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Tip Tuesday: Interest-Based Bargaining

  • Keep personalities away from the table 
  • Go hard on the issues, soft on people 
  • Be creative 
  • Focus on interests, not on positions 
  • Focus on joint value 
  • Try not to criticize the other sides’ ideas 
  • Look forward, not backward 
  • Try to solve each others problems 
  • Address fears, hopes, concerns 
  • See perspectives from the other side 

Tip Tuesday: Signs You May Need Labor Help

  • Increase of employee turnover 
  • Rumors of employee organizing 
  • Insufficient Management Training 
  • Rise in HR complaints
  • Tone of exit interviews changes regarding work environment 
  • Employee communications about management changes 
  • Small groups of employees congregating in places where they don’t normally meet 

Tip Tuesday: Costing a Collective Bargaining Agreement

  • Know your financial goals and limits 
  • -Have a full understanding of both the CBA and the business's operations 
  • Use sound and defendable assumptions 
  • Consult with experts inside and outside the company if necessary
  • Remember that changes to one CBA provision can effect on one or more other provisions of the contract 
  • Build a flexible model so that new proposals can be easily added and existing ones can be modified
  • Garner trust at the table by being transparent and sharing basic assumptions and methodology 
  • Test the model extensivel

Tip Tuesday: Preparing Your Strike Contingency Plan

  • Identify the replacement workforce – supervisors and outsourced personnel
  • Review tasks and maintenance projects which can be postponed during a strike
  • Discuss appropriate security personnel, access procedures, and possible use of a reserved gate system 
  • Gather and review necessary written procedures, equipment manuals, and technical instructions 
  • Arrange for tools, supplies, inventory, training, parking, and accommodation for strike workforce 
  • Review company’s insurance coverage 
  • Notify clients of strike, if applicable

Tip Tuesday: Tips for Handling Grievances

  • Be proactive with contract compliance to avoid grievances from being filed, if possible.
  • Always review your CBA before making decisions and involve your HR or Labor Relations professionals.
  • Ensure that grievance investigations are thorough.
  • Less is more during grievance meetings.
  • Listening is important.

FHSG Celebrates 30 Years

To Our Loyal Clients and Colleagues,

The story of our firm began 30 years ago when Jerry Glass, an aspiring entrepreneur, seized an opportunity in the marketplace. Jerry realized he could have an impact on the airline industry if he focused on the significant labor relations issues plaguing carriers. He did not know at the time, but this was the start of a small yet highly effective company that now has more than 75 clients spanning multiple industries nationwide.

Tip Tuesday: Common Pitfalls of Absence Management

As an absence management administrator for more than eight years, I’ve seen numerous issues that continue to plague companies administering employee leaves of absence. I don’t blame them - it’s complex! A lot of these issues are avoidable; understanding them will make leave administration program easier. For this reason, many companies hire us to train their staff, update their policies, or outsource their absence management to us.

I’ve compiled a list of common mistakes that we help companies overcome while reforming their leave management program:

Making the Case for Behavioral Interviewing

Years of research on interviewing demonstrates one thing: we are awful at interviewing. The odds of our ability to predict success from a typical interview is about the same as flipping a coin. Most interviews have a correlation coefficient of 0.14.  What that means is that these interviews can only account for 14 percent of an employee’s performance.  That leaves a great deal of room for error.  Would you flip a coin to determine the car you would drive?  How about the house you purchase?  Absolutely not.

Mentoring: The Ultimate Marriage of Development and Inclusion

Mentoring, at its core, guarantees team members that there is someone in the organization who cares about them, assures them they are not alone, supports them in working through daily trials, and ensures their success. In essence, mentors make a difference in others’ professional lives.  They create a feeling that the mentee matters.

Research clearly illustrates that strong mentoring relationships and programs are powerful tools that have a positive impact on careers and organizations.

According to Gartner:

Competitive Pay: Paving the Way to Engagement

In case you haven’t noticed, we are no longer in a buyer’s market when it comes to attracting talent! The unemployment rate in the TN-MS-AR (MSA) as of September 2017 was 3.7%. Now is the time to make sure your pay plan is competitive; before “now” would have been even better.