3 edition of How to conduct yourself as a supervisor during a union organizing drive found in the catalog.
How to conduct yourself as a supervisor during a union organizing drive
Lyman B. Powell
|Statement||by Lyman B. Powell.|
|LC Classifications||HD6511 .P73|
|The Physical Object|
|Pagination||iv, 70 p. (p. 61-70 blank for "Notes") ;|
|Number of Pages||70|
|LC Control Number||80482356|
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How to conduct yourself as a supervisor during union contract negotiations by Lyman B. Powell,Bennion Co. edition, in EnglishPages: What Employers and Supervisors Cannot Do During an Organizing Drive Your rights in a union organizing drive are protected by the Railway Labor Act, the federal law that governs labor relations in the airline and rail industries.
Management must respect your rights. •They cannot tell employees that they will fire or punish them if they engage. Oftentimes supervisors walk up to proposed bargaining unit workers and start to talk about a union organizing drive.
During these conversations, the supervisor will ask how the employee feels about the union, how the employee will vote in the upcoming election, and whether the employee signed an authorization card. During a union organizing drive, the employer will likely try to convince employees that joining a union is not in their or the company's best interests.
Union organizations, of course, will have a different message. These messages, however, must be communicated within the confines of permissible speech under the NLRA. A supervisor should:Tell your employees that the union is pressuring your company to sign a union agreement without an election by the employees.
If the company signs an agreement, all employees will have to pay union dues from their employ. Multiple-Choice Questions 1. During a union organizing drive, management urges workers not to join the union, and discusses a competing company which lost business after a union was formed.
Management (a) Committed a ULP by urging workers to reject the union, but did not do so by discussing a competing company. (b) Committed a ULP by discussing a competing company, but did not do so Author: Dejournette.
Developing rational policies and procedures for the workplace. Building defensibility in your ability to manage a unionized workplace. Three Day Program Content. Understanding Management Rights.
Bargained rights vs. Residual rights. Making and enforcing rules. Setting expectations and performance standards. Management Rights – what rights do. Conducting basic management skills (decision making, problem solving, planning, delegation and meeting management) 2.
Organizing their department and teams 3. Noticing the need for and designing new job roles in the group 4. Hiring new employees 5. Training new employees 6. Nelson Cary, a partner in the Vorys Columbus office and a member of the labor and employment group, authored an article for Law titled “New Limits On Employers During Union Organizing Efforts.” The article was about a recent National Labor Relations Board decision regarding how employers can communicate with employees during a union organizing campaign.
There are two distinct phases of a union organizing drive, the pre-petition period and the post-petition period. The petition, of course, refers to the RC Petition that a union files with the NLRB seeking to have a secret ballot election to represent the employees in the proposed bargaining unit.
HR Law If your organization becomes the target of a union-organizing effort, keep your head. Some activities can spell disaster. Both the. 10 Tips For First-Time Supervisors At one of my training sessions recently, we had a discussion about being a first-time supervisor.
While the group had a tremendous amount of management experience, everyone recognized how hard it can be in that very first supervisory role. A part of giving supervisors the tools they need to succeed requires a management mind set that holds supervisors accountable for the results expected of them.
This accountability need not be draconian and should involve a good measure of mentoring and assistance in overcoming areas of weakness. HR Strategy Responding to a Union Organizing Drive.
Organizations confront difficulties with employees to motivate them towards attainment of goals. A major challenge is the process of unionization that introduces additional requirements as financial consequences (Stell, ). effective as possible in your job as a Union Steward.
Neither this, nor any other book, will provide you with all the answers or all the information that you will need. It will, however, give some important and worthwhile tips on how to conduct yourself as a Union Steward.
The only other ingredient that is required is honesty and the firm File Size: KB. Supervisors should also refer to policies, rules and regulations as well activity which includes performance of agency business during scheduled work periods, periods of overtime, meal breaks, and/or social occasions having a connection with the job or the agency.
Supervisor’s Guide to Employee ConductFile Size: KB. Another name for the National Labor Relations Act is the.
Claiming and maintaining sole control over the scheduling of hours of work would be considered an unfair labor practice by management under the NLRA. Under federal law, which of the following group do not have the right to form a bargaining unit.
o Changes the title from “Army Leadership” to Army Profession and Leadership Policy (cover). o Changes proponency from the Deputy Chief of Staff, G–1 to the Assistant Secretary of the Army (Manpower and Reserve Affairs) (title page).
o Adds policy concerning the Soldier Life Cycle (para 1–8File Size: KB. The NLRB may infer that the supervisor is soliciting grievances and, by implication, is promising to rectify those grievances in order to induce employees to withdraw their support of the union.
Supervisors should be made aware of the serious consequences of committing unlawful acts during a union-organizing campaign. During an organizing campaign Section 6 of the BC Labour Relations Code prohibits an employer or anyone acting on its behalf from: Participating in or interfering with the formation of a union Discharging, suspending, transferring, laying off or otherwise disciplining an employee who exercises their legal right to join a union.
By Jeff Wolf Everybody in business, at one time or another, and probably more than once, has witnessed the results of poor leadership: listless and confused employees leading to stagnating sales, excess costs, and crumbling profits. It happens at every level of the organization, from frontline supervisors right through the top echelons.
