Collective Bargaining Structure and Processes
Chapter 9 – Collective Bargaining Structures and Processes
Collective Bargaining: negotiation process through which the terms and conditions of employment of unionized workers are determined. * non unionized – employers establish reward structures, compensation, benefits, processes for promotions and transfers etc. * unionized: union and management meet on regular basis to negotiate a wide range of terms and conditions of employment – emp have a voice in how rewards are structures, disputes resolved, employers deal with conditions
BARGAINING STRUCTURE * number and type of employer and union groups who are party to the negotiations and are bound by resultant collective agreement. * Influence interactions bw parties, influence types of issues brought to the table, level of conflict and incidence of strikes. * Canadian: decentralized, negotiations most often occurring bw a single employer and single union * Employer operates at one location only, one unionized establishment, different unions at different locations. * Europe: centralized, master agreements often negotiated on an industry wide basis. * Pattern bargaining: terms of the first, or target, contract are used as a pattern for subsequent collective agreement. * Another common structure: single-employer, multi-establishment ,single-union: negotiation of a single collective agreement across several different workplaces by same employer and union. * Offering economies of scale for bother employers and unions * Less common: single-employer, single-establishment, multi-union negotiating partnership bw two or more unions within the same workplace, when production workers represented by an industrial union negotiate together with maintenance. * Single-employer, multi-establishment, multi-union: railway industry where operating union coalitions bargain as a group with each of the major railways * Multi-employer, multi-establishment, single-union:
Collective Bargaining: negotiation process through which the terms and conditions of employment of unionized workers are determined. * non unionized – employers establish reward structures, compensation, benefits, processes for promotions and transfers etc. * unionized: union and management meet on regular basis to negotiate a wide range of terms and conditions of employment – emp have a voice in how rewards are structures, disputes resolved, employers deal with conditions
BARGAINING STRUCTURE * number and type of employer and union groups who are party to the negotiations and are bound by resultant collective agreement. * Influence interactions bw parties, influence types of issues brought to the table, level of conflict and incidence of strikes. * Canadian: decentralized, negotiations most often occurring bw a single employer and single union * Employer operates at one location only, one unionized establishment, different unions at different locations. * Europe: centralized, master agreements often negotiated on an industry wide basis. * Pattern bargaining: terms of the first, or target, contract are used as a pattern for subsequent collective agreement. * Another common structure: single-employer, multi-establishment ,single-union: negotiation of a single collective agreement across several different workplaces by same employer and union. * Offering economies of scale for bother employers and unions * Less common: single-employer, single-establishment, multi-union negotiating partnership bw two or more unions within the same workplace, when production workers represented by an industrial union negotiate together with maintenance. * Single-employer, multi-establishment, multi-union: railway industry where operating union coalitions bargain as a group with each of the major railways * Multi-employer, multi-establishment, single-union: