Here are some considerations supervisors should use in evaluating whether there is “just cause”: “Just cause” means you need to show that the worker violated some work rule, standard, or expectation, and you were justified in taking action. “Just Cause” employment standardĪlmost every union contract will have a provision stating that employees can only be disciplined or terminated for “just cause.” This is different from the typical “at will” employment standard in non-union employment relationships. Having solid relationships improves the supervisor’s effectiveness. Supervisors may disagree with shop stewards on specific issues, but it’s important that they always deal honestly and fairly with them. Cultivating and maintaining a good relationship with the shop stewards and other union officials will pay dividends down the road. Most CBAs allow some employees to be designated as “shop stewards,” people who are available on shift to advise and assist their fellow union members regarding the CBA. The CBA should always be the first place to look regarding the expectations and duties in any situation, particularly when making work assignments or calling someone in for an extra shift. Your supervisors have to thoroughly understand the CBA. Surprisingly, many supervisors lack a basic understanding of their own CBA and instead make decisions based on what they think is “fair.” It’s your job as an HR professional to emphasize the primacy of the CBA. This legally binding document governs how the company interacts with unionized employees. The Collective Bargaining Agreement (CBA) is at the heart of the relationship between the union and the company. There can be no perception of favoritism or different treatment. Fairness – Treat all employees equally. ![]()
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