Working with Unions from an HR perspective

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Working with Unions

February 2013


Working with Unions

Presentation Summary:

Tips

Union Roles

Union Contract

Strong and Positive Communication


Working with Unions

Union Workforce = Added Labor

Be Ready to Listen

Find Ways to Engage All in Your Efforts

Stand Behind Your Supervisors and Managers

Work to Avoid Grievances

Give and Earn Respect

Meet Organizational Goals...as a Team



Anyone that works in a Union Environment - must know and expect that this environment comes with create extra work.

Such extra work will include - documentation of events, participating in Union / Grievance Meetings, taking time to cover absences of Union Officials, and the daily time devoted to listening to various Shop Employees on various Union Issues.

There is no denying that there will be additional work- but if you are able to adapt to and engage the Union in your efforts - you will end up with a dynamic workforce.



In fostering a working relationship with a Union - there needs to be a “give and take” mentality - you must support each others efforts to be successful.

In addition, you must be able to identify the “battles” that you can either win or need to win.

Issues where there are strong differences - will take much more of your time to address and resolve.

You must be able to determine in the early stages – which issues are worth your time and effort.

You will spend much time working with the Union about a variety of topics.


Union Workforce = Added Effort

Skills / Traits that can greatly aide Your Efforts -

•Have Patience...and lots of it.

•Be a Good Listener.

•Treat everyone fairly – and Expect the Same.

•Do not lose focus on the Job at hand.

•Be able to clearly Communicate your Message.

•Involve / Engage Your People in Your Efforts.

•Be well Organized and able to Multi-Task too.


Be Ready to ListenWhen working in a Union Environment – it will be

commonplace for you to be stopped often - so that someone can convey an issue or problem to you.

Things that you will hear will normally include issues or work practices that are in conflict with the Union Contract.

You will also hear of various People related issues that exist often between a Supervisor and a Union Employee such as – disciplinary actions, performance concerns , work procedure conflicts, and communication breakdowns.


Be Ready to ListenOne of the worse things you can do as a Supervisor

or Manager – is to not have time for your People.o This includes being too busy for them, oro Not maintaining an open door policy, oro Not getting back to your People as you promised

When your People need to convey a concern to you or to simply ask you a question – you must be able to find time to hear them.

Such does not have to happen the instant that they stop you – but at an appropriate time shortly after they raised their concern to you.


Be Ready to ListenActions that You can take in this regard include –

Listen clearly and without a preconceived stance.

If the concern / issue is outside of your responsibility – advise them whom they should speak to regarding.

If you disagree with what has been said or choose not to take action on – provide them your reasons why.

If you are not able to provide an immediate answer or action to the concern raised – respond that you will look into and provide a time when you will get back to them.

Upon raising a concern to you – turn it around and ask them how they would propose to answer or act on their issue.


Professionalism is KeyOne fact when working with Union Employees - is that

there will be some in the workforce that will “test” you.

By this I mean that they will try to find your breaking point - so that they can use somehow against you at a later date / on another issue.

You must do your best to show your People – that you can handle pressure, difficult situations, various people problems, etc.

Whether you work with Union or Non-Union Employees – if you are working in a high paced / high stressed environment – there will be those Employees that will test you…and you need to be prepared to deal with it.


Professionalism is KeyTraits and Actions that can help you in this regard –

Whatever is said or happens – Keep Your Cool!

Don’t react irrationally or without thinking –

o Attempt to gather all of the facts first before deciding / reacting to a situation or issue.

o Talk to numerous people to confirm your belief – including both Management and Union Employees.

Be consistent with your actions and your message.

Walk Your Talk – i.e., if you say something then do it!

Be an example to your People – of the person that you would like them to be.


Find Ways to Engage All in Your Efforts

One of the most important ways to be a successful Supervisor or Manager – is to engage all and bring all into the effort.

By this, you are reaching out to all and finding ways in which they become an extension of yourself –

o By getting them to believe in what you are doing.

o And wanting to accomplish it as much as you do.

Such actions on your part cannot be done all at once – you will have to work hard at it over a period of time.


Find Ways to Engage All in Your EffortsTo be successful with Your Efforts, all must –

•Understand your goals and positions - and what you are trying to accomplish.

•See that you are sincere and believe in your efforts.

•Recognize that your efforts / Union efforts - will not only benefit the Company – but them as well.

•Know that all are an integral part of your efforts – and understand the role that you expect them to play.

•Hear you communicate the above clearly, consistently, and frequently - with all members of your work group.


Work with Your Supervisors/ManagersSuggestions for Managers to use –

Always set clear direction and communicate well with supervisors and managers.

Never assume that they know what you are thinking or that they know your particular stance on addressing Union issues.

When they have a Union Issue – meet with them to discuss a course of action.

Work with your Supervisors/Managers so that both of you are on the same page when it comes to dealing with Union Issues.


Work with Your Supervisors/Managers

Suggestions for Supervisors to use –

Start with a Goal to work issues out with Union Personnel – do what you can to address them at their start.

Document your issues or events with the Union – you may need to refer to them later on.

Use others as a sounding board for your efforts including – other Supervisors / Managers, Directors, and even the Union itself (i.e., those that you have a relationship with).

When conflicts occur, remember any eyewitness to an event – and/or ask for another person to be present for any meeting to discuss.


Working to Avoid GrievancesGrievances – are a fact of life when working in a Union

Environment – and one that most everyone must get use to.

Such are mechanisms that Union Personnel will use to address and correct conflicts / differences between the Union Contract – and various issues, people, actions, etc.

