The workers’ union plays a great role in the workplace. Lack of union in the plant that SNCC is purchasing will automatically have disparities in the company. This is because of the nature of roles played by unions in companies. They ensure a positive function in addressing and preventing familial abuse via intervention and training.
In most work places, domestic abuse is one of the union agenda since it is majorly a public health issue, family issue, workplace issue, social justice issue and a community issue. This paper seeks to discuss the role of unions in workplace and their relationship with the human resources and management.
Lack of union in the SNCC plant will therefore have disastrous impact in the company as a whole. This is because unions are vital in helping its members stay healthy, employed and safe so that they may remain self sufficient economically and retain their dignity (Phanindra, 2009).
Various business issues are associated with unions. The absence of a union in a workplace may result into adverse effects in the company. Without the union, issues such as fear, embarrassment, and workplace gossip, abuse of rights, exploitation, demonization, workplace conflict and low self esteem among other issues may arise due to lack of protection by the union. In situations where there is a union, positive issues results.
Employers and employees would to thing such as: understand that embarrassment and fear can prevent a member from talking concerning job issues, respect the rights of the members and their decisions, daunt workplace gossip, enlighten the member about the role of the union on their confidentiality, assistance and their non judgmental support, consider reassignment of jobs, refer members to unions, recognize retirees, develop unions resolutions, make public statements against violence and safety, negotiate supportive contract language and sponsor workshops concerning domestic violence (Noe et al., 2010)..
In case the new plant had a union, the union would be subjected to play multiple roles in ensuring success of the company as far as the company employees and operations are concerned.
The union would perform functions such as: negotiating collective agreement, the union would bargain for the terms and conditions that would be considered in employment of the workers in the bargaining unit; consulting and informing, the union would be informed and consulted on the recruitment decisions made by the company concerning collective redundancies, transfers and pension schemes; representing employees at grievance hearing and disciplinary, where there is a situation concerning discipline, the union would accompany workers to the committee for hearings; and partly or non unionized workers, here the union is obliged to inform the company about those workers who have since withdrawn from membership. The company is also obliged to inform the union about those members who cannot be part of the union (Boeri, 2007).
The relationship that would exist between management, human resources, and the union if the new plant had a union would be a healthy and friendly one concerning the workers and the workplace. The management and the human resources both have roles and responsibilities towards the union.
The union representatives may be part of your employees and therefore considerable time off for their union duties should be awarded to allow them execute their administrative duties. The relationship between the union and the management should be consultative in that either of them informs and consults each other on matters concerning development of their interests and changes that are to be implemented in the company.
This enables the workers to adopt the stated changes without much opposition. The two could also enjoy a mutual relationship where the management allows the union to use the company facilities in their administrative functions (Noe et al., 2010).
In summary, the role of both the management and the union are directed towards a common goal. Achieving the objectives of the company and satisfying the needs of the workers. This paper has illustrated the role of unions at workplace and the relationship between the union, human resources and the management.
References
Boeri, T. (2007). Role of Unions. London: Prentice Hall.
Noe, R. et al. (2010). Fundamentals of Human Resource Management. London: McGraw-Hill.
Phanindra, V. (2009). The Role of Union in Workplace. New York: Cengage.