Question

Emma has never had to manage a union contract before. As the HR manager, she is involved with the grievance-handling process as the third step in the process. At her first meeting with the union steward, the steward began yelling at Emma and telling her what she had to do to satisfy the union in this situation. Emma was stunned. What should she do?

A. She has little choice but to sit there and take it. She is the employer's representative, and if she gets upset, it will only make matters worse.
B. Emma should call a recess and ask for a management representative to join the meeting with her so she can have some backup in an unpleasant situation.
C. Emma should recess the meeting and tell the steward that she will not continue their conversation until the steward can conduct herself in a civil manner.
D. Once the steward has blown off all her steam, Emma should continue the discussion by explaining the employer's position.

Answer 1

Emma should call a recess and ask for a management representative to join the meeting with her to provide backup and support in dealing with the union steward's behavior.

Step-by-step explanation:

Emma should choose option B and call for a recess to ask for a management representative to join the meeting with her. This will provide Emma with backup and support in dealing with the union steward's behavior. It is important for Emma to stay calm and avoid inflaming the situation, so having backup can help her handle the unpleasant situation more effectively.

When the management representative joins the meeting, they can work together with Emma to address the union steward's behavior. They should try to stay calm and listen to the steward's grievances, even if they are being expressed in a loud and aggressive manner. Emma and the management representative should avoid suggesting that they are right and the steward is wrong, and instead remain open and respectful.

Emma and the management representative can try to ask open-ended questions to understand the steward's position better and restate what they heard to show that they are listening. They should focus on solving the problem rather than blaming the steward. If the conflict remains unresolved, Emma may choose to speak with her supervisor or the HR department for further guidance and support.