Trade Unions

Working with trade unions requires knowledge not just of the legal rules and procedures, it also requires consideration of the reputational risks of mishandling negotiations or a dispute. Further issues for employers include:

• Collective agreements – A clear and up to date collective agreement will provide the most effective framework for governing the relationship and setting expectations as to union involvement and engagement.
• Proactive – It is possible to make voluntary agreements with unions to regularly inform and consult them about business and workplace issues.
• Clear strategy – Ensure management is agreed and clear on the strategy to take in any trade union negotiation or dispute. U-turns under pressure will undermine future negotiation position. It is important to mean what you say. The stance taken by an organisation in any negotiation or dispute will influence perception and reception in future dealings.
• Political agenda – Consider the wider political agenda driving the union position. This will heavily influence the prospects of achieving compromises.