LABOR / MANAGEMENT PROBLEM SOLVING PRINCIPLES

Managers or Union Representatives who want to exercise their power rather than solve a problem become a part of the problem.
Empathy on the part of managers and shift representatives to issues involving cultural, ethnic, or sexually sensitive complaints is important.
If possible, do not let being in a hurry or other unnecessary time constraints allow a problem to result in a bad decision.
We all need to continue to improve our conflict resolution and problem- solving skills. We should seek out and attend training opportunities in these areas.
Dealing with disciplinary matters is, in a lot of ways, related to any problem-solving process or conflict resolution process. Managers and shift representatives play significant roles in both.
Good, open relationships between the Command Officers and Shift Representatives, including early communications, are very important to the process (both ways).
Personnel assignments should be advertised and filled in accordance with our assignment procedures.
Follow the Discipline Procedure's direction when dealing with the issue of Union Representation.
The focus of all parties involved should be to maintain people's positive behavior and performance and to insure due process and just cause.
Provide periodic training to supervisors covering the areas of documentation and the disciplinary process.

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