Solutions Oriented Conflict Management

 

Waterloo Area Municipal Ombuds Office

Agree provides independent Ombuds services as the Waterloo Area Municipal Ombuds Office   For the: Region of Waterloo Cities of Waterloo and Cambridge Townships of Woolwich, Wilmot and Wellesley   Please Note:  Inquirers must go through the municipality's internal complaint process prior to contacting the Ombuds Office.   To contact the Waterloo Area Municipal Ombuds Office... Email:  Ombuds@civicombuds.ca Telephone: 1-888-224-2488 www.civicombuds.ca

 

Best Practices for the Union-Management Relationship in the Workplace published in the Queen's University IRC newsletter, January 2017

By Gary T. Furlong, C.Med, LL.M (ADR), Queen's IRC Facilitator   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 best practices for managing a unionized workplace:   Read the full article ...