Union & Management Relationship Checklist

The HR Council has provided the quintessential checklist for structuring your union and management checklist to avoid conflicts and manage operations.

•  The relationship is based on fairness, respect, and dignity.
• The employer respects the fact that the employees have a right to join and participate in a union, including the right to strike, without fear of intimidation, coercion, harassment, or undue influence by the employer.
•  The employer respects the role of the union as the sole and exclusive agent of the employees.
•  The union respects the employer’s exclusive right to manage its operations and to direct its work forces.
• The union abides by its obligations to treat all employees fairly and in good faith.
•  Both parties recognize and acknowledge their respective rights and obligations under labour and other employment legislation and under the collective agreement.
•  Both parties recognize and acknowledge the rights and obligations of the employees covered by the agreement.
• Both parties agree to and then respect the overall purposes of a collective agreement.
•  Both parties commit to resolving their differences and disputes in a proactive, collaborative way.
•  Both parties openly and honestly share information.  There is a two-way communication system.
• The employer openly listens to the union as the collective “voice” of the employees especially in matters dealing with policy or operational efficiency and effectiveness.
•  The employer involves the union in discussions on issues where the employees may be negatively affected.
•  An environment of respectful front-line resolution prevails.
• Third party intervention is used as a last resort.
• The employer provides fair and competitive wages, benefits, and working conditions when compared to similar workplaces.
• The employer and the union work on collaborative strategies for the betterment of the service and the workplace.