Labor Relations Training for Managers and Supervisors in a Unionized Setting
As a front-line supervisor or manager, you continuously face new employment challenges. Obtain the tools to tackle these challenges, and build knowledge to oversee contract regulations with conviction.
This class is pre-approved by the Society for Human Resource Management for 14 Professional Development Credits (PDCs) towards the SHRM-SCP or SHRM-CP.
Mr. Secaras counsels and represents employers throughout the country in traditional labor matters arising under the National Labor Relations Act, collective bargaining and grievance/arbitration matters. He also counsels and represents employers in employment law issues (including issues arising under Title ... read more
Benefits and Learning Outcomes
- Understand laws every supervisor should know
- Comprehend arbitration and how it differs from a trial
- Avoid unnecessary grievances
As a front-line supervisor or manager, you face new employment challenges. This program provides the tools you need to deal with these challenges. You gain the knowledge and confidence to deal with union contract regulations. An effective supervisor or manager today must be able to spot potential problems early and solve those problems before they become costly grievances or lawsuits.
For the program agenda, click More.
Day One: 8:30am-12pm
Introduction to Unions
- Common reasons why employees choose a union
- The supervisor’s role in union relations
- The union steward – the proper role
- An employee’s right to union representation – understanding the NLRB’s “Weingarten” Decision
Day One: 1-4pm
Know and Understand All of the Rules
- Administering the union contract while maintaining productivity
- Labor and Employment Discrimination laws every supervisor should know
– National Labor Relations Act
– Title VII of the Civil Rights Act of 1964
– The Civil Rights Act of 1991
– The Age Discrimination in the Employment Act
– The Americans with Disabilities Act
– The Family and Medical Leave Act
– State Workers’ Compensation Laws
- Conducting an Effective Investigation
- Employee Discipline
– Making it Stick
Day Two: 8:30-11:30am
The Grievance Process and Arbitration:
- What is the purpose of the Grievance Process? -Discovery
– Reaching settlement
- What is Arbitration and how is it Different From a trial?
– Binding Nature
- Effective contract administration – how to avoid going to arbitration
- Living with one another: developing a non-confrontational relationship
- Avoiding unnecessary grievances
- Effective use of the grievance procedure
- Alternatives to arbitration
Day Two: 12:15-3:30pm
What the arbitrator looks for:
- Disputes over employee discipline
- Disputes over contract language
- Common issues that frequently arise at arbitration
– Past practice on contract interpretation
– Making sure the penalty fits the crime
– Credibility issues
– Language of the contract
– Language of limitation
Winning Arbitration Strategies
- Preparation for arbitration – winning your case before the hearing starts
- Testifying at the arbitration hearing
- How the arbitrator really decides cases
"“I would recommend this class to all supervisors.”" — Terry Krueger, Supervisor, Albert Lea Medical. Center
"“This seminar was more than I expected.”" — Donald Brent, Station Manager, US Postal Service.
All sessions are Face-to-Face unless otherwise noted.