Dear All, Need your support for improvement on how workers should behave? Methods of communication? Workers started a new union in which some of them talking too much on the shop floor
From India, Madras
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4From India, Madras
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The answer to the question on how workers should behave is to behave in accordance with the rules and regulations of the establishment. Communication is, in itself, a big topic, and we need to know what is hampering the communication; it is not possible to suggest solutions.
In such situations, it is normal for the new leadership/union to assert and make room for itself. They will try to be vociferous and look for an occasion to prove themselves. Management must be extra sensitive and has to react with a clear intention on how to tackle this new phenomenon. If the management is in favor, give the new union importance, call a meeting with the office bearers, resolve some issues they have taken up, and give them full credit. If the management is antagonistic to the new union, then the opposite will be the reaction. This requires strategizing, looking at the long-term and short-term objectives of your industrial relations.
From India, Mumbai
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In such situations, it is normal for the new leadership/union to assert and make room for itself. They will try to be vociferous and look for an occasion to prove themselves. Management must be extra sensitive and has to react with a clear intention on how to tackle this new phenomenon. If the management is in favor, give the new union importance, call a meeting with the office bearers, resolve some issues they have taken up, and give them full credit. If the management is antagonistic to the new union, then the opposite will be the reaction. This requires strategizing, looking at the long-term and short-term objectives of your industrial relations.
From India, Mumbai
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Dear Colleague,
You need to appreciate that forming a union is a legal right of employees, and any attempt to disturb it by the management as a knee-jerk reaction has an adverse impact on mutual relationships and operations.
Talking too much on the shop floor is not a matter of serious concern and will eventually die down. It is better to ignore it at this stage.
Many organizations have unions, and they have worked out cordial relations to resolve bilateral issues.
So my view is to accept it as part of life and work out strategies to form a healthy, workable relationship in the long-term mutual interests.
Vinayak Nagarkar HR and Employee Relations Consultant
From India, Mumbai
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You need to appreciate that forming a union is a legal right of employees, and any attempt to disturb it by the management as a knee-jerk reaction has an adverse impact on mutual relationships and operations.
Talking too much on the shop floor is not a matter of serious concern and will eventually die down. It is better to ignore it at this stage.
Many organizations have unions, and they have worked out cordial relations to resolve bilateral issues.
So my view is to accept it as part of life and work out strategies to form a healthy, workable relationship in the long-term mutual interests.
Vinayak Nagarkar HR and Employee Relations Consultant
From India, Mumbai
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Dear Colleagues,
This situation must be treated the same way we will treat employees gathering in the utility room for tea and taking a long time chit-chatting. If work is affected, then they should be told. In the matter of union members talking on the shop floor, they should be gently advised to keep their conversations brief, and they may have their meetings after work.
Sam
From Malaysia, Ipoh
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This situation must be treated the same way we will treat employees gathering in the utility room for tea and taking a long time chit-chatting. If work is affected, then they should be told. In the matter of union members talking on the shop floor, they should be gently advised to keep their conversations brief, and they may have their meetings after work.
Sam
From Malaysia, Ipoh
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It is a very sensitive issue that needs to be handled much cautiously as taking any step as this would tamper the smooth operations and relations. As a first step, try calling the union representative and brief them accordingly subject to them taking the management's view. It depends on your IR with these people as some unions are aggressive and some are cooperative. It looks like, as per your statement, that the union has just recently commenced, and hence it would be possible to call them for a meeting and discuss this issue. Also, specify that any interruptions during work hours would lead the management to view it seriously. It is better if you could try to have a standing order in place. However, this also needs the concern of the union representatives and needs to be registered with the Labour authorities prior to being put into effect. If this is available, you can quote the clause on behavior and specify all such unnecessary wasting of time and gossiping which affects operations/productivity can be laid down and communicated in your meeting with union representatives and also displayed on your notice board.
From India, Chennai
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From India, Chennai
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Dear Friend,
The formation of a union is the right of employees. The moral obligation of employees and their union is to maintain harmony in the workplace or shop floor during working hours. However, the situation becomes concerning when work and productivity decline due to union activities by employees.
This incident may seem minor but requires close monitoring before it becomes a significant issue. Do not ignore it.
This matter should be addressed in the works committee meeting to tackle the issue. You can invite the union leaders for a formal discussion. Management has no objection to the formation of the union but is more concerned about issues of indiscipline during working hours and the resulting productivity loss. If necessary, document the discussions and the union leader's reactions to find a solution to the differences between the employer and employees.
There are perspectives from other senior colleagues that you should consider, and you should also informally discuss the matter with the labor department during the meeting.
I hope this helps. Let me know if you need further assistance.
From India, Mumbai
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The formation of a union is the right of employees. The moral obligation of employees and their union is to maintain harmony in the workplace or shop floor during working hours. However, the situation becomes concerning when work and productivity decline due to union activities by employees.
This incident may seem minor but requires close monitoring before it becomes a significant issue. Do not ignore it.
This matter should be addressed in the works committee meeting to tackle the issue. You can invite the union leaders for a formal discussion. Management has no objection to the formation of the union but is more concerned about issues of indiscipline during working hours and the resulting productivity loss. If necessary, document the discussions and the union leader's reactions to find a solution to the differences between the employer and employees.
There are perspectives from other senior colleagues that you should consider, and you should also informally discuss the matter with the labor department during the meeting.
I hope this helps. Let me know if you need further assistance.
From India, Mumbai
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