Union leaders may then put on a show for their constituents at the bargaining table, but will ultimately yield to firm demands they believe to be necessary. Corporate agents should allow these leaders to continue this role during the public sessions, recognizing that it will make it easier for them to give in later.
This duty encompasses many obligations, including a duty not to make certain changes without bargaining with the union and not to bypass the union and deal directly with employees it represents. These examples barely scratch the surface. Section 8 (d) of the Act sets forth what is encompassed within the duty to bargain collectively.
One factor that makes collective bargaining encounters different relates to the political nature of union officials. These officials are elected leaders who generally hope for re-election. Management officials who lack effective negotiation skills occasionally forget this critical factor.
If union negotiators drive a hard bargain that unduly inflates labor costs, workers will be displaced by new technology. Workers may even have their jobs transferred to lower-cost areas of the U.S. or to developing countries like Mexico, China, or India.
Collective Bargaining and Politics. One factor that makes collective bargaining encounters different relates to the political nature of union officials. These officials are elected leaders who generally hope for re-election.
Collective bargaining negotiation between labor unions and corporate employers is a specialized area in the field of general negotiations. However, the underlying legal and relationship aspects make these areas distinct.
A factor which makes collective bargaining negotiations relatively unique from the standard negotiation definition is that it entails many issues that have to be addressed. Many types of compensation have to be discussed, including: 1 Hourly wages 2 Piecework rates 3 Fringe benefits such as pensions and health care
The History of Union Membership. Over the past 50 years, the decline of union membership has greatly influenced bargaining interactions. By the mid-1950s, 35 percent of private-sector workers were union members who had their employment terms established through collective bargaining.
Labor Unions and Negotiations. Labor unions are chosen by a majority of workers in an appropriate bargaining unit. This unit may consist of homogeneous skilled workers or heterogeneous industrial workers. These workers become the bargaining agent for all of the individuals within that unit.
Employees and managers must work together to produce profitable goods or services if the firm is to be successful. If union negotiators drive a hard bargain that unduly inflates labor costs, workers will be displaced by new technology.
Where the line between required bargaining and non-mandatory bargaining is to be drawn is not clear. This fact should not, however, frighten management officials. As noted earlier, the duty to bargain does not require that either side agrees to particular demands or the making of concessions.
Refuse to bargain over the effects of a change in the scope and direction of your enterprise, even though you need not bargain over the change itself because it concerns a matter at the core of your entrepreneurial control of your business.
Bargaining in good faith with employees' union representative (Section 8 (d) & 8 (a) (5)) Employers have a legal duty to bargain in good faith with their employees' representative and to sign any collective bargaining agreement that has been reached. This duty encompasses many obligations, including a duty not to make certain changes without ...
Bargain hard, provided you seek in good faith to reach an agreement. Bargain with the union concerning permissive subjects of bargaining, but not to impasse. Lock out your employees where your sole purpose in doing so is to bring economic pressure to bear in support of a legitimate bargaining position. Implement terms encompassed within ...
Terminate or modify a collective-bargaining agreement without giving notice to federal and state mediators within 30 days (60 days if you are a healthcare employer) of serving written notice on the union that you are terminating or modifying the contract.
Make changes in the scope and direction of your enterprise - matters that lie at the core of your entrepreneurial control of your business - without bargaining about the change. You must, however, bargain with the union concerning the effects of the change on unit employees.