Efficient maintenance of labor relations helps the HR Managers in developing a harmonious environment within the organization which, in turn, helps the organization in effectively achieving its goals and objectives. Well-managed labor relations provide a competitive advantage to the organization by negating the hassles arising out of labor or union related issues and conflicts. For the same, the organization may opt for the services of an HR Consulting Firm. An HR Consulting Firm broadly covers one or many of the following aspects of labor relations as per the requirements of the organization:
Effective labor-management relationships are rooted in respect for the law. The federal law that governs the relationships between labor unions and employers is fundamental to achieving a productive union work environment.
Absent a respectful and collaborative relationship between the two, they become adversaries unable to serve the interests of employees as well as the day-to-day and strategic concerns of the business.
Federal Law The federal law that governs the foundation of labor-management relationships is the National Labor Relations Act ofor the Wagner Act. The act protects the rights of both union and nonunion employees, sets out the process for union organizing and recognition, and identifies the duties and obligations of employers and labor unions.
Under the act, neither employers nor labor unions can treat workers unfairly based on Managing effective labor relations they engage in collective activity.
For example, an employer cannot terminate an employee because she favors union representation, nor can a labor union pressure workers to become members. Labor Law Foundation For many, basic concepts such as statutory provisions may not seem relevant when the goal is to develop effective relationships between labor union representatives and management.
Some labor unions and employers believe that labor laws are mere formalities that don't have a real impact on relationship-building, since personalities and emotional response influence the ability to work collaboratively. Columbus, Ohio-based law firm Vorys, Sater, Seymour and Pease advises employers they should start with a foundation that involves an "understanding of statutory, regulatory, and contractual obligations and then complement that understanding with a careful focus on practical and realistic objectives.
The act states that employers and labor unions must engage in a collective bargaining process that will result in a labor union contract to which both parties, plus union members, can agree.
Labor unions and management can't refuse to negotiate with each other. The FMCS is an independent federal agency that provides conflict resolution services to employers and labor unions to create productive relationships between the two. Grievance Handling A collective bargaining agreement, or labor union contract, typically contains a grievance process, which is key to maintaining an effective labor-management relationship.
In a unionized work environment, employees who dispute their supervisors' decisions must file a grievance. Generally, a grievance process involves three steps before an unresolved matter goes to arbitration.
The first step is a meeting between the union steward and the supervisor; if there's no resolution, the steward then meets with a manager to present the employee's position. If the union steward and manager can't come to an agreement, the employee and steward can appeal the manager's decision.
The matter goes to arbitration if the third step fails to produce a resolution.Employee relations news and trends from The Society for Human Resource Management (SHRM).
Labor Relations, together with Employee Accountability, from the Accountability and Workforce Relations program office within Employee Services in the U.S. Office of Personnel Management provides technical expertise to the Director of OPM and federal agencies on issues arising under the Federal Service Labor-Management Relations Statute.
Staff management is important because this is the backbone of any business and poor industrial relations can mean that productivity will be low and staff turnover will be high.
MANAGING EFFECTIVE LABOR EMPLOYEE RELATIONS Abstract Labor relations refer to the relationship between corporate management and the unionized workforce. Administering the best practices along with the current developments in labor relations is contingent on labor management relations.
Labor Management Relations Act of Long title An Act to amend the National Labor Relations Act, to provide additional facilities for the mediation of labor disputes affecting commerce, to equalize legal responsibilities of labor organizations and employers, and for other purposes.
Labor-Management relations are the most complicated set of relations that any HR Manager has to deal with. Efficient maintenance of labor relations helps the HR Managers in developing a harmonious environment within the organization which, in turn, helps the organization in effectively achieving its goals and objectives.