Step#1: Define the bargaining unit
A bargaining unit is a group of union members who hold organisational rights.
Anyone can join a union, but the union will not necessarily negotiate their salaries if they're not part of the bargaining unit.
Managers and supervisors are always excluded from the bargaining unit.
Step#2: Analyse the union's demands
You should receive these with a request for a first meeting to negotiate wages.
Assess them and decide how you'll deal with them, alongside deciding what's negotiable and what isn't.
Step#3: Clarify your mandate
Avoid giving your employees a 52% salary increase...
When employees go on strike they'll do anything to get you to meet their demands...
Would you be able to afford to give your employees a 52% salary increase and still be able keep your company?
Find out how you can avoid falling victim to striking employees here.
Decide on what level you're prepared to settle on. This can be done by looking at your budget and CPIX.
Don't make your negotiations so rigid that they actually turn into a dispute and possible strike
You should have a settlement goal to work towards.
Step#4: Plan a negotiating strategy
The whole negotiation should result in a win-win situation, or even a lose-lose situation where both parties must give up something.
Decide on where you'll begin negotiating and where you intend to end up. You should always have a Plan A, B and maybe even a C depending
on what unfolds during the negotiations.
Step#5: Manage the process effectively
Be fair and open minded in negotiations. Remember to listen before speaking. And go into negotiations willing to commit.
Negotiations can also be an opportunity to build solid relationships.
Step#6: Complete all the paperwork
Ensure that you record the final details once the negotiation has come to close, and that management and union organisers sign this agreement.
*To learn much more on each of these steps, subscribe to the Practical Guide to Human Resources Management