Loading in 2 Seconds...
Loading in 2 Seconds...
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
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Or…I Wish Someone Had Told Me This
On My First Day On The Job
It’s not a one – sided document.
Bargained by 2 parties.
Binding, enforceable contract
Sometimes, the company can grieve!
Hire, fire, discipline
Determine # of EEs
Work methods & location
Hours of operation
Generally to manage the business
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
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
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
Bargaining unit members
Head office management
Labour Relations Board
Duty of fair representation under the labour relations legislation
Does the relationship matter?
Does the employee’s position on an issue reflect how they feel about the issue…or about you…or both?
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
If you bring an item to the bargaining table that is a management right, you’re asking for confirmation that 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
Beth Worthington Lynn Keays
Director, HR VP, HR and LR