10.8 Human Resources in Union Workplaces
Human Resources challenges are continually changing and evolving while working within a union setting. Unions and HR departments need to work together in many ways. In most cases, labour union representatives represent the union, and HR represents the company. This does not mean they are in conflict. They work together to find the best possible outcome for the people they represent.
LABOUR AND EMPLOYEE RELATIONS STRATEGIES COMPETENCY
- Evaluate the risks associated with alternative labour and employee relations strategies.
- Evaluate the costs associated with alternative labour and employee relations strategies.
- Evaluate the benefits associated with alternative labour and employee relations strategies.
- Formulate alternative labour and employee relations strategies to achieve business objectives.
- Analyze the overall strengths and weaknesses of alternative labour and employee relations strategies.
- Recommend optimal labour and employee relations strategies.
Source: HRPA Professional Competency Framework (2014), pg. 16. © HRPA, all rights reserved.
Bargaining
The HR department takes on the responsibility of bridging the gap between opposing parties during negotiations. In cases where negotiations become confrontational, HR can facilitate a shift towards mutual-interest bargaining. They can offer conflict resolution and problem-solving training to both parties, and help them understand each other’s policy perspectives. Furthermore, HR can highlight the importance of collaboration by demonstrating how each party’s success is dependent on the other. For instance, they may emphasize how maintaining a healthy work-life balance leads to increased productivity, or how comprehensive healthcare benefits can reduce absenteeism.
Grievances
Once the collective agreement is signed and implemented, there will be grievances. HR has the opportunity to deal with labour relations in ways that benefit both the employee and the company. Often the first step is to offer training for the union stewards (who represent the union employees), and their supervisors. Everyone, then, has the knowledge and tools to try to avoid grievances in the first place. When, there are grievances, HR can help to find solutions that takes care of the needs of both parties.
Communication and Collaboration
Communication is critical to labour relations. HR can work to facilitate good collaboration and cooperation between union and management. If there is conflict between the parties, HR can play a key role to ensure there is good communication between the parties, and offer solutions on how the conflict can be resolved. HR can organize regular meetings between union and management to offer guidance to each party.
Human Resources and unions have an active relationship. The two sides need to work together to find common goals and ground. At this same, they may have conflicting interests. HR represents managements interests and plays an integral role in defining and maintaining a collaborative relationship with unions. Management, including HR, must realize unions are in place for a reason. HR ought to actively engage union leaders and members to form collaborative partnerships. HR can also facilitate the development of collaboration between unions and management. An example is host regular meetings with union leaders to discuss concerns and issues. From a management perspective, HR can with with management to read and understand the collective agreements. They could offer training to supervisors on “how to” work with unions. HR develops formal and informal grievance procedures. When these are adhered to, this can strengthen the relationships between management and unions.
Collaborative Work Environment Competencies
- Seek opportunities for collaboration between the employer and employees.
- Seek opportunities for collaboration between management and unions and other representative groups.
- Encourage open and clear dialogue between management and employees/unions.
- Focus collaboration between management and employees/unions on the end goal of a productive and engaged workforce.
- Champion respectful communication in all interactions between the employer and employees.
Source: HRPA Professional Competency Framework (2014), pg. 15. © HRPA, all rights reserved.
Common Goals
HR can help union and management to find common goals which leads to cooperation. This benefits both sides.
Think!
Research and list 5 skills you believe HR Specialists ought to possess to be good at their job in a union setting.
