Doing 𝐇𝐑 𝐢𝐧 𝐚 𝐔𝐧𝐢𝐨𝐧 𝐒𝐡𝐨𝐩: 𝐓𝐡𝐞 𝐑𝐞𝐚𝐥 𝐓𝐚𝐥𝐤 𝐕𝐞𝐫𝐬𝐢𝐨𝐧

 

I get this one all the time:

“How do you actually HR a union workforce? What can I do? What can’t I do? What should I never say?”

 

Here’s the version I give every HR pro stepping into a union shop for the first time.

The CBA is your roadmap.
You don’t have to memorize it. But you do have to live in it. Discipline, seniority, pay rules, schedules, grievances… it all starts there, but it doesn't replace your other properly implemented internal policies and procedures.  It exists alongside them and requires specific bargaining requirements if you want to change some things. 

You’re not the union rep, and you’re not the enemy.
You’re the person who applies the contract consistently and professionally. Respectful is good. Cozy or combative isn’t.

Stewards are often your best resource.
They know the past practice, the history, and the “why” behind certain provisions. Most will help if they know you’re trying to get it right.

Stay out of the representation strategy.
Never tell someone whether to file a grievance, how strong their case is, or what the union should do. You manage process and fairness, not legal strategy.

Good HR is still good HR.
Clarity. Consistency. Documentation. No surprises. The fundamentals don’t change. A union environment just adds structure around them.

If you’re looking for rock-solid beginner resources, these are the best starting points:

• National Labor  Relations Act 

• FMCS Labor-Management Relations Toolkit

Union shops aren’t harder. They’re just different. Once you learn the road rules, the drive gets a whole lot smoother.