Teamwork is key, but it doesn't happen automatically. Dress properly and do not keep yourself in rags. Do not dress in revealing attire. Do not pass any vulgar comments to your colleagues. Do not take the office stationery home. Be a responsible employee and switch off the computer, lights, fans and other machinery attached to your cubicle while leaving even for lunch or tea break.
Supervisors have the most direct contact with employees. Thus, as Table indicates, it is critical that they establish good relationships with employees even before there is any attempt at union organizing.
Supervisors also must know what not to do if a union drive takes place. About the Author Jacob Share. Job Search Expert. Jacob Share is a job search expert and the founder of the award-winning JobMob. With over 20 million visitors sinceJobMob is one of the most popular job search blogs online, containing straight-talking advice and humor based on Jacob's real-world experiences of finding jobs in the U.S., Canada, France, and Israel.
DURING UNION ORGANIZING CAMPAIGNS. According to PERA, a supervisor is any individual having authority, in the interest of the employer, to hire, discipline, or adjudicate grievances, or effectively to recommend such action if • Visit the homes of employees to urge them to reject a union.
• Conduct yourself in a way that might File Size: 45KB. During the Civil War, 25, civilian trainmen, dispatchers and superintendents ran the military railroads that transported supplies to troops in the field.
Union hospitals were staffed by more t military and civilian employees, and more than half of the surgeons in File Size: 1MB.
The supervisor signs the form and asks the employee to sign it. The form and its action plans are reviewed every few months, usually during one-on-one meetings with the employee. Nothing should be surprising to the employee during the appraisal meeting.
Any performance issues should have been addressed as soon as those issues occurred. During a unionization drive, which of the following may a supervisor legally do?A. Visit the homes of employees for the purposes of urging them to reject the union B. Inform the employees that he/she believes the international union may attempt to control the local membership C.
Make speeches to massed assemblies of employees on company time within a 24 hour period oftime before the. Our association distributed this book to participants at a training for new supervisors. They were very enthusiastic and their agency heads found The New Supervisor's Survival Manual equally useful.
It offers practical advice and the case studies accurately reflect the situations new supervisors often face/5(6). When asked to break the rules at work, most of us experience conflict.
Particularly if we are new to a job, low on the totem pole, highly dependent on the position, or wishing to make a good. CompassPoint Nonprofit Services Page 10 of 39 The Supervision Framework The supervisor’s overall role is to communicate organizational needs, oversee employees’ performance, provide guidance, support, identify development needs, and manage the reciprocal relationship between staff and the organization so that each is Size: 1MB.
The person conducting the interview should take thorough notes and document both the key findings and responses from the interview. The written summary should also include the date and location of the interview as well as the titles and roles of the participants.
As important, the notes must be legible, ideally in an Employee Relations software. Can My Employer Monitor My Computer – Who Is Watching. Your employer is watching. A survey by the American Management Association shows that two-thirds of employers monitor employee Internet access, while nearly half review files stored on their computers.
Your employer may not be watching you every minute of every day, but what you do on your devices is backed up and. As the organizing campaign gathers momentum, the organizer schedules an initial union meeting to attract more supporters.
The organizer uses the information gathered in step one to address employee needs and explain how the union can meet them. The issue arose following a representation election won by the union. DirecTV argued that the field supervisors were "supervisors" under the NLRA and that the field supervisors’ pro-union activities during the pre-election period interfered with the employees’ free choice in the election.
DirecTV asked the NLRB to invalidate the election. Being a strong leader isn't about what you know, it's about what you do. From the way you dress to how you respond to feedback, here are five ways to train yourself to lead like a champ. Miranda Taing ADM – Leck Friday, Ma Lecture 14 – The Dynamics of Labour Relations Test your labour relations know-how During a labour organizing drive, supervisors questions individual employees about their beliefs.
Was this questioning permissible. No, individual questioning of employees about their union membership or activities is : Houra. Filed under Office & HR. Firing an employee is rarely pleasant. However, a properly conducted termination meeting which preserves the employee's dignity can help defuse even the tensest of situations.
There are several steps you can take to fulfill your legal obligations to terminated employees and avoid escalating any hostilities over the firing.
Have faith in yourself. One of the worst things you can do as a supervisor is to doubt your own abilities. If you're new to supervising others, recognize that you will probably make some mistakes along the way, but that does not mean you are not a good leader. Cut yourself a little slack, but then commit yourself to doing the best you can%(12).
During a union organizing campaign and election, employers are required to adhere to certain conduct guidelines established by the National Labor Relations Board (NLRB).
Anyone who holds a supervisory role is also subject to these guidelines.What Makes A Good Supervisor? The Twenty Qualities of a Good Supervisor by Easy Small Business HR (March ) An effective supervisor: 1. Is strategic, detail-oriented and proactive.
2. Does not favor or provide an unfair advantage to some employees over others. 3. Is fair but firm when need Size: KB.There are many ways to improve your team leadership and supervisory skills.
Choosing the right method of implementation depends on the structure of your organization. However, there are a few basics areas you want to target when improving these areas, such as collaboration, communication, employee value and organizational value.