Union Organiser Onboarding Checklist

Union Organiser Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Union Organiser starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Human Resources onboarding experience or just need an onboarding checklist for your new Union Organiser, you’re in the right place. We’ve put together a sample Union Organiser onboarding checklist below and have created onboarding templates & resources to help.

Union Organiser Onboarding Checklist

1. Introduction to the company: The new union organizer should be provided with a comprehensive introduction to the company, including its history, mission, values, and organizational structure. This task is typically performed by the HR department or a designated company representative.

2. Familiarization with union policies and procedures: The new union organizer should receive detailed information about the union’s policies, procedures, and guidelines. This includes understanding the union’s constitution, bylaws, collective bargaining agreements, and any other relevant documents. The task of providing this information is usually performed by senior union officials or the union’s legal team.

3. Introduction to the union’s goals and objectives: The new union organizer should be briefed on the union’s goals, objectives, and current campaigns. This includes understanding the union’s stance on various labor issues, its organizing strategies, and its ongoing efforts to improve working conditions. This task is typically performed by senior union officials or the union’s organizing committee.

4. Training on labor laws and regulations: The new union organizer should receive comprehensive training on labor laws, regulations, and relevant legislation. This includes understanding the rights and responsibilities of both employees and employers, as well as the legal framework governing collective bargaining and union activities. This task is usually performed by the union’s legal team or external labor law experts.

5. Introduction to key stakeholders: The new union organizer should be introduced to key stakeholders within the company, including union members, shop stewards, and other union officials. This helps establish relationships and facilitates effective communication within the union. This task is typically performed by senior union officials or the union’s organizing committee.

6. Familiarization with organizing tools and techniques: The new union organizer should receive training on various organizing tools and techniques, such as conducting workplace surveys, organizing meetings, and developing effective communication strategies. This task is usually performed by experienced union organizers or the union’s organizing committee.

7. Understanding the grievance process: The new union organizer should be familiarized with the grievance process, including how to handle employee complaints, investigate workplace issues, and negotiate resolutions. This task is typically performed by senior union officials or the union’s grievance committee.

8. Introduction to negotiation strategies: The new union organizer should receive training on negotiation strategies and techniques, including understanding the collective bargaining process, preparing for negotiations, and developing effective bargaining positions. This task is usually performed by experienced union negotiators or the union’s bargaining committee.

9. Building relationships with union members: The new union organizer should actively engage with union members to build trust, establish rapport, and understand their concerns and needs. This includes attending union meetings, organizing one-on-one meetings with members, and participating in union activities. This task is typically performed by the new union organizer themselves.

10. Developing an organizing plan: The new union organizer should work with senior union officials or the organizing committee to develop an organizing plan tailored to the specific needs and challenges of the company. This includes identifying potential organizing targets, developing outreach strategies, and setting goals and timelines. This task is typically performed collaboratively by the new union organizer and senior union officials

Setting Up Your Employee Onboarding Process

From reading through the items in the example Union Organiser checklist above, you’ll now have an idea of how you can apply best practices to getting your new Union Organiser up to speed and working well in your Human Resources team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.