“The 9 BE’s of the CIR” (formerly 7)

B. DAVID ROBERTS  Southern Regional Executive Director  20 years experience on the CIR  Plays a lead roll for NECA on Panel Two at the May session.

“BE” INVOLVED!  Don’t “BE” leaving Chuck Kelly and Bill Triplett alone with the agenda of the Labor Relations Conference  Don’t “BE” allowing them to pick your presentation title.  And surely don’t “BE” letting them to publish the agenda without one last look to confirm it’s contents (and your presentation title).  Or you’ll “BE” ending up with a presentation called the “7 BE’s of the CIR”.

“The 7 BE’s of the CIR”  How to BE READY for your next visit to the Council on Industrial Relations.

BE PREPARED Get the administrative stuff right:  All required paperwork submitted on time: post marked on or before the 1 st of the month.  Signed submission form and 22 copies of the agreement and brief (if filed).  Make certain ALL of your issues are on the submission form.  Remember: unilateral submissions require a timely letter of invitation to the other party.  Rebuttal brief.

BE PREPARED (con’t) BE an expert on your case and know:  Your agreement.  Your history (bargaining and practice).  The people involved.  The competition.  The economy.  Area settlements (yours and others).

BE PREPARED (con’t) Know:  Your market (what is it’s makeup?).  Your market share and organizing.  “Off the record” offers.  BE prepared for questions in each of these areas. “I don’t know” is not a helpful answer.  Have an Interim Committee meeting.  To argue the “arbitrability” of your case.

BE COMPLETE You can be confident that the CIR members are industry veterans, but…  Don’t assume they know how business is done in your area.  Look at your brief and presentation with the eyes of an outsider.  “Bad” decisions may be traced to assumptions or missing information.

BE COMPLETE (con’t)  Are all items in your offer contingent upon the acceptance of a “package” proposal?  Is your wage offer on the JW rate or is it a “total package” offer (including the “roll ups”)?  Why are you requesting the change in language?

BE COMPLETE (con’t)  However, refrain from including unnecessary information that can distract or confuse the Council.  Remember that the six management members of Council are predisposed to your position, so try and gear your briefs and presentation to persuade the union members.

BE COMPLETE (but… ) Be brief:  Concise and organized  No longer than necessary and as short as possible.  If you can’t hold it with a staple, perhaps it’s too long.

BE SPECIFIC Tell the Council exactly what you want in your negotiations:  Dollars and cents (% of what, when, how long?).  Want new language, write it (better you than “them” writing it for you).  Yes or no.  Settle or withdraw “throw away” items before coming to Council.  Un-ratified local settlement (recommended?).

BE SPECIFIC (con’t) Grievances:  Violation or no violation.  Why or why not (history, practice or other proof?)  Parties involved.  Your requested remedy.

BE OBSERVANT  Pay attention to the unions brief.  Listen closely to their oral presentation and rebuttal.  Do not let incorrect statements go unchallenged. “Silence is assent”.  Watch and listen closely to the questions and answers to get a read on the “thinking” of the CIR panel.

BE PROFESSIONAL  Address the Council Members as “Mr.” even if you are old friends.  Stay on point and don’t ramble.  Leave out the “dirty laundry”, unless it bears directly on your case.  Watch your body language.  Name calling, swearing, sarcasm, insults and etc, make you look like the problem.

BE REALISTIC  The CIR was created to prevent strikes.  It’s purpose is not to punish one side or the other.  Give the Council something to work with.  Have reasonable expectations.  Settle at home, if possible.

BE(ing) FINISHED  This is a very important function of your industry.  The CIR web site is:  Current and past CIR members.

QUESTIONS?