Collective Bargaining

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.

[@taminosaki-ibiteingarrick1200]

Bargaining strategy very educative

[@sim_aware]

Great overview of what can be a VERY complex topic! Thanks for posting

[@GreggU]

Looking for more learning? Check back for new courses daily at th-cam.com/users/GreggLearning.

[@mklibuto2879]

Thanks for the good answers

[@KATSKAVERN]

Good look at the US system of Collective Barg. - N.B. The ACAS in UK system where the system seems less clearly divided into Distributive, Integrated and Interest Based before the need for a third party or strike/closed doors/etc action?

[@Tapiwa..C]

Thanks

[@emmanichol9226]

Can employees sue for Intentional Infliction of Emotional Distress for having telework cut for no reason and putting employees in a financial bind?

[@etischofer]

You can sue for anything you want. You just won't win.

[@ramsundarsharma8373]

Thanks for it

[@GreggU]

Looking for more learning? Check back for new courses daily at th-cam.com/users/GreggLearning.