It should the goal of all to attempt to resolve conflicts and differences before a Grievance is filed.

Such action requires hard work and the establishment of a working relationship in order to attain this Goal.

But if you are able to attain this Goal and resolve such differences before they become Grievances – not only will you save yourself time – but Union Officials and Union Personnel will strive to resolve without formal arbitration.


Working to Avoid Grievances

Maintain open communication on such issues – talk about related issues freely and solicit input on how to resolve from various People involved.

If a specific Individual is identified that needs action(s) to address performance – the Manager involved should prepare for such work by recording details on why.

Upon the identification of a need – the Manager should talk to the Individual and ask what is either preventing them from achieving – or what supports are needed improved performance.

Such action should start prior to implementing any disciplinary actions – in order to give the Individual a chance to correct or improve his / her Performance.


Working to Avoid GrievancesActions that I found useful in avoiding Grievances (con’t) –

When holding such discussions to identify what is lacking or preventing – make sure to set Target Dates on what Actions need to be completed by when – and note accordingly.

Display a willingness to help your People – others will take note and support you in your efforts.

Be receptive to ideas and suggestions from your People – don’t take the path that “Your Way is the Only Way.”


Working to Avoid GrievancesActions that I found useful in avoiding Grievances (con’t) -

When a formal meeting is necessary to discuss the issues – hold them away from the workplace to limit disruptions.o Ensure that the Union Member involved – has the appropriate

Union Representation.o Communications at such meetings must be open and civil.o Both sides should be able to communicate their position on the

subject matter including – Why the issue exists, and How they propose to resolve the issue.

o If the parties involved become too heated – the meeting should be stopped to allow those involved to collect themselves.

o Set assignments to include who is responsible for and when.o Manager or Supervisor should record meeting notes for future

reference.


Working to Avoid Grievances Upon taking the above actions – make sure to keep the activity and effort alive in order to achieve improvement.

Follow-up is essential – to ensure that the agreed upon Actions are being taken and completed by their Due Date.

When performing Follow-up Actions – be open for and ready to make Adjustments as needed.

When Improvement is realized / achieved – recognize the Individual for attaining – and encourage further gains.

Make sure that you are doing all of the above with the knowledge and support of the Manager and other key HR members.


Giving and Earning RespectOne of my strong beliefs in being successful in the working

world – is that in order to gain Respect – you first must give Respect…and treat others the way you would like to be treated.

In a Union Environment – it is common place that one or more Union Officials are hard to work with and may wear their Union Support on their sleeves.

But you must recognize that they are elected Officials that are responsible for representing their Union Body.

Therefore, you must give them the respect of the Office or Position that they are serving as.

And as mentioned, establishing and maintaining a working Union Relationship is that of a “give and take” mentality.


Giving and Earning Respect

Don’t Look the Other Way – If you have an issue of any kind deal with it.

Be Consistent with Your Efforts – Say the same message, perform the same actions, etc. – no matter who your audience is or what conditions exist at the time.

Live Up to Your Promises – If you promise your People something – than make sure that you carry through with it. By not doing so, you will be looked as one that carries and provides empty promises.


Giving and Earning Respect

Treat Everyone Fairly – It is critical for you to treat your all fairly. This includes actions from disciplinary in nature to that of praise.o This applies to all of your People – including your “stars”

and those that you have a good relationship with.

Walk Your Talk – One of the most important means of both giving and earning Respect – is to say what you do and do what you say.


Meeting Organizational Goals…as a Team

An Organization’s success is based upon its People or Departments / Units working as a Team.

In a Union Environment – an organization cannot be successful unless it has the support and workings of its Union.

If such is not the case – you can rest assured that your efforts will meet with resistance, take much longer to accomplish, and fall far short of your goals and expectations.



Maintain Open Communications with the Union – and especially

with Union Officials.

o Be upfront with your Communications such as – why the effort is

needed, what it will do for the Shop, or what impact could it have on

your People.

When issues that come up that will require a joint and sustained

effort in order to achieve – clue the Union in as early as you can

and solicit their recommendations.

o By engaging them as a part of the effort – it will help promote Union

Personnel buy-in and support.



Respond to Union Issues and Concerns in a timely manner.o Doing so will show them that you care about their welfare

and their interests.o And shows them that you listen to them.

Clearly communicate your Goals and Objectives of the organization.o Talk about them often and explain your results.o Post on communication boards for all to read.o It is much easier for them to react and improve if they are

given current results data.

Follow-up on issues and concerns that are raised by the Union – make sure that action(s) is being taken to address.



When holding Management / Union Official Meetings –o Set the theme and direction of the meeting as “Working Together.”

o Management should always provide a Performance Status update – including overall and departmental.

o If complaints or concerns are raised – only accept if they include specifics regarding (i.e., who, what, when, why) – so that corrective action(s) can be applied to the specific problem as soon as possible.

o Do not tolerate the raising and discussing of “old laundry” – the focus and push must be how to improve for the future…together.

o Encourage and expect that Union Issues or Concerns be raised upon happening and not saved for such meetings. Working on issues in their early stages are much easier to solve then

those that are left to fester, grow, and alienate People.

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Working with Unions - ConclusionAsk for help when you need it.

Learn about working with Unions.

Join causes or issues that involve the Union, so that you can become a better ally.

Find a way to work with the Union.

Unless you do, you will have challenges with personal efforts , your professional role and your inter departmental collaborations involving the Union concerns.

Working with Unions from an HR perspective

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Transcript of Working with Unions from an HR perspective