Redstone Government Consulting Blog | Employers and Unions

Collective bargaining is a decisive process where the union and employer exchange proposals, share ideas, solve problems, and reach a written agreement. This occurs when an existing contract is about to expire or when a new bargaining unit is being organized.

Dealing with complaints and claims of being treated unfairly is a common responsibility of Human Resources professionals; however, managing a union grievance process is a completely different ball game. If you have experience dealing with union grievances, you know there are multiple steps and deadlines to which you must adhere, as well as a significant amount of legwork. It is essential to be well-prepared and thoroughly understand the complexities of this process. Mishandling the union grievance process can have serious repercussions, so it's crucial to ensure everything is in order when addressing such a grievance.

Employers generally strive to create an environment that is fair, safe, and pro-employee. So, when employers hear that their employees want to unionize, it truly puzzles and frustrates them, leaving them wondering - why is this happening? Employees often see unionizing as a way to negotiate from a position of strength over wages, safety, benefits, and other job-related issues that individuals acting alone cannot normally solve. This article provides details about the union process and guidance as to how employers can be prepared to respond.

We understand that it can be tough to learn that your employees are planning to unionize, despite your efforts to create a fair and safe work environment. We know that you want to do your best for your employees and your company. While labor unions have been declining over the years, there is a resurgence of union organization as many believe that unions have been instrumental in establishing employee rights and conditions. That's why it's important to understand your rights and obligations as an employer and those of a union.