Post-Negotiation – Review and Evaluation

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Post-Negotiation – Review and Evaluation

Opening position
Proposed by Management
Written request by Union
Reasonable notice must be given
Leave of absence will be granted without pay
Up to 2 employees for one day
Leave of absence days may not exceed 10 days off
Leave of Absence granted solely for the purpose of carrying out business for the Local

Opening Position
Proposed by Union
Leave of absence with pay up to 2 employees;
5 days with pay, and
12 unpaid, a total of 17 aggregated days,
For the purpose of carrying out business for the Local.

First Attempt in the Negotiation Simulation
In the first attempt the negotiation went too smoothly and came to a decision to easily. Both management and the union felt that a re-negotiation was necessary.

Written Request
Management wanted to ensure that all employees submit a written request to the manager or supervisor on duty. The union felt that it was fair and appropriate. Written request was agreed upon immediately. All union employees who would like to take a leave of absence must have a written request by the union.

Reasonable notice must be given
Management and the union both agreed that employees must give reasonable notice which is 48 hours prior to leave of absence. 48 hours is acceptable by management because it gives enough time to find a replacement

Leave of absence will be granted without pay
Management felt that the initial offer made by the union was unfair and unacceptable. The union was asking for too many days off and wanted additional days paid; in order to carry out business for the local. In total the union was asking for 17 aggregated days; 5 paid days and 12 unpaid. Management’s initial offer was 10 days without pay. Both the management and the union went back and forth and tried to negotiate a fair deal then our target position came into play. Management and the union – both opening positions were unacceptable

Negotiation
Both opening positions were outrageous and were not acceptable. This is when our negotiation tactics came into play. Management and the union both settled on the obvious proposals first. Both management and the union agreed right away that it is only fair to have written request by the union, reasonable notice must be given, and the leave of absence granted is solely for the purpose of carrying out business for the Local.

The union wanted a leave of absence with pay up to 2 employees; 5 days with pay, and 12 unpaid, and a total of 17 aggregated days. Management would not comply with this request because it would be ineffective for cost management. The negotiation began with first determining how many days would be acceptable for the leave of absence. The union wanted a total of 17 aggregated days and management wanted 12 days in total. Management and the union went back and forth and came to an understanding that 12 days is more then fair. The union learned that 17 days would be too much. The company productivity would decrease and would result in less work being done.

After the total days were negotiated it was time to discuss how many days the union felt that they should be paid for. Management felt that 2 days paid is more then adequate. Most companies normally do not pay for the employee to have a leave of absence to carry out business for their local. The union felt that 5 days was more then fair. The negotiation began with reasons why each side thought that their proposal was fair. Management side was strictly based on cost and productivity. The union’s proposal was based on all employees should be compensated for work being done; and if they need more time to complete a task the union will be allowed to requested more days off.

Both management and the union had similar fall backs. The union and management settled on 2 paid days with 10 unpaid days and 12 days in total. Management intended to argue the amount of days and the number that would be paid. Both...
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