In responding to a partner asking about union membership, what is the supervisor advised to do?

The recommended approach for a supervisor responding to inquiries about union membership is to gather all relevant information and report to Human Resources Department (HRD). This course of action is crucial for several reasons.

First, it ensures that the supervisor is not acting on personal beliefs or opinions, which can lead to biased or misleading information. Bringing the matter to HRD allows for a standardized and informed response that aligns with company policy and labor laws, fostering a fair and compliant workplace environment.

Second, HR personnel are trained to handle such inquiries and can provide accurate insights regarding union policies, membership implications, and employee rights. This safeguards the employee's right to seek information while protecting the organization from potential legal issues that may arise from improper handling of union discussions.

Finally, by reporting to HRD, the supervisor helps the organization track employee interests and concerns related to unionism, which can be critical for maintaining a productive workplace atmosphere and ensuring that all employees feel heard and supported in their inquiries.