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Labor Management; Fire Chiefs in Trouble

Labor Management; Fire Chiefs in Trouble. Pitfalls for Fire Chiefs. Never being wrong/no apologies Refuse to respect labor Not establishing a personal relationship Not taking input prior to decisions Being a “willow in the wind” Talking down to labor. Pitfalls (cont.).

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Labor Management; Fire Chiefs in Trouble

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  1. Labor Management; Fire Chiefs in Trouble

  2. Pitfalls for Fire Chiefs • Never being wrong/no apologies • Refuse to respect labor • Not establishing a personal relationship • Not taking input prior to decisions • Being a “willow in the wind” • Talking down to labor

  3. Pitfalls (cont.) • Not educating labor on issues and the LM process • Not setting ground rules • Getting the “Mad Cow” disease

  4. Starting Well Must establish a good relationship • Establishing trust • Take input and listening • Agreeing on the rules of the game • Establishing personal relationships • Meet on a regular basis

  5. Fixing a Bad Relationship

  6. “Who You Gonna Call?”

  7. The LMI Program • LMI - Labor Management Initiative • Joint Program of the IAFC/IAFF • Started circa 1999 • Can do a lot to establish or fix a relationship between Labor & Management

  8. LMI Benefits • Improves interpersonal communications • Increases involvement and cooperation • Gain an increased focus on the goals that will benefit your organization and its members • Minimizes the number of grievances and other adverse actions • Introduces new ways to work through obstacles to accomplish more for the fire department and the community

  9. Four Day Program • Part I – Educational issues, establishing a relationship and looking for solutions to current challenges • Part II – Shared goals, leadership, relationships & status of accomplished items

  10. Technical Assistance • Two day session for the Chief, President and other designated members of their teams • Two facilitators – one from the IAFC, one from the IAFF • Customized to the issues at hand, assisting with feasible solutions

  11. LMI Conference • Conferences every other year • Next Conference is January 2013 • Encourage bringing both Management and Labor

  12. Miami to Miami-Dade

  13. Miami to Miami-Dade

  14. Look who’s come to visit?

  15. Moving from Miami to Miami-Dade • What I left in the MFD • The Environment I stepped into MDFR • Open contract • Pay Cuts looming – 11% • Terrible Labor Management Relationship • 60+ pending grievances and arbitrations • Low morale

  16. Corrective Actions • Plan of Action • First priority - establish a working relationship with the Local • Negotiate a Labor Agreement • Pull our management team together • Steps to improve morale • The first two helped • Establish relationships and communication • Push our principles – professionalism, work ethic, pride

  17. Corrective Actions (cont.) • Re-establish LM meetings • Put together a great staff for top management • Ensure new Officers receive training • Change the disciplinary philosophy and procedures

  18. Most Recent Issue • Facebook post by MDFR Captain concerning the Tryvon Martin issue

  19. The End

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