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Labor/Management Meetings

LABOR/MANAGEMENT MEETINGS
by Jeffrey Knopf

It is important that the steward understand his/her relationship with management. Although your supervisor exercises certain authority over your role as a worker, when you meet to discuss grievances or other Labor/Management issues, the steward acts as an official representative of the Union and, therefore, has equal status. S/He has every right to express him/herself fully.

The Labor/Management negotiation process is an essential tool in representing members at the worksite. You have the right to meet on a regular basis with management to discuss issues of concern to the workers you represent. In some cases, monthly meetings are held between the Stewards and the Area Director/Superintendent or their designee. As the Steward at this meeting, you are equal to Management.

Among the issues that can come up in Labor/Management meetings are health and safety issues, understaffing, equal distribution of cases or work, smoking policies, reorganization at the worksite, flex-time, and training.

Once this process has been initiated, management will become more respectful of the Union. You will have a forum to discuss problems before they get out of control, and management will have a forum to work out these problems with the Union. They will see the Union as interested in problem solving and discussing the needs of the workers and clients/consumers, rather than only filing grievances (although you never give up this right).

Here are some tips for setting up Labor/Management meetings:
  • Make a formal request, either in writing or verbally, to management of your desire for regular Labor/Management meetings. If management refuses to meet, let your Chapter officer know so we can put pressure on them from above. You should also mobilize your members to take action to help convince management to meet.
  • Prepare for your meeting. Plan an agenda ahead of time. Sometimes it is a good to send Management a copy, so they are prepared to handle your issues.
  • Build support for your issues. A noontime membership meeting before your Labor/Management meeting will give you an idea of what the problems are and will let Management know you have worker support.
  • Day of Meeting: Take anywhere from half an hour to an hour to caucus with other stewards before entering the meeting. Management should give you reasonable caucus time. Pick a spokesperson and recorder. Go over the agenda and what exactly you are asking for. Make sure all agree with what you are requesting.
  • During Meeting: Spokesperson addresses Management. Do not contradict your spokesperson in front of Management. If you disagree, call for a "caucus" and leave the room to discuss your disagreement. Always bring a copy of the contract and never give up any rights under it. Someone should take minutes. This will help you to see what exactly has been said. Summarize any understandings reached and set a date with management for the next Labor/Management meeting before leaving.
  • After Meeting: The recorder should send a summary to management and stewards, and post it on the Union bulletin Board in your office. This is your documentation of an agreement.
  • Keep Members Informed: Your building and worksite coordinators should be informed to tell the members what occurred and get feedback. At your monthly noontime membership meetings, let members know what has taken place and plan for the next meeting.

Many problems can be solved and many benefits gained through this process. Ongoing Labor/Management meetings can build the Union's strength at the worksite by involving the Union in the policies and decisions that affect you.

If you need assistance setting up Local Labor/Management meetings, please contact your Chapter Officer or Field Representative. We can help get you started.