Assume that you—as a supervisor in a manufacturing plant—have heard rumors that
the union, which has been virtually inactive until now, is planning to take complaints to
upper management.
All right; then what? Management can tell the union to try to settle its specific disputes at the shop supervisor level.
The supervisors can also approach shop union stewards and try to settle disputes without involving upper management.
If that does not work, the union has a right to complain to upper management, the NLRB and, or course, to strike.
If you are a supervisor in a manufacturing plant and you have heard rumors that the union, which has been virtually inactive until now, is planning to take complaints to upper management, here are some steps you can take to address the situation:
1. Verify the information: Before taking any action, it is important to verify the accuracy of the rumors. Speak with trusted employees or colleagues who may have more information to confirm if there is any truth to the rumors.
2. Communicate with employees: Open communication is key in these situations. Arrange a meeting or send out a communication to all employees to address any concerns they may have. In this meeting, emphasize the importance of open dialogue and encourage employees to voice any grievances or concerns directly to you or their immediate supervisor.
3. Conduct a thorough investigation: If there are specific complaints or concerns mentioned in the rumors, conduct a thorough investigation to understand the validity and scope of the issues. Identify any potential areas for improvement within your department or the organization as a whole.
4. Review company policies: Take this opportunity to review company policies and ensure they are fair, up to date, and compliant with labor laws. This will help you address any potential issues proactively and demonstrate your commitment to providing a positive work environment.
5. Engage with the union: If the rumors are indeed true and the union is planning to take complaints to upper management, it is important to engage with the union directly. Request a meeting with union representatives to understand their concerns and discuss potential solutions collaboratively. Building a constructive and cooperative relationship with the union can help prevent future conflicts.
6. Take proactive steps: After addressing the specific concerns raised by the union or employees, take proactive steps to prevent similar issues from arising in the future. This can include regular communication channels, training programs, employee engagement initiatives, and an open-door policy for discussions and feedback.
Ultimately, it is important to approach this situation with a positive and proactive mindset. By being proactive and addressing concerns promptly and openly, you can foster a positive work environment and mitigate any potential issues that may arise from the rumors.