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
From India, Chandigarh
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 mechanism for handling the union.
Govardhan
From India, Madras
18Are 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 mechanism for handling the union.
Govardhan
From India, Madras
Hi Anuj,
We welcome 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. :D
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 the same.
Also, please share your thoughts..
1. Is the union formed is managed by the workers or do you have the external political affliates who have encoraged the workers to join them.
2. What inputs are you looking for from us..is it pertaining to the wage settlement or discipline?
Look forward to your inputs.
Regards,
Rajat
From India, Pune
We welcome 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. :D
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 the same.
Also, please share your thoughts..
1. Is the union formed is managed by the workers or do you have the external political affliates who have encoraged the workers to join them.
2. What inputs are you looking for from us..is it pertaining to the wage settlement or discipline?
Look forward to your inputs.
Regards,
Rajat
From India, Pune
And also, it would be esential to consider the policy and management syle of your boss towards management-union relations.
Are you having cordial relationship with the union or you have fights everyday?
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 single union or multiple union?
Is it a regsitered union?
Is it a recognised union?
How long it is into existence in your company?
Has your management signed any agreements with the union so far? How many? Are they related to wages / bonus only or 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 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, wherein they need to raise the grievance as per the procedure and you react after considering all the aspects invloved?
I will ceratinly share with you some ideas about managing the union.
But, it would not be appropriate to give you some solution without knowing your company's union background. The mechanisms vary depending upon various aspects involved.
Hope you understand.
Govardhan
From India, Madras
Are you having cordial relationship with the union or you have fights everyday?
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 single union or multiple union?
Is it a regsitered union?
Is it a recognised union?
How long it is into existence in your company?
Has your management signed any agreements with the union so far? How many? Are they related to wages / bonus only or 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 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, wherein they need to raise the grievance as per the procedure and you react after considering all the aspects invloved?
I will ceratinly share with you some ideas about managing the union.
But, it would not be appropriate to give you some solution without knowing your company's union background. The mechanisms vary depending upon various aspects involved.
Hope you understand.
Govardhan
From India, Madras
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