Hi! I have recently joined a organisation where employee strenth is more than 2500(Permanent) with a strong union. So can anyone guide me to how to handle union. anuj sisodia
From India, Chandigarh
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From India, Chandigarh
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What is your level in the company? Are you solely responsible for handling the union? What is your background? What do you mean by 'strong' union? If you can answer the above questions, I may be able to give you some ideas for mechanisms for handling the union.
Govardhan
From India, Madras
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18Govardhan
From India, Madras
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Hi! Goverdhan, I missed one point My background is that I had worked in a union free organisation.
From India, Chandigarh
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From India, Chandigarh
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Hi Anuj,
"I have recently joined an organization where employee strength is more than 2500 (Permanent) with a strong union. So can anyone guide me on how to handle the union. I am working as Dy. Manager (Factory-HR). My position in the department is second as the department is headed by General Manager-HR. I missed one point: my background is that I had worked in a union-free organization."
We welcome you to the forum and hope it proves to be a great learning platform for you as much as it has been for all of us. 😊 You really have a challenging task ahead of you in managing 2500 workers. As my colleague Govardhan asked about the term you have used "Strong" union, could you please elaborate on the same. Also, please share your thoughts.
1. Is the union formed managed by the workers, or do you have external political affiliates who have encouraged the workers to join them?
2. What inputs are you looking for from us? Is it pertaining to wage settlement or discipline?
Look forward to your inputs.
Regards,
Rajat
From India, Pune
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"I have recently joined an organization where employee strength is more than 2500 (Permanent) with a strong union. So can anyone guide me on how to handle the union. I am working as Dy. Manager (Factory-HR). My position in the department is second as the department is headed by General Manager-HR. I missed one point: my background is that I had worked in a union-free organization."
We welcome you to the forum and hope it proves to be a great learning platform for you as much as it has been for all of us. 😊 You really have a challenging task ahead of you in managing 2500 workers. As my colleague Govardhan asked about the term you have used "Strong" union, could you please elaborate on the same. Also, please share your thoughts.
1. Is the union formed managed by the workers, or do you have external political affiliates who have encouraged the workers to join them?
2. What inputs are you looking for from us? Is it pertaining to wage settlement or discipline?
Look forward to your inputs.
Regards,
Rajat
From India, Pune
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And also, it would be essential to consider the policy and management style of your boss towards management-union relations.
Are you having a cordial relationship with the union or do you have fights every day?
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 a single union or multiple unions?
Is it a registered union?
Is it a recognized union?
How long has it been in existence in your company?
Has your management signed any agreements with the union so far? How many? Are they related to wages/bonuses only, or do 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 an 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 where they need to raise the grievance as per the procedure, and you react after considering all the aspects involved?
I will certainly share with you some ideas about managing the union.
But, it would not be appropriate to give you a solution without knowing your company's union background. The mechanisms vary depending on various aspects involved.
Hope you understand.
Govardhan
From India, Madras
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Are you having a cordial relationship with the union or do you have fights every day?
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 a single union or multiple unions?
Is it a registered union?
Is it a recognized union?
How long has it been in existence in your company?
Has your management signed any agreements with the union so far? How many? Are they related to wages/bonuses only, or do 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 an 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 where they need to raise the grievance as per the procedure, and you react after considering all the aspects involved?
I will certainly share with you some ideas about managing the union.
But, it would not be appropriate to give you a solution without knowing your company's union background. The mechanisms vary depending on various aspects involved.
Hope you understand.
Govardhan
From India, Madras
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