Labor Management Relationship Building

Overview Rights Based Approach Cooperative Approach Roles of Labor and Management Goals and Interests of Labor and Management An Effective Labor-Management Relationship

Primary Approaches to Labor Relations Rights Based (Compliance) and Cooperative (Collaboration)

Labor Law and Labor Relations Labor law creates rights and obligations to be enforced and obeyed Labor relations concerns how people deal with people in an organized union environment

What is a Rights Based Approach? Enforcing statutory and contractual rights Doing what statute and contract require ‑ nothing more and nothing less One side wins and one side loses

Some Advantages of Rights Based Approach Approach is known to the parties Clearly defined winners and losers No need to trust the other party May be quicker (or not)

Some Disadvantages of a Rights Based Approach Litigation can be costly Adversarial relations can lead to continued escalation of warfare between parties To be successful party must have high degree of skill at advocating its position Compliance does not improve relationship of parties

Enforcing Statutory and Contractual Obligations Negotiability Appeals Unfair Labor Practice Process Binding Arbitration Binding Impasse Resolution Process

What is a Cooperative Approach? Relationship based on problem solving approach Union participates pre ‑ decisionally in management decisions ‑ management ultimate decision maker Both parties seek solutions where they both are winners

Some Advantages of Cooperation Uses interest based problem solving –attack the problem and not the people Cooperative decision-making –improves the quality of the solution –reduces problems arising during implementation Cooperation increases trust between the parties –leads to better communication –leads to better understanding of each side’s concerns and better resolution of disputes

Some Disadvantages of Cooperation May be perceived negatively by respective constituencies of labor and management Can take longer and cost more to come to decision (or may only seem longer) Requires new skills which are different than those required in compliance environment

Key Question…. To what extent is there a commitment to this approach from both labor and management, or… Is cooperation simply doing compliance in an atmosphere where both sides speak to each other more politely or more often?

Roles of Union and Management Management - manages Union – represents employees

Management’s Goal Accomplish the mission of the agency. Manage its physical, financial and human resources effectively Comply with legal, regulatory & policy mandates

Union’s Goal Accomplish the mission of the agency Represent the interests of the bargaining unit employees Help them obtain safe and effective working conditions.

Elements of Effective Relationships Top Management & Union commitment Commitment requires understanding Communication & trust Belief that cooperation will lead to a more effective organization

Characteristics of Success Open & candid sharing of information Problems identified & solved jointly to better serve the agency’s mission An environment that respects & values all employees Agreement reached through consensus

Characteristics of Success Cooperation even though some may disagree on specific issues Patience for & commitment to a cooperative LMR for the long haul Shared responsibility & accountability for results Employee involvement in problem-solving

Summary Rights Based Approach Cooperative Approach Roles of Labor and Management Goals and Interests of Labor and Management An Effective Labor-Management Relationship

Questions?