Information for Supervisors of Union Stewards
- Arbitrary - without reason or rationale
- Capricious - whimsical or inconsistent
- Discriminatory - disadvantages the steward because of his or her role as a steward
In other words, management should make decisions and take actions for legitimate business reasons.
As a supervisor, you may
- Require that employees refrain from engaging in organizing activity during their paid working hours.
- Inform employees of University policies, procedures, and reporting relationships.
- Correct or clarify misleading statements made by proponents of the employee organization.
- Inform employees that they are free to join or not to join any employee organization.
- Insist that any solicitation of membership or discussion of union affairs be conducted outside of work time and in appropriate areas of the University.
- Identify and establish the purpose of any meeting.
- Keep records of the amount of time the steward spends away from his or her regular job duties.
- Verify whether the employee is, in fact a steward (by calling our office).
As a supervisor, you may not
- Threaten to discharge, discipline or demote an employee if he or she engages in legal union activity.
- Promise merit or salary increases, promotions, benefits, or other special concessions in order to discourage union activity.
- Bar employees from soliciting union memberships on their own time in appropriate areas.
- Announce that the University or you as representative of the University will not deal with a union.
- Determine or try to determine union or non-union affiliation or preferences during an interview in preparation for hiring or promoting an employee, nor allow this to be a factor in such decisions.
- Urge anti-union activity.
The Employee & Labor Relations Consultants can answer questions about whether a particular activity by the steward is allowed under the law or applicable union contract and can assist you if it becomes necessary to take disciplinary action against a steward. Do not take disciplinary action against a union steward without first discussing it with an Employee Relations Consultant.