HR in a unionized workplace is different
In a unionized workplace, the collective agreement shapes almost every people decision: discipline, scheduling, seniority, layoffs, overtime and more. The BC Labour Relations Code sets the framework, and the agreement fills in the detail. A decision that would be routine in a non union business can become a grievance, and a grievance that is handled poorly can end up at arbitration, which is costly for everyone.
Many employers with 10 to 300 employees do not have a labour relations specialist on staff. Supervisors are left to interpret the agreement on the fly, and problems surface only when a grievance arrives.
What Snapshot HR helps with
- Collective agreement interpretation. Clear answers on what the agreement actually requires, so managers apply it consistently.
- Grievances. Reviewing the grievance, meeting the timelines in your agreement, preparing for step meetings and drafting written responses.
- Discipline and just cause. Progressive discipline that is documented properly, with union representation handled correctly from the start.
- Arbitration prevention. Resolving issues at the early steps and spotting patterns in grievances before they become bigger disputes.
- Bargaining preparation. Reviewing the current agreement and grievance history and helping you build your priorities for renewal.
- The working relationship. Building a professional, predictable relationship with your union representatives.
Experience on the employer side
Keith Reid, CPHR, led HR for more than 300 employees in a unionized manufacturing environment, including contract renewals, progressive discipline and culture change. His labour relations work includes collective agreement negotiations and grievance arbitration. He brings that experience to growing BC employers who need it part time.
Union and non union, side by side
Many businesses have both unionized and non union staff. Snapshot HR keeps your policies consistent where they can be and separate where they need to be, so the handbook and policies for non union staff sit comfortably alongside the collective agreement.
