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Top 10 Things You Should Know About Managing In A Unionized Environment. Or…I Wish Someone Had Told Me This On My First Day On The Job. 10. It’s Our Collective Agreement. It’s not a one – sided document. Bargained by 2 parties. Binding, enforceable contract

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top 10 things you should know about managing in a unionized environment

Top 10 Things You Should Know About Managing In A Unionized Environment

Or…I Wish Someone Had Told Me This

On My First Day On The Job

10 it s our collective agreement
10. It’s Our Collective Agreement

It’s not a one – sided document.

Bargained by 2 parties.

Binding, enforceable contract

Sometimes, the company can grieve!

9 even though the ca is 620 pages long you do have management rights
9. Even though the CA is 620 pages long, you do have management rights.

Hire, fire, discipline

Determine # of EEs

Manage performance

Work methods & location

Equipment used

Hours of operation

Productivity standards

Generally to manage the business

8 they are your employees first
8. They are your employees first.

You hire them

You pay them

You manage them

You see them and talk to them everyday

You discipline them

Don’t leave a void for someone else to fill

7 the union rep is not always right
7. The union rep is not always right.

Sometimes the union rep says no because he/she is trained to

Sometimes the union rep says no because he/she doesn’t know the answer

Sometimes union rep says no because he/she doesn’t trust mgmt

Sometimes union rep says no just because

Take the time to find the right answer – it’s usually not time critical

6 sometimes the union rep is right
6. Sometimes the union rep is right.

Union reps can be smart and knowledgeable.

If he/she knows your business, he/she can be an ally.

If he/she doesn’t know the business, take the time to educate.

Sometimes the right answer is not the legal answer – it’s the answer that makes sense

Union reps see all kinds of management – often they know what works

5 the union rep does answer to a higher power
5. The union rep does answer to a higher power.

Bargaining unit members

Local executive

Head office management

Labour Relations Board

Duty of fair representation under the labour relations legislation

4 it s not personal most of the time
4. It’s not personal…most of the time.

Does the relationship matter?

Does the employee’s position on an issue reflect how they feel about the issue…or about you…or both?

3 if you agree to it once it can come back to haunt you
3. If you agree to it once, it can come back to haunt you.

Past practice

What makes sense in the moment/situation sets precedent that doesn’t always make sense

Do you have to agree on the spot? If so, make it clear –in writing - that it’s one time only, until you can get direction

2 you don t need to bargain it if you can manage it
2. You don’t need to bargain it if you can manage it.

If you bring an item to the bargaining table that is a management right, you’re asking for confirmation that you can do it.

1 if it s not in the ca you can do it
1. If it’s not in the CA, you can do it!

Remember your slice of the pie?

If it’s a right of management, it doesn’t have to be in the collective agreement for you to be able to do it.

Policies, procedures, performance management, discipline attendance management, safety.

Give notice, communicate, educate, implement, monitor…stick to it, be consistent and be fair

thanks and enjoy the rest of your conference

Thanks and enjoy the rest of your conference!

Beth Worthington Lynn Keays

Director, HR VP, HR and LR

Sysco Canada