Collective Bargaining Agreement Issues

As this fact sheet has shown, millions of experts have chosen to unite on the trade union level and negotiate together for better wages and social benefits, in order to have a say in important decisions in the workplace and to improve the quality of their work and the professional nature of their work. Editors at several outlets, including Gizmodo, HuffPost and Slate, have included provisions in their collective agreements to increase diversity within the newsroom. These include a union-supported diversity committee, which management must meet with regularly, and the requirement to interview different candidates for vacancies. [xii] The collective bargaining process consists of five main steps; We will discuss each of these steps. The first step is to prepare both parties. The bargaining team should be composed of individuals with the knowledge of the organization and the necessary skills to be an effective negotiator. Understanding working conditions and dissatisfaction with working conditions is an important part of this preparatory stage. The setting of objectives for the negotiation and revision of the old Treaty are key elements of this stage. The management team should also prepare and anticipate union demands in order to better prepare for compromise. First of all, when working with unions, a clear understanding of the contract is essential for all HR executives.

The contract (also called a collective agreement) is the reference document for all decisions concerning workers. All HR managers and professionals should be aware of the document and be aware of the elements of the contract that may affect staff relations. The agreement describes all the requirements of the leaders and generally describes how discipline, transportation and transfers will work. In the turbulent world of digital media, layoffs and reorganizations have become all too frequent, making large severance packages a bargaining priority for many media professionals. However, redundancies are sometimes announced after the creation of a union, but before the entry into force of a first contract. Although wages and social benefits are often the main concern of professionals during collective bargaining, union members deal with many other employment problems due to the collective bargaining process and other forms of bargaining. If a collective agreement does not authorize the employer to act unilaterally and the employer finds that it is subject to negotiation, the timing may be problematic. The general obligation to negotiate binding negotiating topics may be suspended if “imperative economic imperatives” require immediate action. Bottom Line Enterprises, 302 NLRB 373 (1991), enf., 15 F.3d 1087 (9th Cir. 1994) The NLRB has applied this exception very closely in the past.