I'm kind of curious how a contract can be seen as valid with terms imposed on both parties by a third party.
one of the things you can't really complain about is skilled union labor... unions offer some pretty good schooling and apprentice programs that put out very good workers.
unfortunately, they don't teach or require good work ethics to go along with those good skills.... to the contrary, they usually reward poor work ethics and put in place policies that undermine the work ethic.
not with most unions. normally, there will be a job description and an associated wage ratethe employee handbook says x, and that is what you get unless you negotiate separately
of course, the employee who prefers to negotiate for him/herself is free to instead apply at a non-union company
under a union shop arrangement, that might also be possible, however, you would negotiate that unique provision as a principle, that could be applied to other employees who fit the circumstance, and not for a specific named employeei have one employee that gets 6 weeks off a year.....he visits family in the middle east
while you are inquiring about the approach to your two labor-standards impacted managers, you may want to also ask HR if this specifically named vacation recipient exposes your company to any potential EEOC litigation under race, age, and/or religious bases
as above, possible, but only with defined criteria, not a named employee. this unique circumstance may also be one that places you in jeopardy of a title 7 action for disparate treatment of women. would encourage you to broach HR about iti have another who negotiated pay for 3 months maternity, not the normal 6 weeks
a handbook of conditions of employment negotiated by the employees' union representative and management's representative ... for any union shopin today's world, most of those things are covered in every companies handbook (at least any company over 100 people)
such unilateral determinations should never be found acceptable by any competent labor rep
in a union shop, you would go thru all of itso other than really salary/wage there isnt a whole lot to go through
now, kudos to you, for operating a company that apparently has not had its employees feel the need to elect a bargaining unit representative
if employees feel they are being treated fairly, they have no reason to seek union help
for example.. in my case i was allowed to service both Roadway and Yellow freight... simply because they had no physical maintenance shop.
part of the deal was that if a terminal had a physical shop, they had to employ union mechanics.
neither terminal had a physical shop in Vegas, so they were allowed to contract for maintenance services...or they could build a shop.
it was , by far, more economically sensible to contract out than to have to buy more land and build a shop... so that's were I came in.
my first move after winning those contracts was to head down to the Roadway terminal in San Bernadino ( they had a maintenance shop) and poach experienced mechanics that were already familiar with their equipment and procedures.
one of those former union mechanics was the guy I sold my business to in the end.
you instead only have to seek employment from non-union employers. normally the ones that pay less, and offer fewer benefits and nominal job security
that contract arrangement you entered into with the unionized employer, includes a provision that by virtue of your willful, voluntary employment with said company, you have also agreed to become a member of the bargaining unit. whether you agree to become a union member is another choice you personally make. but your contract for employment with a firm having a union will compel you to agree to be a bargaining unit member UNLESS you are a member of management and/or you are within a job which is prohibited from being within the bargaining unit
in the federal sector, those excluded positions are normally those where the employee is involved in making personnel decisions, even in a non-management capacity
and as an aside, even tho the manager at the company CANNOT be a bargaining unit employee, represented by the union, (s)he CAN be a dues paying union member, entitled to vote at union elections (but not hold representative office). i helped LOTS of management officials in their careers and they responded by joining the union as dues paying/supporting union members