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Bargaining
and
Investigation is
responsible
for
the
Respectful
Workplace
and
Harassment
Free
Policy,
and
collective bargaining
with employees who are not members of a labor union, thus increasing job
opportunity. Gaining employment in nearly every industry in the workforce, labor
relations specialists often are hired within employment placement agencies,
professional employer organizations, business labor organizations, management of
companies or enterprises, insurance benefit companies, hospitals, and the state or
federal government. Although most work on a full-time basis in the typical 40-hour
work week in an office setting, labor relations specialists can even find contracting
positions outside of human resources departments or firms that involve frequent
travel.
receives notice of the petition and is officially on notice that nearly one-third of the
employees want to becoming unionized.
TIPS
Even before a labor union is elected to represent workers, HR must be aware of
activities in which it can't engage during the period between the petition filing and a
union election. HR, nor any of the employer's leadership, can promise employees
better wages if they disavow their interest in the union. Also, HR can't threaten,
interrogate or spy on employees' activities related to their support for a union. HR
practitioners often refer to these prohibited activities as PITS or TIPS -- Promises,
Interrogation, Threats or Surveillance or Spying.
Bargaining
The HR manager, director or company leader typically is responsible for bargaining
with the labor union to reach a union contract. In the collective bargaining process,
HR negotiates employee wages, benefits, work hours and a grievance process for
settling workplace disputes. Both HR and the labor union have an obligation to
bargain in good faith. Once the parties have a union contract, HR and the company
representatives have to wait for the union members to approve the contract.