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Collective Bargaining
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Let’s take a look at collective bargaining. Collective bargaining is the process that labor unions and employers use to reach agreement about wages, benefits, hours worked, and other terms and conditions of employment. The NLRB requires that employers and unions bargain in good faith. Good faith bargaining requires the parties to meet at a reasonable time and come to the bargaining table ready to reach a collective bargaining agreement.
Mandatory bargaining topics must be negotiated and include compensation and benefits, hours of employment, and other conditions of employment. Pensions, insurance, grievance processes, safety, layoffs, discipline, and union security have also become mandatory bargaining topics.
The law does not require an employer and a union to actually reach an agreement on the topics - only that they bargain in good faith. Those steps apply to the collective bargaining negotiation process as well: (1) being prepared, (2) knowing the interests of the other party, and (3) understanding the consequences of not reaching an accept- able agreement.
More and more companies are using mediation and arbitration to resolve employee discrimination complaints and other grievances. Employees and unions also are using arbitration to resolve their disputes with individual employees. And labor arbitration or mediation is increasingly used by employers and unions to resolve collective bargaining labor–management disputes because this approach is more cost-effective and timely than taking the dispute to court.
Mandatory bargaining topics must be negotiated and include compensation and benefits, hours of employment, and other conditions of employment. Pensions, insurance, grievance processes, safety, layoffs, discipline, and union security have also become mandatory bargaining topics.
The law does not require an employer and a union to actually reach an agreement on the topics - only that they bargain in good faith. Those steps apply to the collective bargaining negotiation process as well: (1) being prepared, (2) knowing the interests of the other party, and (3) understanding the consequences of not reaching an accept- able agreement.
More and more companies are using mediation and arbitration to resolve employee discrimination complaints and other grievances. Employees and unions also are using arbitration to resolve their disputes with individual employees. And labor arbitration or mediation is increasingly used by employers and unions to resolve collective bargaining labor–management disputes because this approach is more cost-effective and timely than taking the dispute to court.
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