362WA2BiancaMcDonald

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1 Assignment Two: Union Representation Memo Bianca McDonald University of Maryland Global Campus HRMN 362(6380): Labor Relations Professor Ross September 5 th , 2023 1

2 Donavon Baked Goods, LLC M EMO T O : Managers, Supervisors F ROM : Bianca McDonald, HR manager D ATE : September 26, 2023 R E : New Expectations for Newly Unionized Workplace Greetings Team, As you all know Donavon Baked Goods, LLC is now a fully unionized work environment and there are going to be changes to the practices and policies. I wanted to illustrate what it to be expected of management, employees, and now union representative from Bakers Squared United (BSU). In this memo: management will receive important NLRA legal rights to consider, changes in management operations after unionization, how CBA could potentially impact management/supervisory functions, and discussion of additional cost for the company. Essentially this will be a guide to navigate in a unionized environment versus non-union, and managing the new changes in an effective way. NLRA Legal Rights Management : legally allowed to follow company business strategies, legally allowed to discipline and/or fire employee, not legally allowed to fire/discipline employee based off union membership or interest ( Interfering with employee rights... ). Employees : legally allowed to engage in union processes, legally allowed to bargain for better wages, benefits, or working conditions. Not legally allowed to threaten fellow coworkers to join union ( Interfering with employee rights... ). 2

3 Union Representative : legally allowed submit grievance claim for individual employee, duty to bargain in good faith with employers, legally allowed to strike, not allowed to coerce individuals to join union ( Interfering with employee rights... ). Management, it would be the best option to learn these legal rights to better equip for the CBA processes going forward. Once you understand NLRA legal rights you should be aware of the changes in operations under union representation. 1. Managers and Supervisors you will now be obligated to negotiate with union representative Bakers Squared United (BSU) over working conditions, organizational structure changes, or wages (( Interfering with employee rights... ) 2. Managers and Supervisors you will need to focus on utilizing bargaining power to achieve organization goals (Katz et.al, 2017). 3. Discipline needs to comply with provisions included in the CBA to ensure based on poor performance of duties or violation of workplace policies (Katz et. al, 2017). Collective Bargaining Agreement Impact on Administrative Functions Performance Management/Evaluation of Employees : management will have to follow the collective bargaining agreement’s provisions during employee performance evaluations. Should be unbiased and evaluates employee based on key performance markers only. Employee Discipline : management could potentially have more pushback on discipline under the new CBA. Disciple needs to be aligned with the CBA and must be fair. Job Security/Promotion/Termination : employees have more job security under the new CBA, this could be a positive for the company as this could improve job satisfaction and engagement. Management will have to follow performance evaluations to determine promotion eligibility for employees. With the union and CBA management’s freedom to terminate is limited. Terminations have to be found not violating employee’s legal rights and based on either repeated offense, poor performance, or violating workplace policies. Determination of Wages and Benefits : Under the new CBA management will not have to negotiate wages and benefits with employees to determine the best outcome for all. Essentially, this will impact labor cost on the organization. Health and Safety of Workplace: Management will need to ensure that workplace safety is one of the most important principles in unionized environment. CBA typically requires management to create a strategy to ensure employees are healthy and safe while at work. 3

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4 Managers will have to establish workplace safety and health policies and procedures to ensure the safety of employees and increase their satisfaction on work conditions. Unionization Cost for Donavon Baked Goods, LLC A. additional training for all employees on new union policies (implementing new training modules, handouts, etc., and executing new training). This will take time and money for the company (Orechwa, 2023) . B. ongoing legal fees (negotiations on collective bargaining agreement with union representative) (Orechwa, 2023) . C. extra staff hired to handle claims, and/or handle payments of union members (Orechwa, 2023) . Managers and supervisors I hope that this will guide you to successfully navigate this new unionized environment. Take notice of NLRA legal rights that you, employees, and the union are given. Operational changes are apparent with union presence in the company and management should be aware of the differences. Be aware of the potential impacts to important management/supervisory functions from the collective bargaining agreement. Lastly, management there will be additional costs for Donavon Baked Goods, LLC and adjustments will need to be made to ensure that new cost from unionization will be budgeted accurately. Best, Bianca McDonald Human Resource Manager 4

5 References Harry C. Katz, Thomas A. Kochan, & Alexander J. S. Colvin. (2017). An Introduction to U.S. Collective Bargaining and Labor Relations: Vol. Fifth edition. ILR Press. Interfering with employee rights (section 7 & 8(a)(1)) . National Labor Relations Board. (n.d.). https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/interfering-with-employee- rights-section-7-8a1 Orechwa, W. (2023, March 19). The cost of unionization . Projections. https://projectionsinc.com/unionproof/the-cost-of-unionization-2/ 5