Best Practices for the Union-Management Relationship in the Workplace Gary T. Furlong, Queen's IRC Facilitator, 2017
These are challenging times for public-sector finances, private-sector growth in a sputtering economy, and hard conversations at the collective bargaining table. With so many issues on the macro level, we sometimes lose sight of the day-to-day working relationship for all of our employees and bargaining unit members. For the vast majority of unionized and non-unionized workers, it is the day-to-day interactions that determine whether the workplace is a productive, engaged environment, or one that preoccupies everyone with conflict, grievances and problems. Where each workplace falls on that spectrum will largely determine productivity, quality, absenteeism, as well as retention and recruitment. In other words, success often depends on what we do each and every day in the union-management relationship.
Jointly Building a Productive, Constructive Workplace To achieve a healthy workplace that leads to commitment and engagement, there are some important best practices that can be implemented, jointly, by the union-management partnership. Consider some or all of the following five best practices for managing in a unionized workplace.
Celebrating 80 Years of Transformative Professional Programs at Queen's IRC Stephanie Noel, Queen's IRC Business Development Manager, 2017
This fall, Queen’s IRC is celebrating its 80th anniversary, and to celebrate this milestone we’re offering you the chance to win $1,000 off your next IRC professional development program!
Over the past 80 years, Queen’s IRC has supported thousands of Human Resources, Labour Relations and Organizational Development professionals through countless changes and transitions in the workplace. Throughout our long history of presenting well-respected and well-attended programs and conferences, we have consistently developed and refined programs to reflect current trends and issues.
Queen’s University originally introduced the study of Industrial Relations on October 12, 1937, when the University formed the Industrial Relations Section. It was the first department of its kind in the country, a true pioneer. In 1960, the Queen’s Industrial Relations Section was renamed the Industrial Relations Centre (IRC). You can read more of our history on our website: About Us.
When considering a Queen's IRC program, there are 3 reasons to register early!
1. Early-bird Discount – If you register 60 days or more before the program, you will receive the early-bird discount. Save $300 on 4 and 5 day programs, $150 on 2 and 3 day programs. Discount is automatically applied when you register online.
2. Hotel Room Block – We normally have a hotel room block at a discounted rate, available until rooms run out or one month before the program. Avoid paying last-minute or high season prices by registering and booking your hotel early to ensure you receive the room-blocked rate.
3. Reserve Your Spot – Many of our programs fill up quickly. To ensure that you have a spot, register early.
Upcoming Trade Shows and Events
Join us at the Disrupt Kingston event on Thursday October 5th, 2017 at Kingston City Hall, from 5-8 pm.
Disrupt is an information exchange designed to energize, inform and empower executives, business leaders and people in the HR field. 12 speakers with 5 minutes each will present ideas to disrupt the current thinking about the way we work.
This unique “Ted Talk” style annual event is designed with business leaders who are ready to loose sight of the obvious and turn status quo on its head. In 11 countries worldwide, visionaries gather to inspire innovation in all fields through lively quick-format presentations.The Kingston Disruptive speakers are impressive and impassioned executives, eager to get together and reimagine the future of people development.