How do you manage a union staff?
Here are 10 Best Practices for Managing Union Employees
- Build a Good Relationship with the Union Steward.
- Use Your Authority to Manage.
- Manage Poor Performance.
- Deal with Poor Performance Behaviors.
- Be Fair to Your Employees.
- Always Admit Your Mistakes.
- Build Sustainable Trust.
- Make Yourself Available Everyday.
What’s the role of a supervisor in a union?
The Role of Supervisors in Employee Unions Supervisors play a central role in labor relations as the link between management and employees.’ An employer communicates with, directs, and monitors the work of rank and file employees through its super-visors and often entrusts to them the resolution of employee grievances.
When do you need a union representative in a meeting?
Applying the first requirement, the employer’s statement of intention is controlling. When an employee is called in for a meeting without a union representative, the employee should ask whether it is about anything that could possibly lead to discipline.
Can a supervisor threaten an employee with a union?
Don’t threaten. You can’t threaten employees with loss of jobs or reduction of income or benefits if the union gets in. You are free to give them your own opinions on the union and to tell them that they have a right to present their anti-union views to their co-workers.
Do you question an employee about the Union?
Do not question (even when you are off company premises) an employee’s spouse, relative, neighbor, friend, or co-worker as to whether the employee is for or against the union.
The Role of Supervisors in Employee Unions Supervisors play a central role in labor relations as the link between management and employees.’ An employer communicates with, directs, and monitors the work of rank and file employees through its super-visors and often entrusts to them the resolution of employee grievances.
Applying the first requirement, the employer’s statement of intention is controlling. When an employee is called in for a meeting without a union representative, the employee should ask whether it is about anything that could possibly lead to discipline.
Don’t threaten. You can’t threaten employees with loss of jobs or reduction of income or benefits if the union gets in. You are free to give them your own opinions on the union and to tell them that they have a right to present their anti-union views to their co-workers.
Which is an example of surveillance at a union meeting?
Examples of surveillance include: taking pictures of employees going into a union meeting, telling employees that others have said that they are union supporters, or listening in on employee conversations and taking notes. Management should never attend a union meeting, even if you are invited!