While most organisations are primarily engaged with individual employment, there are many that still contend with collective employment issues, ordinarily with a trade union on the other side of the table.
What happens when:
- an ‘entry notice’ is emailed to you
- a person from a trade union arrives at your workplace, announced or unannounced
- an employee posts on the company intranet or sends out an email to announce that a trade union official will be coming
- a survey is sent to all of your employees by a trade union
- a log of claims lands in your in box, from a trade union demanding an enterprise agreement
- an organisation doesn’t like what they read in a proposed enterprise agreement but doesn’t convince the union to make any changes
- an organisation becomes aware of a protected action ballot and industrial action is about to begin
Employers have useful legal and strategic tools available to deal with collective action and trade union demands. A response may be co-operative or combative.
There are short and long term objectives to consider. And of course, shareholders, financiers, reputation and profits.