How do you train and support your managers and supervisors to handle union issues effectively?

1 Know your rights and obligations

The first step to handle union issues effectively is to know your rights and obligations as an employer under the relevant labor laws and regulations. You should familiarize yourself with the National Labor Relations Act (NLRA), which protects the rights of employees to organize, bargain collectively, and engage in other concerted activities. You should also be aware of the rules and procedures of the National Labor Relations Board (NLRB), which administers and enforces the NLRA. You should consult with your legal counsel or human resources department if you have any questions or concerns about your compliance with the law.

2 Communicate openly and honestly

The second step to handle union issues effectively is to communicate openly and honestly with your employees, managers, and supervisors. You should establish a regular and transparent communication channel to share information, address concerns, and solicit feedback. You should also listen actively and respectfully to your employees' views and opinions, and acknowledge their contributions and achievements. You should avoid making threats, promises, or interrogations that may interfere with your employees' rights to organize or bargain collectively. You should also avoid spreading misinformation or rumors that may undermine your credibility or trust.

3 Educate and empower your managers and supervisors

The third step to handle union issues effectively is to educate and empower your managers and supervisors to act as positive role models and leaders. You should provide them with adequate training and resources on how to handle union issues in a lawful, ethical, and professional manner. You should also encourage them to develop and maintain good rapport with their subordinates, peers, and superiors. You should support them in resolving conflicts, addressing performance issues, and providing feedback and recognition. You should also empower them to make decisions and take actions that are consistent with your organizational goals and values.

4 Negotiate in good faith

The fourth step to handle union issues effectively is to negotiate in good faith with the union representatives if your employees are represented by a union or choose to form one. You should respect the union's role and authority as the exclusive bargaining agent for your employees. You should also cooperate and collaborate with the union to reach a mutually beneficial agreement that covers wages, benefits, working conditions, and other terms and conditions of employment. You should avoid bargaining in bad faith, such as refusing to meet, delaying the process, or imposing unreasonable demands or conditions.

5 Handle grievances and disputes promptly and fairly

The fifth step to handle union issues effectively is to handle grievances and disputes promptly and fairly. You should establish and follow a clear and fair grievance procedure that allows your employees to raise and resolve their complaints or concerns. You should also respect the union's right to file and process grievances on behalf of your employees. You should respond to grievances in a timely, courteous, and constructive manner. You should also seek to resolve disputes through dialogue, mediation, or arbitration, rather than resorting to litigation or retaliation.

6 Prepare and respond to strikes or lockouts

The sixth step to handle union issues effectively is to prepare and respond to strikes or lockouts if they occur. You should understand the legal and practical implications of strikes or lockouts, such as the rights and obligations of both parties, the impact on your operations and customers, and the potential risks and liabilities. You should also develop and implement a contingency plan that ensures the continuity and safety of your business and employees. You should also communicate and coordinate with your managers, supervisors, employees, customers, suppliers, and other stakeholders. You should also seek to end the strike or lockout as soon as possible by resuming negotiations and reaching a settlement.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?