Collecting bargaining
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The document discusses the collective bargaining process between management and labor unions, including requirements for good faith bargaining, preparing for negotiations, classes of bargaining items, bargaining stages, impasses and third party involvement like mediation and arbitration, types of strikes, and typical sections included in a collective bargaining agreement like grievance procedures, compensation, and health and safety provisions. Violations of good faith bargaining can include surface bargaining, inadequate proposals, delay tactics, and unilateral changes to conditions.
Collecting bargaining
- 1. COLLECTING BARGAINING Prepared by: Chhaya Patel
- 2. The Collective Bargaining Process • What Is collective bargaining? – Both management and labor are required by law to negotiate wage, hours, and terms and conditions of employment “in good faith.” • What Is good faith bargaining? – Both parties communicate and negotiate. – They match proposals with counterproposals in a reasonable effort to arrive at an agreement. – It does not mean that one party compels another to agree to a proposal or make any specific concessions.
- 3. Violations of Good Faith Bargaining • Surface bargaining • Inadequate concessions • Inadequate proposals and demands • Dilatory tactics • Imposing conditions. • Making unilateral changes in conditions. • Bypassing the representative. • Committing unfair labor practices during negotiations. • Withholding information • Ignoring bargaining items
- 4. Preparing for Negotiations • Sources of negotiating information – Local and industry pay and benefits comparisons – Distribution demographics of the workforce – Benefit costs, overall earnings levels, and the amount and cost of overtime – Cost of the current labor contract and the increased cost—total, per employee, and per hour—of the union’s demands. – Grievances and feedback from supervisors – Counteroffers and arguments.
- 5. Preparing for Negotiations (cont’d) • Sources of negotiating information (cont’d) – Attitude surveys to test employee reactions to sections of the contract that management may feel require change – informal conferences with local union leaders to discuss the operational effectiveness of the contract and to send up trial balloons on management ideas for change.
- 6. Classes of Bargaining Items • Voluntary (permissible) bargaining items – Items in collective bargaining over which bargaining is neither illegal nor mandatory—neither party can be compelled against its wishes to negotiate over those items. • Illegal bargaining items – Items in collective bargaining that are forbidden by law; for example, a clause agreeing to hire “union members exclusively” would be illegal in a right-to-work state. • Mandatory bargaining items – Items in collective bargaining that a party must bargain over if they are introduced by the other party—for example, pay.
- 7. Bargaining Stages • Presentation of initial demands – Both parties are usually quite far apart on some issues. • Reduction of demands – Each side trades off some of its demands to gain others. • Subcommittee studies – The parties form joint subcommittees to try to work out reasonable alternatives. • An informal settlement – Each group goes back to its sponsor. Union seeks to have members vote to ratify the agreement. • Signing the formal agreement
- 8. Impasses, Mediation, and Strikes • An impasse – Usually occurs because one party is demanding more than the other will offer. – Sometimes an impasse can be resolved through a third party—a disinterested person such as a mediator or arbitrator. – If the impasse is not resolved in this way, the union may call a work stoppage, or strike, to put pressure on management.
- 9. Third-Party Involvement • Mediation – A neutral third party (mediator) tries to assist the principals in reaching agreement by holding meetings with each party to find common ground for further bargaining. – The mediator is a go-between and has no authority to dictate terms or make concessions. – The mediator communicates assessments of the likelihood of a strike, the possible settlement packages available, and the like.
- 10. Third-Party Involvement (cont’d) • Fact finder – A neutral party who studies the issues in a dispute and makes a public recommendation for a reasonable settlement. • Arbitration – An arbitrator often has the power to determine and dictate the settlement terms. – Arbitration can guarantee a solution to an impasse. • Interest arbitration • Rights arbitration
- 11. Strikes • Economic strike – Results from a failure to agree on the terms of a contract. • Unfair labor practice strikes – Called to protest illegal conduct by the employer. • Wildcat strike – An unauthorized strike occurring during the term of a contract. • Sympathy strike – Occurs when one union strikes in support of the strike of another union.
- 12. Main Sections of a Contract Agreement • Management rights • Union security and automatic payroll dues deduction • Grievance procedures • Arbitration of grievances • Disciplinary procedures • Compensation rates • Hours of work and overtime • Benefits: vacations, holidays, insurance, pensions • Health and safety provisions • Employee security seniority provisions, and • Contract expiration date.
- 13. Grievances • Grievance – Any factor involving wages, hours, or conditions of employment that is used as a complaint against the employer. • Sources of grievances – Absenteeism – Insubordination – Overtime – Plant rules