What are some of the challenges in managing unionized employees?
The challenge that a labor union poses for HR management is the grievance processes that are in place by virtue of the collective bargaining agreement. Labor union contracts contain specific guidelines for HR management and union leadership in handling employee complaints and issues about working conditions.
Can managers have a union?
Managers and supervisors are also not protected by the NLRA, and cannot join unions or be part of the bargaining unit. These employees are considered to be part of a company’s management rather than its labor force. The decision is widely expected to exclude more employees from union membership.
Can a manager manage employees in a unionized environment?
Most supervisors and managers do not know their rights and do not have the skills to manage these issues when they arise. They start to feel that they are at the mercy of their union and become disillusioned and frustrated. Ironically, most progressive Unions also want better management.
What’s the best way to manage a union?
Boiling their performance management down to an annual review meeting where staff are rated on a standard form is a mistake that unions, as well as many other organizations, repeatedly make. A much more effective alternative is developing a culture of continuous feedback — both positive and corrective.
When do managers have interaction with union reps?
Often, the only interaction managers have with union reps is when something is going wrong. When a relationship is built solely on dealing with stressful, difficult situations, it’s no wonder there can be friction.
Why are management and Union relations so contentious?
One reason union-management relations can be contentious is that it’s hard to get everyone to agree on what’s best for workers. Several of the roundtable participants described how their companies have used engagement efforts as opportunities to find new ways to let their employees speak for themselves.
Most supervisors and managers do not know their rights and do not have the skills to manage these issues when they arise. They start to feel that they are at the mercy of their union and become disillusioned and frustrated. Ironically, most progressive Unions also want better management.
Experience teaches that managing in a unionized setting is not all that daunting if you can follow ten simple rules. Tell the truth. Never squander your credibility. Trust is one of the most important factors in union-management relations. Deals cannot get done without trust – and trust requires honesty.
One reason union-management relations can be contentious is that it’s hard to get everyone to agree on what’s best for workers. Several of the roundtable participants described how their companies have used engagement efforts as opportunities to find new ways to let their employees speak for themselves.
Is the management of a Union a function?
Management is a function, as well as a class of people. In this article, network member Ken Margolies discusses the management function within unions. It’s a subject he knows pretty well, having written a thesis about it. However, despite some great work by Ken and others, we are still a long way from a union theory of management.