The Union and the Employer

The relationship between the union and the employer assumes a new dimension in a prison disturbance. In addition to its normal responsibilities, the employer has the added responsibility of resolving a crisis that may continue for an indeterminate period of time. The union’s job of protecting the welfare and rights of employees, which is difficult enough under normal conditions, becomes even more difficult in the highly charged atmosphere of a prison disturbance.

What to Expect

Although the employer may not be able to deal with the union on all matters, the union should:

• Be consulted on what is being done to conclude the crisis.
• Have input on matters affecting corrections officers and other corrections personnel who are working during the crisis. If hostages are involved, the union should consider itself as a representative of their views.
• Be briefed by the employer on a regular basis. At the first of these briefings, union representatives should:
  • Obtain information about employees and hostages, if there are any, or verify the information they may already possess, including an accurate count and identification of employees.
  • If there are hostages, determine if they require medication and are receiving it.
  • Recommend bringing in an employee assistance program (EAP) early in the disturbance to help reduce early burnout in the crisis environment. In cases where the EAP is not trusted, the union might create its own counseling apparatus, and insist the employer rely on that. The union should recommend that EAP services be easily accessible to employees.