In a collective agreement, certain management rights are non-negotiable, including the right to run and operate the business, hire, encourage or reduce the workload. In the negotiated agreement, however, there could be a process, outlined by the union, on how these processes should work. Management rights include the organization`s ability to guide staff work and set operational directions. Since an HR professional sits at the negotiating table, it is important to be strategic in the process and to engage the strategic plan with the concessions the organization is willing to make and the concessions that the organization will not make. Collective bargaining has five main steps; We will then talk about each of these steps. The first step is to prepare both parties. The negotiating team should be made up of people with the organization and the ability to be an effective negotiator. Understanding working conditions and dissatisfaction with working conditions is an important part of this preparatory step. Setting targets for the negotiation and revision of the old treaty are key elements of this process. The management team should also prepare and anticipate union demands in order to better prepare for compromise.
It is important to note that after the conclusion of a KBA, both the employer and the union are required to respect this agreement. Therefore, an employer should retain the assistance of a lawyer before participating in collective bargaining. One of the main concerns of collective bargaining is the amount that workers will receive and the type of benefits they will receive. The factors that are generally negotiated are the terms and timing of wage increases, the types of benefits available to workers and the amount each party will pay for the cost of benefits. These questions concern not only the general well-being of union workers, but also the profitability of the company during the contract. Reaching a compromise generally takes these two issues into account. Unions generally negotiate how workers are treated when certain situations occur in the workplace, such as injury, sexual harassment and age or gender discrimination. The agreement generally defines the procedure for handling complaints and the responsibility of a company in the handling of these complaints. Many of these issues are also managed by federal and regional laws such as the National Labor Relations Act and the Equal Employ Employ Opportunity Commission, but the union may wish to expand these laws and require additional protection for its members.
In a collective bargaining process, both parties are legally required to negotiate in good faith. This means that they have a mutual obligation to participate actively in the discussions and that they wish to find a basis for agreement. There are three main classifications of negotiating topics: mandatory, permissive and illegal. Wages, health and safety, management rights, working conditions and benefits fall within the mandatory theme of Class A collective bargaining, such as wages. B, which must be discussed in the agreement.