Overview the facts involved with managing in a unionized environment Essay

Overview the facts involved with managing in a unionized environment how does it differ from managing in a non-union environme - Essay Example The employees who are in unions ensure that their rights are not undermined and even sick times are seen as an entitlement or right instead of a benefit, and even coaching is seen as discipline and employees will challenge it. Employees in unions feel that if the management was good, there would be no problems in the workplace, and this makes them strive for better management all year. Managing employees who are unionized will differ from managing non- unionized ones in various ways. Union Management Relationship Unions will make it their business to ensure that respect between the employer and employees is key, and the employer must respect the union as the only bargaining agent of the employees. Additionally, the union must also respect the employers’ right to manage the workers and direct them, and this means that both parties must acknowledge their rights and obligations. Employers are also expected to allow employees to join unions of their choice, and this will include t he rights to strike without fear of being punished, coercion or harassment from the employer. This mutual respect will create a workforce where if concerns are raised they will be looked into because all the parties are aware of their responsibilities, and this helps in eliminating disputes. A co-operative union management encourages all the parties to a collective agreement that will reconcile differences and foster good relationships through a collaborative manner that is build on principles of mutual benefit, fairness, respect, dignity and trust (HR Council for the Nonprofit Sector, 2012). On the other hand, workers who are not in a union may not get these benefits as the management may dictate on them on the work they are to do failure to which they will be punished. Collective Agreement Managers in a unionized environment must reach at a collective agreement, which is a written consensus between the employer and the union regarding the terms of employment for the covered employ ees. This agreement is legally enforceable, and an employer cannot change its provisions. It acts as a bargaining unit and will stipulate a fair and equitable pay and working conditions (HR Council for the Nonprofit Sector, 2012). A collective agreement will be used to settle disputes in the workplace as there are laid down regulations that will dictate the conduct of each party and this helps in creating a conducive workplace. On the other hand, managing employees who are not in a union is different as there may lack a collective agreement, and this may result to many disputes in the organization which will be hard to resolve. Union Structure A union undergoes certification, and after this, it is given the legal right as an exclusive bargaining agent for a group of employees in a particular organization. For it to be satisfied it must demonstrate that employees support it as their bargaining unit and once certified it acquires the right for bargaining for employees after the worker s have set out a constitution, laws and procedures for the union. A bargaining committee is selected which will speak on the employee’s behalf and the employer must recognize the union as the bargaining unit. Contrary to this, employees who are not in a union lack a bargaining unit and the management may