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Well that's not what happened though. Company a and b were similar sizes.So, if company A buys out company B, company B has employees who are on contracts which are better than those of company A however, company A has 100,000 employees whereas company B has 10,000 employees, what makes more sense, reduce the contracts of those in company B or increase those in company A to the point it may tip your company over the edge? Add to that company B went under because some of unionistsisitsitsis.
Again each case is individual, but as has been pointed it my engine is all out of steam.Well that's not what happened though. Company a and b were similar sizes.
Night night!Again each case is individual, but as has been pointed it my engine is all out of steam.
What a load of utter bollocks!Not modern H.R. departments, they are fully behind the work force. I'll give you 20-30 years ago a H.R. department was used by the employer for their own means, but from my experience modern H.R.s are far more woker orientated than any union. They treat everybody the same union or not, never judge a person (as union reps do), will take up every case (which union reps will not) and have the Health and Wellbeing of all employees as a goal.
Agree 100%To some extent they do believe me . That's why they traditionally retire early , burn out .
Good post . The ragged trousered philanthropist should be required reading in schools in my opinion ( as if they would )
Bit surprising, considering you come from a similar contracting background as me. On the rigs in the early days, we couldn't afford "passengers", had no unions, and anybody not performing was NRB'd (Not Required Back). Hence, (in my opinion) standards, over the many years that I was in the sector, were quite high. It was only later when I had a job in the public sector, that the incompetence that is often protected by unions, was evident.
won what?I think we've won mate. We've actually won!!!.
what about when unions stir up trouble then?A happy workforce is a productive workforce
won what?
can I have a share?
I didn't realise a debate on an internet forum was a competition, maybe that's why some smb'ers are so stubborn in their posts
I was only a contractor for the first two years of my offshore career and was then taken on by the parent company, Total. Because of the influence of the French unions, we were able to become the first platform in the North Sea to gain collective negotiating rights and union representation for individuals. It might still be the case, I've been retired for ten years but I doubt that the situation has improved. I was a rep for that union and we negotiated many things, some amicably, some less so (with the help of ACAS) but it was a giant leap forward in my view. My take on it is that unions are not just there to decide whether to strike or not and this is true in all walks of life. You may have a decent employer (Total was a very good employer) but if they decide arbitrarily to change something affecting the workforce, why should that workforce not have a say? At one point my employers decided to change the shift pattern because they perceived that they could save money on helicopter flights. This affected the family life of every man on the platform because it changed his rota and hence his time at home. In the end, they had the power to impose it because they controlled the transport but we were able to negotiate a decent financial compensation which sweetened the pill a bit. Can you imagine the effect of each of the men on that platform complaining individually - nil! Going back to non-specific cases, if there is a problem between an individual and the company, the company has a HR department, possibly a legal department and every weapon in the corporate armoury to make it's case. What does an individual have? Even without the collective power, an individual who is a union member has the right to access union resources such as representation, legal advice etc. It helps to level the playing field in a dispute. This is why every worker should be a union member in my view, especially in these times. I despair of the outlook of some of the people who are honest, ordinary working folk on here who have been sold the anti-union bullshit that has become fashionable. Union members are not the enemy within, they are ordinary working people like you and me who just want to be heard. As for your comments about passengers, the NRB system was an iniquitous one which, far from weeding out personnel 'not performing' was (ab)used to fire anybody whose face didn't fit or who raised awkward questions about things like safety issues or working practices.
what about when unions stir up trouble then?
Answer a question with a questionI'm sure you didn't really need the unions help and could have achieved a similar result with a facebook campaign.
What happens when companies stir up trouble with the workforce then?
won what?
can I have a share?
I didn't realise a debate on an internet forum was a competition, maybe that's why some smb'ers are so stubborn in their posts
Answer a question with a question
You should be a politician
What a load of utter bollocks!
Just a statement of fact. HR departments members are employees of the company and as such will ultimately work in favour of their employers.Wow, can see why you where a Union rep. Typical attitude, I'm right, your wrong, so I'll shout you down.
Fantastic! Well done!!
Just a statement of fact. HR departments members are employees of the company and as such will ultimately work in favour of their employers.
Can't really argue with that so I take back my bollocks but I still don't think that HR personnel can be entirely impartial. It's been a while for me since I dealt with HR as you rightly point out. Perhaps I'm wrong. I hope so.So I guess you don't have my experience of the "modern" H.R. departments that I'm speaking about, but just assume that your experience is typical for everybody else?
If you read my previous posts instead of just shouting down one of them you would realise the context in which that post was written.
"What a load of bollocks" a statement of fact? You have just admitted you've been retired 10 years. You do realise the work place has changed since then?
Can't really argue with that so I take back my bollocks but I still don't think that HR personnel can be entirely impartial. It's been a while for me since I dealt with HR as you rightly point out. Perhaps I'm wrong. I hope so.