Employers who choose to deal directly with their employees without union representation
assume a significant responsibility to create and maintain a Positive Employee Relations
Environment. TBG believes that a positive employee relations environment is best
measured by one that promotes direct employee communication. Employee participation
in concert with company management through effective leadership programs and actions
that recognise and nurture the dignity of the individual worker earn a “positive”
workplace climate by doing the following:
- Treat all employees with dignity and respect
- Encourage participation in decisions impacting employee work lives
- Select, train, mentor and develop effective frontline leadership
- Communicate openly and honestly with employees
- Resolve workplace concerns and issues in a timely equitable manner
- Compensate employees consistent with marketplace philosophy
- Evaluate, recognize and reward exceptional performance
- Ensure management is living up to it’s “Mission Statement”
- Constantly monitor and assess employee concerns and issues
- Ensure that policies and practices are applied consistently
Feedback we’ve received from supervisors regarding the risks involved upon
unionisation are as follows
- Loss of flexibility to make changes quickly in an increasingly competitive
- Inability to recruit the best talent due to refusal to work in a union
- The relationship change between the supervision and employees.
- Communication by union officers and stewards becomes controlled and
subject to misunderstanding and misinterpretation.
- Work stoppages introduce interruption of production and services.
- Poorest performers are protected because of the grievance system, shop
stewards and seniority promotion
- After unionisation, a significant number of the best workers are either
forced or choose to leave.
- Unions are typically resistant to operational changes.
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