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INDUSTRIAL RELATIONS


The Lifecycle of Labor Relations: Interpretation


By Sue Weiler-Doke, Director, Industrial Rela- tions – Northern California


Relations. As you may recall, the first installment was All About Relation- ships. Tat article talked about Labor Relations and how it is a multi-dimen- sional model that includes relations, negotiations, interpretation, and governance. Te article pointed out that relationships are the key behind all successful labor relations and that these relationships build trust – trust between management and labor as well as trust between management contractors. Te second installment of our series


W


highlighted the win-win that can come from successful negotiations. Tere does not have to be an “all or nothing” solution since the best deals combine terms and ideas from both parties. Interpretation comes into Labor


Relations when the two parties that have formed a relationship and negotiated a win-win agreement find themselves at odds on how that win-win agreement is to be imple- mented in the real world. Te word “interpretation,” by definition, is the action of explaining the meaning of something. Open relationships allow for the parties to come back together and discuss the intent behind the agreement to see if an understanding can be reached of what the language really should mean and how it is to be applied. Te more formal process of a grievance may need to be utilized if the two parties are having difficulty reaching a decision on the language. Either process, formal or informal,


can supply items for the next cycle of negotiations. Te informal process


www.AGC-CA.org


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elcome to the third installment of our series on the Lifecycle of Labor


allows each of the parties to keep a running list of items that have been previously discussed that need to be better defined in the agreement for ease of interpretation on both sides. If specific language in the agreement is consistently showing up in the grievance process, then that may be an indication that modifications need to be done in that section as well. A clear interpretation of an


agreement can be difficult to grasp and even harder to disseminate throughout an organization. Te AGC Indus- trial Relations staff, throughout the years, has provided “lunch and learn” style programs to many signatory contractors. Tese short training sessions bring together selected


company staff, copies of specific agree- ments, and an AGC staffer to sit down and discuss the specific needs of the audience. Te participants provide questions, with the agreement in their hands, so answers can be discussed and pointed to in the pages of the document itself. Tese training oppor- tunities are an excellent way to increase knowledge, and therefore, provide a more thorough understanding of the bargained agreements. For more information about AGC’s


Industrial Relations services, please visit our website at www.agc-ca.org/ services/industrial/ or contact the IR Department South at (626) 608-5800 or North at (925) 827-2422. 


CERTIFIED PUBLIC ACCOUNTANTS and BUSINESS ADVISORS


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www.GELMANLLP.com www.ConstructionCPA.com ������������������������������������� ��������������������������������������������� Associated General Contractors of California 17


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