Most organizations work directly with their employees because it gives them the freedom to freely discuss payment terms, working hours, benefits, among others. However, when a labor union steps into the picture, hr support on union avoidance becomes futile. You may also find it challenging to perform specific tasks directly affecting the employees.
The federal law does not require employers to discriminate against workers in unions. So, it is up to the hr department to create employee relations, especially if the organization has unionized and ununionized employees.
This is an effort that an hr manager needs to put in place to get along with the employees. Good relationship in the organization retains employees and increases productivity. Hr and unions’ relationship should be tremendous and communicate effectively. It would be best if you hold a joint training session for your workers. Employees will understand how the day to day operations are hence minimized grievances.
When working with unionized employees, you must come up with clear organization policies and regulations. These regulations should mainly focus on essential matters, such as negotiations and termination. Set what you expect of your employees and offer a platform to voice their views and feedback.
Employees have a right to join any labor union of their choice regardless of their employer’s views on the labor union. The employer must not try to prevent or delay employee & labor relations processes. You must also not discourage them from continuing to be in the trade unions.
Working with a labor union can beneficial and frustrating to the organization. HR managers need to satisfy employees’ needs to yield high productivity. In case of any arising issues, you must report to the trade union whose duty is to ensure employees fulfill their end of the bargain. Do not let a labor union control how you run your business. Know your rights and when to draw the line.
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