And also, it would be esential to consider the policy and management syle of your boss towards management-union relations.
Are you having cordial relationship with the union or you have fights everyday?
You may please give some briefing about the management structure, union structure, your company's present style of handling the union, frequency of negotiations with the union, etc.
You may also read your HR dept. files to know how the management - union relation has evolved in your company?
Do you have single union or multiple union?
Is it a regsitered union?
Is it a recognised union?
How long it is into existence in your company?
Has your management signed any agreements with the union so far? How many? Are they related to wages / bonus only or something else like productivity agreements also form part of it?
What is the policy of your top management towards interactions with the union in matters other than wage or bonus agreements? Do they expect open door policy from HR so that the union people can barge in anytime they want and talk to your GM or to you? Or, is it a structured system, wherein they need to raise the grievance as per the procedure and you react after considering all the aspects invloved?
I will ceratinly share with you some ideas about managing the union.
But, it would not be appropriate to give you some solution without knowing your company's union background. The mechanisms vary depending upon various aspects involved.
Hope you understand.
Govardhan