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How can you effectively manage employee relations during a union election?

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A union election can be a challenging time for any organization, as it may affect the morale, productivity, and loyalty of employees. As an HR consultant, you can help your clients navigate this process by providing them with guidance and support on how to effectively manage employee relations during a union election. Here are some tips to consider.

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Binayak Mitra

Driving Business Excellence through People - The Gemba HR Way

1 Understand the legal framework

Before you advise your clients on how to handle a union election, you need to familiarize yourself with the relevant labor laws and regulations in your jurisdiction. These may vary depending on the industry, sector, and size of the organization. You also need to understand the rights and obligations of both employers and employees during a union election, such as the rules on communication, access, and representation. By knowing the legal framework, you can help your clients avoid any violations or complaints that could jeopardize their reputation or outcome.

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Saikat Ghosh, SHRM-CP

People, Culture & Wellbeing Enthusiast | HRBP | EDPHRM, XLRI | Ex-Manager, Punjab National Bank (e-UBI)
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a) Familiarize with national labour laws and regulations to ensure compliance. b) Recognize the rights of employees to organize and the extent of permissible employer involvement. c) Stay updated with recent legal precedents that might affect the union election process. d) Consult with a labor law expert to navigate complex legal scenarios. Example: A company must not engage in 'unfair labor practices' as defined by the National Labor Relations Act in the United States, such as interfering with the formation or administration of any labor organization.

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2 Communicate openly and respectfully

One of the most important aspects of managing employee relations during a union election is communication. You can help your clients develop and implement a communication strategy that is clear, consistent, and respectful. This means addressing the reasons and benefits of maintaining a direct relationship with employees, as well as acknowledging and responding to their concerns and questions. You can also advise your clients on how to use different channels and formats to communicate effectively, such as emails, meetings, newsletters, or videos. The goal is to foster a dialogue that is honest, transparent, and constructive.

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3 Educate and empower managers

Another key factor in managing employee relations during a union election is the role of managers. You can help your clients train and equip their managers with the skills and knowledge they need to handle the situation. This includes educating them on the legal framework, the communication strategy, and the best practices for dealing with employee inquiries or issues. You can also empower them to act as positive role models and ambassadors for the organization, by demonstrating their commitment, engagement, and respect for employees. By doing so, you can help your clients build trust and credibility with their staff.

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April Evans MBA, MHRM

HR and Business Operations Strategist | Aligning HR with Business Objectives | Compliance Specialist
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Although HR professionals exist within organizations for a specific reason, in order to best assist employees, HR should be collaborative with managers when working through issues. HR should act as a strategic partner, not necessarily handling items on their own or simply passing things to a manager - instead coming together and educating on current trends, legal requirements/updates, or best practice in handling situations that may come up. HR representatives should be able to thoroughly explain HR topics, policies, and practices in simple terms that are easy for people at all levels to understand. Creating an environment where the best solution can be enforced (for all parties). This reinforces trust and confidence with staff.

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4 Monitor and address the climate

Finally, you can help your clients monitor and address the climate and culture of the organization during a union election. This means keeping track of the feedback, opinions, and sentiments of employees, as well as identifying and resolving any conflicts or problems that may arise. You can also help your clients assess and improve the employee experience, by ensuring that they provide fair and competitive compensation, benefits, and recognition, as well as opportunities for growth, development, and participation. By doing so, you can help your clients enhance employee satisfaction and retention .

A union election can be a stressful and uncertain time for both employers and employees. However, by following these tips, you can help your clients effectively manage employee relations during a union election and maintain a positive and productive work environment.

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Binayak Mitra

Driving Business Excellence through People - The Gemba HR Way
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Typically during union elections both parties and their supporters will do some form of canvassing and there are chances of friction and show down among members. The management or any member of the management, however junior, cannot take sides. They should be aware that any action can be twisted to suit the unions' narrative where a member of the management staff can be blamed to justify the union's actions. Verbal altercations, violence in extreme cases can be part of this unpleasantness and managers and staff members needs to be sensitized for these possibilities and instructed to stay away and escalate the issue to HR or Unit leadership instead of getting involved in unpleasant situations.

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5 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?

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How can you effectively manage employee relations during a union election?

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3

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5

1 Understand the legal framework

2 Communicate openly and respectfully

3 Educate and empower managers

4 Monitor and address the climate

5 Here’s what else to consider

HR Consulting

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How can you effectively manage employee relations during a union election?

1

2

3

4

5

1 Understand the legal framework

2 Communicate openly and respectfully

3 Educate and empower managers

4 Monitor and address the climate

5 Here’s what else to consider

HR Consulting

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