Labor Union and the Supervisor CHAPTER 30 Labor Union and the Supervisor

Content of a typical labor contract: Union recognition Management rights Union security Wages Conditions and hours of work Overtime Vacation Holidays Leaves of Absence Seniority Promotions Terms and conditions of employment Grievance procedures and arbitration

The supervisor’s role in labor relations: Inception of unionization - It is the responsibility of supervisors to contact upper management and the director of human resources as soon as they are aware of union activities - Supervisors must make sure that they operate within the law during union organizing activities Administration of the labor contract - Supervisors give the labor contract meaning and life through their decisions, actions, and behaviors - Supervisors must exercise good judgments when carrying out the labor contract - Supervisors must make sure that grievances are handled in a consistent and logical manner - Supervisors should consult with the human resources department when the interpretation of the contract becomes an issue - Supervisors have the right to make decisions such as taking disciplinary actions against an employee without discussing it with union representatives - The day-to-day issues of contract administration rest with the supervisor and not the union - Supervisors must recognize that the job of the shop steward is legal and carries certain weight

CHAPTER 31 The Supervisor’s Role in adjudicating a Grievance: Be available, listen, and behave in a professional manner Define the problem Obtain facts Be familiar with the contract and consultation Protect the rights of management Make sure that the current decision is consistent with past decisions Be prompt in settling the grievance at the early stage Provide a clear answer to the grievance Document the decision