Union/Management Relationships

Respect is the key to a successful relationship between the employer and the union representing it's employees.

The employer must respect the role of the union as the sole and exclusive agent of the employees. The union must respect the employer's exclusive right to manage it's operations and to direct it's work forces. Both parties must recognize and acknowledge their respective rights and obligations under labor legislation and under the collective bargaining agreement, and the rights and obligation of the employees covered by the agreement. The employer and the union must agree to and then respect the overall purposes of a collective bargaining agreement: (1) to establish mutually satisfactory relationship between the employer and it's employees; (2) to establish and maintain satisfactory working conditions, hours of work, and wages for all employees who are subject to the provisions of the agreement; (3) to provide procedures for the prompt and equitable resolution of disputes.

Above all, the employer must respect the fact that the employees have a right to join and participate in a union without fear of intimidation, coercion, harassment, or undue influence by the employer. The union must also abide by it's obligations to treat all employees fairly and in good faith and to treat management with appropriate respect.

A co-operative union-management relationship must be built on a foundation of mutual benefit, honesty, fairness, and most importantly - trust.