Collective Bargaining at West University
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Used for years since the inception of unions, Collective Bargaining is a tool for improving working conditions, increasing workers income and ensuring employees are being treated fairly.
It is the process of negotiating between the employers and employee to reach an agreement that regulates working conditions and it processes involves preparation, negotiation and implementation. The employees are represented by the Labor Union to ensure fair act treatment from the employer. We will talk about the history and important acts that took place in Collective Bargaining, the importance of Collective Bargaining from both the employee and employer, the bargaining tactics, the 5 Collective Bargaining Process, issues of Collective Bargaining, bargaining deadlocks, strikes and types of strikes.
As we begin our journey to learn about the Collective Bargaining Process and how it works. Having knowledge about the roles of the labor union, workers and employer will better help to understand the responsibilities of each party and how they operate.
What Is Collective Bargaining
One of the main goals of the U.S. labor relations system is to allow employees to negotiate their terms and conditions of employment with their employer as a group, instead of individually taking or leaving whatever their employer offers unilaterally. As a result, “the union at work is the union negotiating a contract.”1 Through the process of collective bargaining, employers and unions negotiate terms and conditions of employment, and put these terms into written contracts, also called collective bargaining agreements. In the United States these contracts are legally binding and typically last one to five years, with a three-year duration being the most common. U.S. union contracts usually include the following subjects:
Compensation: wages, benefits, vacations and holidays, shift premiums, profit sharing. 2.
Personnel policies and procedures: layoff, promotion, and transfer policies, overtime and vacation rules. 3.
Employee rights and responsibilities: seniority rights, job standards, workplace rules.
Employer rights and responsibilities: management rights, just cause discipline and discharge, subcontracting, safety standards. 5.
Union rights and responsibilities: recognition as bargaining agent, bulletin board union security, dues check off, shop stewards, no strike clauses. 6.
Dispute resolution and ongoing decision making: grievance procedures, committees, consultation, renegotiation procedures. (VitalSource Bookshelf pg. 230)
According to Webster’s dictionary, collective bargaining is defined, “a negotiation between organized workers and their employer or employers for reaching an agreement on wages, fringe benefits, hours, and working conditions.” The bargaining between employees, the union and the company set the boundaries for either a negative or a positive outcome for the hard working employee. Collective bargaining in the public sector differs in some way from the private sector and the meaning applied in that setting. The writing of the following contained in Public Management stated, “Public sector collective bargaining has been described as a political process in which unions can gain an unfair advantage over other groups competing for the government’s limited resources and therefore a balance is necessary”(Grattet, 1995).
2. History Events of Collective Bargaining
Beatrice Webb was the first economic theorist to use the term collective bargaining in 1891. When we talk about the history of Collective Bargaining we talk about the history of what took place during a certain period of time. Listed are specific dates and events that took place in connection to the Collective Bargaining.
1786 First Philadelphia Printers Strike
1790 New York Printer Strike
1792 Federal Society of Journey
References: Webster’s, M. (1997 Third ed.). Webster’s New World College Dictionary. New
York, NY: Simon and Schuster, Inc.
Grattet, P. (1995, July). Putting Collective Back Into Bargaining. Public Management. 4-7.
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