ABSTRACT
This chapter focuses on clear understanding of the impact of the union contract on the actions of the manager and the staff members. The role of the manager and human resource officer as the provider of vision, goals, objectives, resources, direction, and performance do not change when a union contract is in effect. Human resource management in a union environment requires knowledge of the laws governing the relationship between unions and business. A contract between a company, the employer, and the union, the bargaining agent for the collective of employees, is generally achieved through collective bargaining. The contract may also require the involvement of a union and/or employee representative in the hiring process. The union contract will almost always have provisions specifying the steps required before disciplinary action can take place. The filing of a grievance when a contract is enforced becomes the time for management and the human resource officer to be extremely diligent in their duty.
