Union Dilemma: How Should We Handle Unauthorized Correspondence with Management?

Dear members,

A union has formed recently with a President, Secretary, Joint Secretary, Treasurer, and an outsider as Convener. The Convener is only corresponding with management on the union's letterhead. So far, the union has not authorized his correspondence with management. Now, the Convener has started to correspond on non-union matters with management and also publish the same in the press against the management without the knowledge and consent of the union executive members (as inquired verbally). Usually, the Union's Secretary is authorized to correspond with management.

Members are requested to advise on the following:
1. Whether any reply is required to be given by the management for non-union matters?
2. Whether the Convener can be legally authorized by the union members to correspond with management?
3. What appropriate action can be taken in this matter?
4. Any other relevant information.

Regards,
kadalirao

Dear Mr. Kadali Rao,

At the outset, please write to the President of the Union, narrating the whole story that has unfolded so far. Mark a copy to the Secretary as he is the only authorized individual to communicate on behalf of the union and holds all powers after the President. Kindly request the President to respond positively within the stipulated period of time. Additionally, you can also forward a copy of all your correspondence between the Management and the Union to the Labor Commission and your company lawyer to ensure transparent dealings.

Convener or any Union member does not have the right to discuss or correspond about non-union members. If your management is responding to his statements, it implies that your management is inadvertently encouraging him to create more issues in the near future.

Through your company lawyer, you can issue a notice to the Convener to cease unauthorized discussions/conversations (which are not within his purview) with the management. Failure to comply may lead to further consequences in the court of law. Seek guidance from the Labor Commission on how to handle Union members.

Determine the extent to which the President, Secretary, and other Union members are supporting the Convener, which may be occurring behind the scenes. Please refrain from drawing conclusions without sufficient evidence to prove the Convener guilty.

A company has the right to defend itself against false allegations published in local newspapers or disclosed to media personnel.

Questions to ponder:
A) Why was the Union formed?
B) What is the motive behind its formation?
C) Is your management ensuring justice for your employees in every aspect?
D) Who are the employees attempting to disrupt the work culture and create issues in the workplace?

Having dealt with issues concerning three Unions in my previous organization, I have observed individuals attempting to demotivate employees, engage in unethical practices, and incite conflicts with their employer. Identify such members and compile a file against them. This will facilitate their termination without much hassle.

Identify the positive members in the Union and engage in discussions once every fortnight. Establish a good rapport with Union members to comprehend their actions.

Have a nice day.

With profound regards,