A union is a group that advocates the collective concerns of employees. Labor unions assist employees in banding together to bargain with employers on pay, hours, benefits, and other terms of the job. They are frequently industry-specific, with manufacturing, mining, construction, and transportation being the most common.
Role of Human Resources in Labor Union
Human resource management’s mission is to guarantee that the business recruits and maintains suitable people in order to meet its objectives and targets. Employees within the organization form a union to guarantee that employment-related matters such as leave, lunch breaks, promotions, and salary increases are handled equally.
Human resources (HR) represents the organization’s best interests in talks with the union in an unionized environment. When agreements are established, HR is in charge of interpreting and putting those agreements into action. HR is ultimately responsible for supervising and guiding the actions of its employees; however, this is done within some specified boundaries that HR and the union have agreed upon. The presence of a union in the workplace does limit how employees are terminated. When HR tries to punish, suspend, or dismiss participating employees, they frequently meet opposition from the union.
What is Collective Bargaining in the Labor Union?
Collective bargaining is a procedure in which a union negotiates with human resources on behalf of its members with the goal of reaching an agreement on labor concerns. Unions are created because there is power in numbers, and if a group of employees did the same thing, the organization would be more likely to collaborate than if an individual person attempted the same thing. Both parties are bound by the contracts negotiated by the union with HR, which include salaries, benefits, etc.