COLLECTIVE BARGAINING

What are common topics bargained about?

What is Collective Bargaining?

The result of bargaining

A process of negotiation between employers and a group of employees aimed at agreements to regulate working salaries, working conditions, benefits, and other aspects of workers compensation and rights.

Illegal

Closed shop

Separation based on race

Discrimination treatment

Permissive

Indemnity bonds

Prices in cafeteria

Use of union labels

Continuance of past contract

Membership of bargaining contract

International Union

The law of collective bargaining encompasses four basic points:

The employer may not refuse to bargain over certain subjects with the employees' representative, provided that the employees' representative has majority support in the bargaining unit.

Those certain subjects, called mandatory subjects of bargaining, include wages, hours, and other terms and conditions of employment.

The employer and the union are not required to reach agreement but must bargain in good faith over mandatory subjects of bargaining until they reach an impasse.

While a valid collective bargaining agreement is in effect, and while the parties are bargaining but have not yet reached an impasse, the employer may not single-handedly change a term of employment that is a mandatory subject of bargaining. But once the parties have reached an impasse, the employer may unilaterally implement its proposed changes, provided that it had previously offered the changes to the union for consideration.

What does it do?

Mandatory

Rates of pay

Hours of employment

Overtime pay

Holidays

Vacations

Pensions

Benefits

Christmas bonuses

Collective bargaining allows for workers to change rules or policies on their current contract in order to enhance their personal work opportunities.

Collective Agreement

A collective agreement is a written contract of employment covering a group of employees who are represented by a trade union. This agreement contains provisions governing the terms and conditions of employment. It also contains the rights, privileges and duties of the employer, the trade union and the employees.

Strike Action

A strike action (or simply a strike) is when a large number of workers stop working in protest. Strikes are usually done by a labor union to get better pay, hours, or working conditions.

Lockout

A lockout is a temporary work stoppage or denial of employment initiated by the management of a company during a labor dispute.

What is a union?

An organized association of workers formed to protect their rights and interests.

What does a union do?

They negotiate a contract with their employer for things like a fair and safe workplace, better wages, a secure retirement and family-friendly policies such as paid sick leave and scheduling hours.

How it works:

Steps to Collective Bargaining

1. A union represents employees and they abide by union contract (no personal negotiations).

2. Employer is required by law to negotiate various terms.

3. Process begins by union and employer presenting proposals (both are expected to negotiate in good faith).

4. Neither are required to agree. This is where strike action of lockout can be implemented.

Strike Action- Workers decide, as a group, to walk off the job to win concessions or terms from their employer.

Lockout- Management decides employees stop working, sometimes by physically barring them from their jobs. In some cases, the employer is allowed to hire replacement workers to keep the business running.

5. Bargaining proceeds through methods such as arbitration (use of an arbitrator to settle) or mediation (third party mediator).

6. It can end in a negotiated termination of the strike or when the union gives an "unconditional offer to return". The final end if when an employer or employee makes a choice to accept the latest offer or end employment.

SIDE B

SIDE A

Preparation- Composition of a negotiation team or union.

Discussion- Deciding the rules that would guide the negotiations.

Proposal- Involves the initial opening statements and the possible options that exist to resolve them.

Bargain- Drafting of agreements take place.

Final Agreement- Consists of the effective joint implementation of the agreement.

Advantages:

- Pro-employees

- Security and stability

- Potential increased wages and benefits

- Gets managers to work together

COLLECTIVE BARGAINING

Disadvantages:

- Prone to inequality

- Does not allow for individuality

- Can create negative relationships

- Less work per dollar

- Competitive edge

Four types of bargaining:

Explanation of Game

Scenario for employee: Company contract has just ended and you are a factory worker for Chrysler.

Scenario for employers: You are in management and you must make a contract in good faith for the current continuing employees.

Pros and Cons:

What do you want to get?

What do you want to receive?

Pay increase

Stabilized hours

Overtime pay

Severance pay

Christmas bonus

Company discounts

Insurance benefits

Union security

Drug testing

Indemnity bonds

Management rights as to union affairs

Pension benefits

Inclusion of supervisors in contract

Use of union label

Settlement of unfair labor charges

Cafeteria prices

Safe working conditions

Money to preform work related tasks (supplies)

An ISU by: Avery Fuerth

Conjunctive/distributive- distributes a fixed resource creating a win-lose scenario (someone receives something and the other party cannot have that same thing)

Integrative/Cooperative- a negotiation strategy in which parties collaborate to find a "win-win" solution to their dispute. This strategy focuses on developing mutually beneficial agreements based on the interests of the disputants.

Productivity- Bargaining that leads to an increase in pay or leisure that is given to employees in return for increased productivity.

Composite- This extension of productivity bargaining increases wages as well as stabilizes the workload of employees. This type of bargaining puts emphasis on FUTURE working conditions

Class will be split into two sides - Employee and employer.

Both sides will then review the pre-made list on the board and write down what they want to receive (if an employee) or give (if an employer).

Each team will show and explain the choices they selected and either side has the opportunity to pass. This means if the employer says 'no' the employees can have a second chance to remake their 'contract' and vice versa.

The object is to get your contract approved or approve a fair contract for your union.

The winner will be the side that has the best arguments, not necessarily the side whose contract is picked.

THANK YOU!