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Union Representative Onboarding Checklist
Contents
Union Representative Onboarding Process
Are you looking for help setting up a staff orientation process so that when your new Union Representative 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 Labor onboarding experience or just need an onboarding checklist for your new Union Representative, you’re in the right place. We’ve put together a sample Union Representative onboarding checklist below and have created onboarding templates & resources to help.
Union Representative Onboarding Checklist
1. Introduction to the company: The new union representative 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 representative should receive detailed information about the union’s policies, procedures, and bylaws. This includes understanding the grievance process, collective bargaining agreements, and any other relevant union documents. The task is usually performed by a senior union representative or the union’s legal team.
3. Meeting with key stakeholders: It is crucial for the new union representative to meet with key stakeholders within the company, such as management, department heads, and shop stewards. These meetings help establish relationships, understand the company’s dynamics, and gather information about ongoing labor issues. The task is typically coordinated by the union leadership or a designated union representative.
4. Training on labor laws and regulations: The new representative should receive comprehensive training on labor laws and regulations that govern the industry and the rights of workers. This includes understanding the National Labor Relations Act (NLRA), state-specific labor laws, and any other relevant legislation. The training is usually conducted by the union’s legal team or external labor law experts.
5. Review of current labor contracts: The new representative should thoroughly review the existing labor contracts and collective bargaining agreements to understand the rights, benefits, and obligations of the union members. This task is typically performed independently by the new representative, with guidance and support from senior union representatives or legal experts.
6. Shadowing experienced union representatives: To gain practical knowledge and insights into the role, the new representative should have the opportunity to shadow experienced union representatives during negotiations, grievance meetings, and other labor-related activities. This task is coordinated by the union leadership or a designated mentor within the union.
7. Familiarization with union resources and tools: The new representative should be introduced to the various resources and tools available to support their work, such as databases, software systems, communication platforms, and union-specific websites. This task is typically performed by the IT department or a designated union representative responsible for technology.
8. Attendance at union meetings and events: The new representative should be encouraged to attend union meetings, events, and training sessions to build relationships with union members, stay updated on labor issues, and actively participate in decision-making processes. This task is coordinated by the union leadership or a designated union representative responsible for organizing meetings and events.
9. Introduction to external labor organizations: The new representative should be introduced to external labor organizations, such as regional labor councils, federations, or international unions, that the company is affiliated with. This helps establish connections, access additional resources, and foster collaboration. The task is typically performed by the union leadership or a designated union representative responsible for external relations.
10. Ongoing professional development: The new representative should be encouraged to engage in ongoing professional development opportunities, such as attending labor law seminars, workshops, or conferences, to enhance their knowledge and skills in the field. This task is typically coordinated by the union leadership or a designated union representative responsible for professional development
Setting Up Your Employee Onboarding Process
From reading through the items in the example Union Representative checklist above, you’ll now have an idea of how you can apply best practices to getting your new Union Representative up to speed and working well in your Labor 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.
