Choosing a Union Leader: Should It Be an Existing or Retired Employee for Better Advocacy?

Choosing a Union Leader: Existing vs. Retired Employee

Which one will be better for a union leader - an existing employee or a retired employee? The question arises with the consideration that management might threaten the leader if they are among the existing employees, potentially restricting them based on their demands. On the other hand, if the leader is a retired employee, they would be free from such threats, allowing them to have a better understanding of the company's conditions through their former colleagues.

Internal vs. External Leadership in Trade Unions

Both internal and external leadership have their own advantages and disadvantages, and their relative importance depends on one's perspective. From experience, it can be said that external leadership is often interested in perpetuating their existence, while internal leadership may be reluctant to disrupt the status quo. External leadership tends to be more knowledgeable about industry-wide trends, whereas internal leadership is more aware of the intricacies of employee issues.

However, it is axiomatic that every organization gets the trade union leadership it deserves.

Choosing a Union Leader: Existing vs. Retired Employee

The existing employee is a good choice. Your worries that management can take action are out of the question because he is a protected workman. It may so happen that the retired employee may not take interest because he is not part of the industry or directly have any liability. You and other members should find a person with leadership qualities and knowledge of labor laws, rules, and market trends.

Between the existing and retired employees, who will be better depends on who has the ability to deliver results and who is not purchasable by the management.

Disciplinary Action for Existing Employees

In terms of taking disciplinary action, yes, the existing employee can be vulnerable despite being a protected workman. Being a protected workman doesn't mean he has immunity. The only requirement for his dismissal is prior permission from the labor court, which is mandatory.

Regards, Vinayak Nagarkar
HR and Employee Relations Consultant