Should I Join A Union? Maybe. But Do Your Homework

Toronto Labour Lawyer Brian Bell: In these tough economic times, some non-union employees who have lost their jobs may have stated, “I should have had a union,” or words to that effect.

While employers today may be taking every opportunity to gain concessions from unionized employees - which in some cases leads to closings - some employees might determine that their best response is to sign up with respective locals.

Firstly, let me say that choosing to belong to a union is the employees' choice. But whatever your decision, be informed before you make that choice. There are positives and negatives to the union route, and you should educate yourself about them.

Recently, I received a call from a man I'll call Rick. Several months prior to the call, Rick had signed the appropriate documentation to become a union member. He said a union representative had laid out all of the benefits of joining the union. It sounded good to Rick, and he signed on.

Unfortunately, after Rick had signed the document, the promises failed to materialize. Rick now wanted to “de-certify” from the union. He was somewhat surprised when he found out that the de-certification process was not so easy. In fact, for a case like Rick's, quashing his certification at that time was not even possible.

For all those in the workplace, know what you are getting into. Be informed. By doing so, you can make reasonable decisions that best suit your needs.

Brian Bell is a Labour and Employment Lawyer with Pace Law Firm in Toronto.

Remote Workers – Accountability

Toronto Labour Lawyer Brian Bell: There are many situations in the workplace where remote workers are cost effective and efficient. Mobile technologies and wireless communications, along with online work applications, make it easy for corporations to support this type of work arrangement.

Working from a remote location allows flexibility to be a great factor, which has pros and cons for both the employer and employee.

For the employee, working remotely can help with such things as travel costs and child care considerations. For the employer, remote work can be a positive recruitment and retention tool. Still, it is worth remembering, that employers should keep an eye on what remote workers are up to. In this case from the US, an employee was caught outsourcing various jobs to China:

While Bob physically reported to the company that hired Verizon to investigate him, he also padded his income as a contract worker for other local firms, for which he also relied on his Chinese outsourcing arrangement.

Setting rules and goals can help keep off-site employees accountable for their work. These provide the criteria for what is expected from the remote worker, and how they will be evaluated. Ongoing communication will allow for clarity on tasks, and keep remote employees in the loop. They will feel informed and still part of ongoing daily activities, thus keeping productivity at a high level.

Attendance of office events in person, especially to celebrate successful team projects, can also help off-site employees stay connected and not feel overlooked.

However you choose to stay in touch with employees, remember that constant feedback allows for a strongly connected workplace, and decreases the chances of miscommunication and trouble down the road.

Brian Bell is a Labour and Employment Lawyer with Pace Law Firm in Toronto.