![]() In other words, the union was saying, "Time to talk." After the election was certified, the union sent a letter requesting the employer recognize and bargain collectively. Pepper and International Brotherhood of Teamsters Local 727 (, Case 13-CA-247183), the union said the employer refused to bargain and contested the Union's certification as the bargaining representative. In the recent case of The American Bottling Company d/b/a Keurig Dr. Often times, employers failed/refused to recognize and bargain with a union as the exclusive collective-bargaining representative of employees after an election was certified. The National Labor Relations Board case file is full of situations in which employers refused to talk to union representatives. However, there are situations in which silence may not be a good strategy – only a costly one. This may be due to lack of awareness or confusion regarding employers rights against unions. There are times when employers refuse to talk to union representatives. Always give clear, honest feedback and listen equally to all employees no matter their role.Don't hold union stewards to a higher standard treat all employees as equals.Never touch an employee during a conversation, even in a friendly manner.Carefully adhere to Human Resources policies and procedures and the union contract.Always have a witness during any discussion involving union-related matters.Never use name-calling or insults because they add nothing to the dialogue and can lead to charges of abuse.Always stay calm and level-headed during any discussion with any employee.Train all leaders on the company's perspective about unions.Train supervisors and managers on all labor laws.Combine this with having knowledgeable and informed leaders, and you should feel comfortable and prepared for talking to union representatives. The guidelines for talking to union representatives are mostly common sense. 10 Basic Guidelines for Talking to Union Representatives It's hard to imagine situations more primed for employer communication mistakes. They feel they are now there as a support system over the life of the union contract. Employees feel empowered believing union stewards will solve their problems. It remains tense once a workforce votes to join a union. When it comes to employers rights against unions, you may wonder what you can and can't say, or how to speak to a representative in the first place. Simply talking to union representatives can be difficult and cause tension. Union organizing campaigns are high-tension events, tempting employers to say things they'll regret later. ![]()
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