Staffing & unions Flashcards
What does management have the right to do in the workplace?
right to manage workplace unless restricted by law or by terms of the collective agreement
how is dispute resolution handled with a union?
dispute between labour and management is processed through the grievance arbitration procedure
How do unions impact recruiting?
- different types of union clauses impact who can be recruited (closed shop requires people in union!)
- notice requirements (tell people of the postings, vacancies)
How do unions impact selection?
usually selection criteria are impacted by unions, so are testing procedures
How do unions impact terminations?
restricted to just cause usually bc the union will fight anything else
how do unions impact layoffs?
- usually seniority determines the order
- severance pay is specified in the contract, and usually also based on seniority
how do unions impact demotions and promotions?
normally seniority clauses det out what must be considered for these decisions
how do unions impact transfers, shift changes?
specify that advanced notice is required, 1-2 weeks
how do unions impact contracting out work? (3rd party)
have potential restrictions!
- cant hire out if it results in layoffs
- only if insufficient skills at the org
- only hire out to unionized firm
- not if staff are on layoffs
all = protection of unionized employees!!!
What are some criteria/factors for promotion decisions?
1) seniority
2) abilities and skils (through some form of assessment)
3) qualifications
What are the types of vacancy clauses?
1) straight seniority = duh
2) hybrid clause = based on seniority, ability, qualifications so no one thing prioritized
3) relative ability = on basis of seniority AND KSAs, but when KSAs are relatively equal, seniority dictates
4) sufficient ability = on basis of seniority AND KSAs, but if each have SUFFICIENT KSAs aka enough to do the job fine, then seniority dictates (so even if A is better qualified, if B is qualified enough and more senior, they get promoted)
How do unions handle technological change?
could cause job loss, so collective agreement may require:
- advance notice to the union
- consultation with the union
- provisions for retraining and transfers
- provisions to reopen agreement to negotiate new pay rates/reclassify jobs
What can be done when the biz gets into a tough spot and has to let go of a bunch of people as well as implement big tech change? people let go will be those who cant adapt to the change
- provide lots of good severance packages to help those let go
- give good training and education for anyone to help them keep the job
- offer early retirement
renegotiate to change classifications and jobs to work with the tech and ensure that employees stay properly compensated
