Collectively.Consulting’s Post

Its important to understand the dynamics of employer-union relations. Learn the rights, obligations, and secrets of 'good faith' bargaining in our article. https://hubs.la/Q02HCWQ00 Author: Hibah Setayesh #GovCon #Union #Compliance #HR #HumanResources

Forbes Human Resources Council's latest article explains the resurgence of unions in recent years, as well as the benefits and challenges that come with being a union member. Get the inside scoop from HR experts, including Crawford Thomas Recruiting President, William C. Stonehouse III, on the crucial factors to consider. From added costs to potential benefits, this Forbes article has you covered! #JoiningAUnion #HRInsights

"What about the unions?" Frontline workers often are not offered work devices or corporate identities (emails), so asking them to download an app on their phone seems like an 'ask'. Companies often assume that the Unions will not like a solution like Blink - The Frontline Experts, but that couldn't be further from the truth. Join us for our next Webinar on a lesson in labour relations & managing a unionised workforce. https://lnkd.in/ee3Tjhfv

💻 Join us for a CEDR Webinar on Collective Bargaining: Rethinking Working Relationships for Better Outcomes 👉 Register Now https://lnkd.in/eAQXjgxH Negotiating between employers and employee groups is one of today’s biggest organisational challenges - and opportunities. With union membership growing (now at 6.9 million in 2024) and a rise in industrial action, it’s critical to rethink how we navigate these relationships. 📅 Date: Wednesday, 30th October 2024 🕒 Time: 12:30 - 13:30 (GMT) 💻 Location: Online via Zoom In this session, our expert panel, Susanne Schuler, Malcolm Currie & Felicity Steadman will explore: 💡 Effective approaches to collective bargaining—and what to avoid 💡 How to prepare effectively for negotiations 💡 Essential negotiation skills your people need 💡 Designing the process for successful outcomes 💡 Real-life case studies for practical insight Who Should Attend? - Employee Relations & HR Business Partners - Heads of Industrial Relations - Union Representatives & Officers - Employee Representatives - Heads of Learning & Development Don't miss this opportunity to gain valuable insights and sharpen your negotiation skills. Click the link below to register and secure your spot! 👉 Register Now https://lnkd.in/eAQXjgxH #CollectiveBargaining #Negotiation #EmployeeRelations #IndustrialRelations #TradeUnion

The return of “industrial relations” ? New union rights and powers as summarised below might make this so. Thirty years ago the “IR manager” was commonplace in those Australian workplaces with mid-large blue collar workforces. A functional in house expert managed the union interface, dealt with day to day disputes, and the setting of collective terms and conditions. Then came the de-regulation of workplace relations, the rise of HR and with it employee relations (ER) with the emphasis on dealing with employees direct. A fundamental shift occurred with union private sector membership plummeting. Back to the future. For workplaces where unions currently exert control, it will be a more challenging environment. Other workplaces facing new or renewed campaigns will need to put “IR” on the agenda whilst maintaining a healthy ER environment.

I'm looking forward to this webinar. I cut my teeth in industrial relations in the very very turbulent times in South Africa in the 1980s and 1990s. Labour and management in any workplace have common and conflicting interests, either way, they need each other. Effective workplace relationships are key to managing this dilemma.

The correct answer is D - Union Shop. This agreement requires employees to join the union within a specified period and maintain membership as a condition of employment. Remember, this type of agreement is not enforceable in "Right to Work" states. Thank you for participating! Let’s continue exploring key HR topics together. #HRPractice #UnionAgreements #ProfessionalDevelopment #DistinctiveHR

I have noticed a recurring theme this year in collective employment relations in the UK - how to develop effective methods for collective employee voice in organisations with long-established trade union relationships but declining union membership. I tend to work with organisations that have a long tradition of union recognition. In these companies unions have been the main mechanism for collective voice for decades with defined structures for consultation and negotiation, escalation and disputes procedures, joint agreements, facilities and time off for reps. Leaders would talk to union representatives in meetings and know the union reps represented the majority of their employees and were speaking confidently on their behalf. But now, in some parts of the private sector, new employees are not joining, perhaps they don’t see the relevance, can’t see the benefits, won’t pay or can’t afford the fees. They might not be interested in the same work issues as the longer established employees or have a different view of work.   There is no doubt in my mind that workers still want and need a collective voice to talk about how jobs and work are changing, about AI, about working hours and mental health, about trust and fairness and corporate responsibility, and, if unions aren't appealing to them, employees will find other ways to have a say in their own working lives. The organisations I talk to aren't rubbing their hands with glee or seeing this as an opportunity to derecognise their union. These organisations know that listening to employees brings huge benefits to individuals and organisations. But they do want to make sure they are getting the diverse views of all their employees, using technology and a variety of methods to ensure inclusivity. They want to listen to employees to ensure their jobs and working environments, terms and conditions, culture and benefits are going to attract, motivate and retain. If union membership continues to fall, good employers will continue to find ways to give people a voice. Some may choose to keep the union arrangement in place but supplement it with employee networks and new employee forums, utilising technology to the maximum. Others may choose to ask the union to help shape the solution. This could include inviting employee representatives onto existing forums alongside union reps, for example, or revamping and renewing partnership agreements to ensure they are up to date, relevant and inclusive.  The worst case is that unions continue to decline and nothing is put in their place. More on this in the post below... #industrialrelations #employmentrelations #tradeunions #makeworkbetter

Calling all in-house counsel and HR professionals in the financial services industry! Don't miss out on our upcoming webinar series that tackles the most significant workplace issues confronting industry employers. Join us for quarterly informative sessions that will provide you with the tools and knowledge necessary to navigate the changing landscape of the financial services industry. Register now at https://lnkd.in/eXCjFeWR #inhousecounsel #HR #financialservices #workplaceissues #webinarseries