Labour relations involves the interaction between employees and the employer in a unionized or nonunionized workplace. Laws and policies govern the relationship between the employees and management in the workplace. Collective bargaining determines good labor relations where every member has a right to participate in decision making (Davies " Freedland, 2015). California Municipal Police has been facing prolonged breakdown and disagreements between the management and the employees. Employees have ill perceptions about the administration. The employees of the Municipal Police have voted for the establishment of a recognized labor union. They believe that labor unions will be the best approach to job satisfaction. The union will give them the power to voice out and fight for their work rights and needs. The union covers all non-supervisory employees.
As the appointed Chief of the California municipal police, I am determined to build a healthy and constructive relationship between the employees and the management. The police branch is struggling with the deteriorated industrial relations, and thus, as part of my job role, I am determined to bring order in the critical public safety sector. My approach towards the situation concentrates on democratic leadership style with the incorporation of other leadership strategies where possible. All employees will be involved in the dispute resolution processes. A collective bargaining approach will be applied in discussing the employees and management grievances with the participation of all the concerned procedure. My essential role is to provide a fair and balanced framework for labor relations and dispute resolution according to the set labor and industrial laws.
Labor Relations Strategic Plan
In the workplace, it is reasonable for employees and management to disagree on employment matters. It is the same problem facing California municipal police. As the Chief of the municipal police, I understand that conflict is a regular occurrence in the workplace. Disagreements are inevitable, and thus, the best approach is to gain control over them (Davies " Freedland, 2015). In the past, labor relations in the institution have been poor. With the established trade union, it will be easy for me to apply the collective bargaining approach in restoring order in the institution.
Collective bargaining is a process in which employees through their trade unions meet with the management and other interest parties to discuss employment issues. It is at the bargaining table where employees and management, air their grievances, and both parties engage in a systematic approach in arriving at an amicable solution (Jevons " Samuels, 2017). The employees of the municipal police are willing to participate in collective bargaining, making it the best approach to address the issues. Labour relations are all dependent on collective agreements. According to the national labor relations Act, employees have a right to belong or choose not to belong to any trade union. The right is guaranteed by the employment laws in the United States (American Management Association, 2013). Management should thus not discriminate or mistreat employees in a way suggestive of compelling them to abandon their interests in joining a trade union.
Through collective bargaining, people will solve disputes, hold contract negotiations and good work relations will be achieved. Collective bargaining is a democratic approach and employees in the institution will feel valued, respected and recognized. The agreement arrived at will be an element of a win-win solution for both employees and management. The approach to effective working partnership with the California Municipal Police will be achieved through the following steps:
1. Preparation phase
2. Discussion phase
3. Bargaining and negotiation
4. Action plan
Stage 1: preparation phase. As the new chief of the institution, I would require extensive research over the organization. A better understanding of the organization will help develop an informed approach, which will aid in arriving at the best solution. It will be my initial stage in addressing the employee’s grievances. Consultation with the existing management is crucial at this level (Haney, 2013). Besides, in this stage, mobilization of the management team and inspiration towards a common goal will make my strategy useful.
The primary activity in this step is an assessment and analysis of the employees’ grievances. I will be required to enter into negotiations with the established trade union. Eventually, learning their demands and personalities will help me prepare adequately. Data gathering and resource mobilization for the entire labor relation process will be significant (Jevons " Samuels, 2017). Depending on the projected grievances the management should devise a bargaining strategy. Gathering factual evidence will be essential to support the arguments of the management team.
Stage 2: Discussion phase. This point marks my first encounter with the workers’ representatives or even the employees. The critical issues in the meeting are trying to set the ground rules that will strengthen the bases for future negotiation (Jevons " Samuels, 2017). In this stage assurance of management commitment to meeting employees’ needs is required. The meeting will set the ground rules and other formalities to be followed in the entire process to improve on labor relations in the institution. Friendly terms which involve both parties will form the base for better interactions between the management and the union of employees. I will be determined to build a positive impression in the discussion.
Stage 3: Negotiation. After setting the ground rules and the negotiation terms, the bargaining process will start. A negotiation phase allocates more time to the employee representatives to air their grievances. Workers are encouraged to give all their demand in front of the management. Since the critical issues are poor labor relations, the employees will be required to provide their insights on the topic. The administration will also have adequate time to respond and counter the employee claims. As a representative of the management team, the response will be more educative on the needs for good industrial relations (Haney, 2013).
In the case of employee mistreatment, the management will promise the employees better work relations. It is not necessarily that the administration will satisfy all the employees’ needs and demand. With a joint discussion, an agreement will be achieved thus a positive working environment will be created. The result of the collective negotiation is a written agreement.
Stage 4: Action plan. The result of the negotiation phase is a written agreement signed by both parties. The municipal police management should serve as a role model in keeping the agreement made in the entire process (International Labour Organization, 2013). The deal is in a written form outlining the action plan, involved terms and conditions of the agreement, the duration, names and the signatures of the concerned parties (Haney, 2013). As the Chief of police, I will ensure that all parties adhere to the terms of the agreement. Eventually, a new culture based on a friendly partnership between the employees and management will be established.
The agreement will be prepared and given to the management and the employees for ratification. The agreement should adhere to the Industrial Dispute Act of 1947 which states that “an agreement shall be binding only on the parties to the agreement” (American Management Association, 2013). Once all the concerned parties have approved the agreement, it will hence become operational. Adherence to the agreed issues will help restore better employees and management relationships in the workplace. My fundamental responsibility will be to ensure that both parties implement the agreement. Other arising grievances will be subject to the same process. The strategy is the only way towards building strong bonds between the management of the police unit and the employees.
Conclusion
As the Chief of the Municipal Police unit, my roles are vital in preparing information for both employees and management in collective bargaining. The position requires high knowledge of labor laws, economics and industry information. I plan to ensure effective implementation of industrial labor relations programs which are missing in the workplace. The labor relations strategy relies on commitment, participation, and cooperation of all the relevant stakeholders (Davies " Freedland, 2015). It is my responsibility to ensure strict compliance and monitoring of union-negotiated agreements. Collective bargaining approaches to labor issues offer an active platform for resolving disputes between the employees and the management. In addition to building positive work relations mobilizing management in the formulation and implementation of labor, policies are equally essential. Good employment relations can never be without the right policies and laws. Workplace laws and procedures govern the behavior and operation of employees and management in the organization (International Labour Organization, 2013). Active labor relations systems will help streamline the flow of services in the police unit. Collective bargaining is vital in improving work relations in the critical public safety sector.
References
American Management Association. (2013). Negotiating and interpreting the labor agreement: White collar unionization, the process of bargaining, arbitration, trends in NLRB decisions. New York: Kraus Reprint Corp.
Davies, P., " Freedland, M. (2015). Industrial Relations and Labour Law. Industrial Relations Journal, 46(1), 27-30. doi:10.1111/irj.12090
Haney, M. (2013). Public sector collective bargaining and impasse resolution: an analysis of the Oregon fact-finding process. doi:10.15760/etd.836
International Labour Organization. (2013). Regulating the employment relationship in Europe: A guide to Recommendation No. 198: European Labour Law Network (ELN).
Jevons, W. S., " Samuels, W. J. (2017). The state about labor. Abingdon, Oxon: Routledge.
