1. Manager’s Training in a Union World
Supervisory Best Practices
Revenue has roughly 630 employees and 80 managers.

2. Management Dilemma
“…People who do well in their positions are the ones who get promoted. Once they receive this promotion, little is done to ensure a successful transition…”

3. Shortcomings of Reality
Responsibility changes
Conducting one’s self
Communication
When
On what
Too much left to chance

4. Poorly executed discipline
Micromanaging
Poorly executed discipline
Hands off management
Poor communication

5. Status Quo
Training

6. Best Attributes
1. Cares about me
2. Listens
3. Values input
4. NOT micro-manager
5. Sets good example
6.Treats everyone fairly
7. …
Worst Attributes
1. Don’t care about me
2. Don’t listen
3. Don’t value input
4. Micro-manager
5. Sets poor example
6. Don’t treat fairly
7. ….

7. Management Training

8. Best Practices Topics Covered in Best Practices:
Help your employees SUCCEED by giving them what they need.
Leadership mentality-what’s best for my TEAM
Balancing communication, productivity, and addressing issues
Setting expectations
Assigning mentors

9. Discipline and Contract
Supervisory notes
What to keep; what to throw
What we would need in case conflict goes to grievance/arbitration
What’s in the contract and what parts are the most crucial for managers to know
-sections relating to Employee Rights
-sections relating to Management Rights
-Employee directing
-Promotion
-Terminations
-Hirings
Step by Step Grievance Process

10. Laws
ADA
EEO FMLA

11. Recruitment What is needed at each step. And why.
We set up time constraints of each step.
Union contract specifies parameters for recruitment for Union positions. We mirror for our non-union members.

12. Generational Diversity
Boomers
Gen X
Millennials
Gen Z

13. New Era Before training (2013) After training (Since 2015)
18 Grievances
4 Arbitrations
3 Human Rights Complaints
After training (Since 2015)
7 Grievances
0 Arbitrations
2 Human Rights Complaints