Managing a Union Workforce
While the objective is the same, there are distinct differences between
managing employees in a union-free environment and a unionized workplace. In an
operating unit where the interests of rank-and-file employees are represented by
a third party, a number of sensitive political, practical, and legal issues
often arise that must be dealt with appropriately in order to accomplish the
This course has been prepared at the request of several HR Policy Association
members who find their high-potentials in both operations and HR need additional
schooling in the unique characteristics of the represented environment.
The course first covers both the special rules and customs found in a
unionized workplace. It reviews the characteristics of each of the key
constituencies found there—senior management, site management, front line
supervision, rank-and-file employees, local union leadership, the international
union—and covers their motivations and agendas. Both the legal and practical
issues involved in the company’s dealing with rank-and-file employees and union
leadership are detailed. Significant attention is given to the impact of the
contract, past practices, and other potential restrictions on management’s
Special emphasis is placed on the very important issue of how to deal with
employee discipline in a union environment. We will discuss how to investigate
and document such cases, the burden of proof and application of standards of
just cause. The course concludes with a problem solving exercise involving a
final management decision of whether to pursue a specific discipline case,
involving a union steward and other bargaining unit employees, to arbitration.
For those interested in a complete overview of the management issues arising
in an organized environment, we suggest that this course be taken in conjunction
with the course entitled "Administering the Contract: Grievance Handling and
Arbitrating Workplace Disputes."
This course is intended for anyone with management responsibilities in a
represented environment, including those involved in site management,
operations, and HR.
Cancellation Policy: Registrants who notify the Association of
their inability to attend a training course for which they have previously
registered and paid will receive their choice of either a full refund of their
registration fee or a credit toward a future HR Policy Association course for
the same amount, if written notice is received by the Association 10 or more
calendar days in advance of the event. If written notice is received fewer than
10 days in advance of the course, either a substitute participant may attend or
50 percent of the paid registration fee will be credited to the member’s account
toward a future HR Policy Association course. Registrants who do not
provide advance written notification of their inability to attend an event will
be ineligible for a credit, refund, or substitution. All crediting and refunds
are processed following the close of each event. Unused credits resulting from
training courses will expire within one year from the beginning date of the
course and are non-refundable.
HR Policy Association / LRPCertification
Training sessions sponsored by HR Policy Association on a space-available basis, or in-house training sessions (may be customized for the particularized needs of your company)
The QComm Case Study - It is important that you read and are familiar with the QComm case study prior to the course. It will be referenced throughout the course lecture
The Work Stoppage Case Study - It is important that you read and are familiar with the work stoppage case study prior to the course. It will be the basis for the final group activity.
Participants will receive: HR Policy Association’s Guide to Managing a Union Workforce, and HR Policy Association’s Labor Relations Professional Certification: Case and Exhibits