The constant hyperinflation with businesses’ reluctance to pay livable wages have once again made unionization of employees popular. As an HR personnel, labor unions can become your worst nightmare. But that doesn’t mean it isn’t possible to work with them. In fact, supporting labor unions is the key to working with them effectively without any pressure.
Why Must HR Support Labor Unions?
Sure, everyone chooses their job,, and it was your wise decision to join a department that never gets in trouble with the administration. As much as you can pride yourself in choosing HR as your career, you must remember that no other department should have to get in trouble with the administration anyway. Employees in other departments simply choose to serve the company differently.
You are an employee just as they are. Like you, they also use their skills and career preferences to benefit the company. Moreover, if the company believes them capable enough to keep them onboard, then they must pay livable wages by themselves or through union.
Here are three ways HR personnel can support labor unions:
Understand Local and State Labor Regulations
Supporting labor unions becomes much easier for HR personnel when they realize that the formation of unions is justified. However, understanding state and local laws about labor unions can also help. When you are fully aware of the rules under which labor unions can form and the rights they can exercise, you will be able to negotiate with and support them efficiently.
Document and Follow Everything Religiously
Businesses often try to cut corners even after agreeing on a union contract. As an HR personnel, you can help labor unions by ensuring that everything is documented on the company’s end. Even if the company marks the documentation as confidential, you can access and utilize them to save your job and reputation when needed.
Treat Employees Well
HR’s responsibility to manage the company’s relationship with its employees shouldn’t reflect HR’s professional relationship with its colleagues. HR personnel must only acknowledge the formation or existence of a union during scheduled union meetings. Other than that, there is no reason to bring up employees’ unionization during everyday chitchat, routine HR business, employee performances, etc.
How to Dissolve Labor Unions?
The formation of labor unions only happens when employees are not compensated for their work as they deserve. As an HR personnel, you must emphasize the importance of fair compensation to the employers. Since HR personnel often have access to the company’s finances, bringing them up to drive home the point that the company’s growth should directly result in employee growth can help.
It is also important to note that dealing with unions can cost companies more money and time than compensating their employees fairly from the start. Ignoring or not responding to union demands can also result in strikes, which leads to bad publicity. A poor reputation can make the company lose its share values and potential business deals.
HR personnel must build and maintain a good relationship with labor unions, which begins with building and maintaining a good relationship with employees. Let employees know you support their cause and acknowledge their grievances to ensure respectful communication and negotiation.
