienced both having to deal with co-workers who refused to perform even their regular job duties, and having managers who tried to hold me to a different standard than my co-workers and team mates (not a Higher standard, mind you, just a different one). In all cases, these were resolved by appropriate action at the manager and the Human Resources level. I'm very good at documenting the realities of a situation - to the benefit of one manager, and the re-training of another (not sure how much they appreciated it at the time, but probably saved them a lawsuit later in life by nipping it in the bud, so to speak).

Proper documentation will head off most of the "frivolous" lawsuits - and that includes documenting the frustrations of an employees co-workers. Treating all employees with respect and fairness to start with will head off even more.

More companies ought to try that second one; it would save a lot of money in turnover rates - and THOSE carry a hefty price tag.