The day has come…union officials are now able to represent your employees. The workforce voted to unionize! Now what? Taking on the task of developing and maintaining a collective bargaining agreement is nothing to fear! This course is for HR professionals who need to understand the basics of a collective bargaining agreement process and its enforcement in the United States. The lessons will provide an introduction to the world of U.S. labor relations including a review of specific terms and labor law. Labor relations is a fun topic but it could be a little scary for those who are new to it. Take this course and put your mind at ease.
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This activity, has been approved for 1.75 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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Title: Grievance Procedure
Module: Enforcing an Agreement
The grievance procedure has three steps.
Step one is a meeting between the employee, shop steward, and supervisor. If a union member feels there’s an issue, they will verbalize the complaint to
the shop steward. The three parties will meet to see if they can resolve the issue before it gets escalated anywhere else. It might not even make it
on paper, it could be just verbal.
It this doesn’t happen it might become a more formal grievance in which case it is put into writing. There will be another meeting between these parties
to discuss the issue. If it isn’t resolved in step 1, it’ll move to Step 2.
At step 2, the Labor Relations Manager and the shop steward will meet to discuss the issue with the supervisor. The Labor Relations Manager might look
at past practice and additional data. The shop steward will do the same. They are less likely to get emotionally entangled because they aren’t the
employee or the supervisor. They could look at things from a more rational perspective.
If the issue isn’t resolved during step 2, it moves to step 3. The business agent will step in and normally meet with director or VP of HR or the director
of labor relations to resolve the issue.
If the problem remains, the parties enter into the arbitration process as outlined in the Collective Bargaining Agreement.
The CBA also outlines how the parties will respond to the grievances. At step one, a party might have 5 days to respond. At step two, a party might have
another 5 days to respond and step three as well. Some of this time is for cooling off. Some of it is used for conducting research after the meeting.
And remember, if a party violates the contract by not falling into the timeframes, that could lead into another grievance.
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As an accomplished professional with over 20 plus years of practice in all facets of organizational operations, Matthew’s expertise includes training and development, labor relations, and organizational development, in addition to the recruitment and selection of competent human capital.
Matthew graduated from Nichols College, with a BA in Industrial Organizational Psychology; and also obtained both an...