The presence of labor unions can cause a devastating impact on human resource functions in an organization. Unions are established for a diverse range of factors, including, as it is in the case, demand for an annual cost of living adjustment (COLA) and merit employee increases. These are the rights of every employee that every employer must fulfill. However, circumstances affect the ability of a company to heed to such demands. Thus, the unionization of workers is necessary. As the HR manager, I would establish a framework that enables supervisors to work on a FOE (fact, opinions, and example) rules with the employees.
The guideline will ensure that the organization communicates to the employees through the supervisors about certain issues. For instance, the inability to fulfill the demands due to the ongoing uncontrollable circumstances. This will also be accompanied by a promise to fulfill the wishes once the company recovers financially. The company can promise to double COLA and merit increase for the following year. The guideline will also ensure the communication of the organization's position regarding forming or joining a union. I will urge employees not to sign the union cards based on facts and benefits of doing so.
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Supervisors must understand that they must not interfere with employees' ability to make a free choice to form or join a union. This involves avoiding threats of dismissal, promising benefits, or other actions suggesting coercion of employees. It is an unfair labor practice that is punishable by law. The supervisors can include the following: one, clarify false rumors, and address untrue and misleading statements. Two, point out the costs involved in signing up for a union. Three, outline benefits the company offers and compare them to what the company offers. Whatever supervisors do, they must not prevent employees from joining a union through threats, coercion, or other punitive measures.
