Managing unionized workplaces requires a different skill set, a different attitude, and an appreciation that the labour law regime is utterly unlike the legal framework in the non-union setting. Unionized employees cannot be fired by giving notice and writing a cheque. Just cause must be established and thoroughly documented. Managers cannot make abrupt changes to company policies without considering the labour relations implications. Every decision made by a manager is scrutinized. Does the decision respect the collective agreement? Has it been applied consistently? Is it reasonable?

This course will guide those who manage or supervise unionized employees, helping to avoid costly mistakes. Topics will include employee selection, use of the probationary period, discussion of performance problems and the discipline process, dealing with privacy rights, human rights concerns, and the duty to accommodate. Session leaders will discuss how to read and negotiate collective agreement provisions, comply with legislated employment standards, promote mental health, avert unfair labour practices, and achieve better relationships and more effective solutions. Hear the union perspective on workplace issues, and their expectations of managers, and learn about best practices to emulate and proven strategies to build trust and respect.

The objective of the course is to significantly improve participants’ professional skills and improve the practice of labour relations.

The program is designed to be practical, not theoretical. Participants will therefore leave with tools they can use immediately in the workplace to reduce conflict, address issues effectively, and manage labour relations successfully.

By the end of this program, participants will be able to:

• Understand management rights and the union’s representation role, and how these shape day-to-day decision-making.
• Apply collective agreement provisions effectively in areas such as recruitment, probation, performance management, and promotions.
• Deal with seniority issues and their impact on staffing decisions and morale.
• Develop and implement workplace policies (e.g., attendance management, remote work, vaccination, contracting out, and technological change) consistent with legal tests requiring that rules be reasonable.
• Comply with human rights obligations, including the duty to accommodate.
• Manage off-duty conduct and social media–related concerns appropriately.
• Conduct fair and thorough workplace investigations that stand up to scrutiny.
• Navigate grievance and arbitration processes strategically and avoid common pitfalls.
• Maintain effective labour–management relationships and avoid unfair labour practices.
• Foster a culture of trust that supports long-term workplace stability.

• Day 1: Foundations of Management in Unionized Workplaces
• Day 2: Recruitment, Probation, Promotions and Seniority
• Day 3: Policy Implementation
• Day 4: Human Rights and Complex Employee Issues
• Day 5: Investigations, Grievances, and Arbitration
• Day 6: Maintaining Stability and Preventing Disputes