Dear Sir, If union members always threatening and harassing then what action we can take on union bearers?
From India, Ahmedabad
From India, Ahmedabad
Dear Members, Union office bearers are also subject to disciplinary action as to be taken in case of other workers. R N KHOLA
From India, Delhi
363From India, Delhi
Dear Prashanth,
Your question seems a bit vague to me. Every member or office bearer of a trade union becomes so just because he happens to be a worker in the organization. Therefore, such a person does not have any exemption from the rules of discipline and code of conduct applicable to him as the workman of the establishment.
Hence, your allegation requires elaboration. By threatening and harassment, what do you mean exactly is not clear. Any officer bearer threatened his superior for pulling him up for any misdemenor during the course of his employment? Normally, harassment is the weapon used by a superior against his subordinate for some fastidious reasons. Then, how an office bearer can harass someone else superior to him? Whether, you mean to say that the union office bearers threaten the management generally by questioning each and every lawful actions of the management.
More explanation is required in this behalf.
From India, Salem
Your question seems a bit vague to me. Every member or office bearer of a trade union becomes so just because he happens to be a worker in the organization. Therefore, such a person does not have any exemption from the rules of discipline and code of conduct applicable to him as the workman of the establishment.
Hence, your allegation requires elaboration. By threatening and harassment, what do you mean exactly is not clear. Any officer bearer threatened his superior for pulling him up for any misdemenor during the course of his employment? Normally, harassment is the weapon used by a superior against his subordinate for some fastidious reasons. Then, how an office bearer can harass someone else superior to him? Whether, you mean to say that the union office bearers threaten the management generally by questioning each and every lawful actions of the management.
More explanation is required in this behalf.
From India, Salem
Some time union member using harsh language, speaking loudly with HR person so that all workers will get attention, always speaking about the making IR issues, means they are using their power for disturbing company atmosphere. I can give one example we had one old vendor who provided us uniforms. Due to his nonperformance we closed this vendors order but some of union bearers having relationship with old vender taken objection for this. They said that its our money so we have a right to choose vendor and made a issue of late delivery and quality. Such type of behavior is always happening in company.
From India, Ahmedabad
From India, Ahmedabad
Dear Prashanth,
You should understand the underlying principles of transactional analysis when you have to interact with others particularly union people with a negative mind set towards anything proposed by the management.
Union office bearers would behave the way you mentioned so as to make their presence felt by others; in such a situation, you should not react but respond to them in a courteous manner so as to prove that your point is appropriate to the issue on hand; in stead, if you engage yourself in argument, the main issue would be sidelined and culminate in confrontation or an IR issue as you mentioned.
Whenever you feel that things may go out of your hand because of the intransigence of the union people, better you should seek the advice or interference of your superiors.
In a negotiation, when the union office bearers take up an unwarranted issue vehemently, you should not tell them that they have no locus standi to raise the issue even it is so. On the contrary, convince them the possibilities of the things going just opposite to their expectations. If you conduct yourself in a dignified and persuasive manner, they will automatically cool down.
From India, Salem
You should understand the underlying principles of transactional analysis when you have to interact with others particularly union people with a negative mind set towards anything proposed by the management.
Union office bearers would behave the way you mentioned so as to make their presence felt by others; in such a situation, you should not react but respond to them in a courteous manner so as to prove that your point is appropriate to the issue on hand; in stead, if you engage yourself in argument, the main issue would be sidelined and culminate in confrontation or an IR issue as you mentioned.
Whenever you feel that things may go out of your hand because of the intransigence of the union people, better you should seek the advice or interference of your superiors.
In a negotiation, when the union office bearers take up an unwarranted issue vehemently, you should not tell them that they have no locus standi to raise the issue even it is so. On the contrary, convince them the possibilities of the things going just opposite to their expectations. If you conduct yourself in a dignified and persuasive manner, they will automatically cool down.
From India, Salem
Dear colleague,
I share most of the views of our learned colleague Mr Umakanhan.
I would like to add that the strained relationship between you and the union committee members , in my view , is manifesting in their
behaviour. When you have an active union in the organisation, you must create and maintain a collaborative and cooperative approach of discussing common issues across the table and not impose your decisions on them. Like how you have done in case of changing vendor for uniforms.
When you develop this culture of discussing common issues on the table, there is greater chance of issues getting sorted out than by unilateral way. This is most proven approach followed by all professionally managed companies having union to mutual advantage. They look at the union not as adversary but responsible partner in the mutual progress .
Therefore, if you strive to build hamonious relationship of maintaining dialogue , discussion and persuasive approach, it will prove a game changer.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
I share most of the views of our learned colleague Mr Umakanhan.
I would like to add that the strained relationship between you and the union committee members , in my view , is manifesting in their
behaviour. When you have an active union in the organisation, you must create and maintain a collaborative and cooperative approach of discussing common issues across the table and not impose your decisions on them. Like how you have done in case of changing vendor for uniforms.
When you develop this culture of discussing common issues on the table, there is greater chance of issues getting sorted out than by unilateral way. This is most proven approach followed by all professionally managed companies having union to mutual advantage. They look at the union not as adversary but responsible partner in the mutual progress .
Therefore, if you strive to build hamonious relationship of maintaining dialogue , discussion and persuasive approach, it will prove a game changer.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
THE KERALA RECOGNITION OF TRADE UNION RULES, 2011.pdf
Members.JPG