The Role of HR in Labor Union Relations

The Role of HR in Labor Union Relations

Challenges of Having Unionized Employees

The presence of labor unions can significantly change procedures in a company. Without labor unions, human resource departments determine employee issues based on research and managerial decisions. However, with unionized employees, most human resource decisions are based on consultation with labor unions. One of the challenges posed by working with unionized employees from an employer’s side is the likelihood of incurring higher labor costs (Visser, 2019). That is because unionized employees can negotiate with an employer collectively. The case is different for non-unionized employees since employees deal individually; hence, there is no chance to talk amongst themselves.

Also, the strike threat is constant for an organization with unionized employees. If union members’ wage proposals are rejected, they can legally hold a strike (Visser, 2019). Such strikes lead to direct financial loss from lost production. Besides, strikes put the reputation of an organization in jeopardy. Vendors and high-value commercial customers may disassociate themselves from a company they believe may not fulfill its obligations. Labor unions also reduce an organization’s control over its human resources. To that end, labor unions protect employees based on their seniority. If, for instance, a company wants to lay off some employees, unions dictate that the recently hired be laid off. That may go against the needs of a company that wants to lay off the least productive employees.

Creating Good Working Relations with Labor Unions 

Listening to employees is the first step to establishing good relationships with labor unions. Managers should be accessible to employees so they do not have to raise issues with their union representatives (Freeman et al., 2004). A commitment to listening to employees builds trust between an employer and a labor union. Also, an organization should work with labor unions as partners and not rivals (Freeman et al., 2004). To that end, an organization should emphasize the need for employees to deliver effectively. Including some union representatives in brainstorming sessions will come in handy.

References

Freeman, R., Hersch, J., Mishel, L., Appelbaum, E., & Hunter, L. (2004). Title: Emerging Labor Market Institutions for the Twenty-First Century Title: Union Participation in Strategic Decisions of Corporations. Publisher, 0–226. https://www.nber.org/system/files/chapters/c9958/c9958.pdf

Visser, J. (2019). CHAPITRE A ACTRAV Bureau for Workers’ Activities Trade Unions in the Balance ILO ACTRAV Working Paper. https://www.ilo.org/wcmsp5/groups/public/—ed_dialogue/—actrav/documents/publication/wcms_722482.pdf

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The Role of HR in Labor Union Relations

There are considerable discussions among government officials to increase the number of employees covered by a labor union contract. Assess how hiring employees in a union can be more challenging and how best an organization can have more productive union relations.

**There are considerable discussions among government officials to increase the number of employees covered by a labor union contract. **Assess how hiring employees in a union can be more challenging and how best an organization can have more productive union relations.