Collective Bargaining Agreements
Managing unionized or represented employees is a unique and nuanced skill. If you’ve never worked in a union shop as an employee, you may find yourself at a disadvantage when stepping into a management role. Successfully managing within a unionized environment requires a mindset shift—one that avoids an “us versus them” mentality. Approaching union relationships with hostility or resistance will only lead to conflict, grievances, and strained relations with labor relations teams.
Understanding the Union Context
I had my first experience with unions in 1997 while working for Lockheed Martin on the Titan launch vehicle at Cape Canaveral. It was a closed shop, meaning union membership was a condition of employment. Not all workplaces require union membership, but many employees are represented by unions even if they opt out of paying dues. These employees have specific rights under the collective bargaining agreement (CBA), and as a manager, understanding those rights is essential.
While the legal nuances of unionized workplaces vary, one universal truth remains: fostering a collaborative relationship with union employees can make all the difference. A strong partnership and mutual respect in the workplace help avoid unnecessary conflicts and grievances.
Bridging the Gap: Collaboration Over Conflict
A common misconception is that managing union employees requires rigidly following the union’s playbook to avoid grievances. While it’s true that the contract should guide your decisions, effective managers learn to navigate the contract creatively and collaboratively. Building relationships with labor representatives, such as union stewards, is crucial. Open communication, transparency, and flexibility can create win-win solutions that benefit both employees and the company without violating contractual terms.
Set clear expectations, but also recognize when there’s room for compromise. Employees appreciate managers who treat them as partners rather than adversaries, and this mutual trust often leads to better outcomes for everyone.
Know the Rules
Some managers assume they can ignore the union handbook or collective bargaining agreement, but that’s a mistake. Familiarity with the contract is non-negotiable. If you don’t know the rules, you’ll quickly find yourself being told how to manage—and not in a good way. Understanding the agreement allows you to:
- Implement benefits and policies equitably.
- Offer overtime opportunities fairly.
- Ensure the workplace is compliant with contractual obligations.
By adhering to the agreement, you maintain a level playing field for employees and avoid creating unnecessary grievances, which can become bargaining chips for unions during contract negotiations.
The Impact of Grievances
Grievances can seem minor at first, but they carry significant weight in union negotiations. Each unresolved issue becomes evidence of mismanagement or inequity, and unions will leverage them to demand concessions during contract talks. By resolving issues proactively and minimizing grievances, you strengthen your organization’s position while maintaining a positive working relationship with employees.
Treat Employees as People
At the end of the day, represented employees are still employees—people who want to do a good job, contribute to the company’s success, and be treated fairly. When you focus on respect, equity, and communication, the presence of a union becomes almost invisible in your day-to-day interactions.
Unions exist to protect employees and ensure fair treatment, and when approached with the right mindset, they can be valuable allies in creating a productive and equitable workplace. Treat your unionized team members with the same fairness and dignity as any other employees, and you’ll find that managing within a unionized environment is not just manageable—it’s rewarding.