CollectiveBargaining

COLLECTIVE
BARGAINING

1

Chapter Objectives
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Discuss whether or not an adversarial relationship exists between union and management. Explain labor-management relations and individual bargaining.
Describe labor-management relations and collective bargaining.
Explain the psychological aspects of collective bargaining.
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Chapter Objectives (Continued)
Describe the factors involved in preparing for negotiations.
 Explain typical bargaining issues.
 Describe the process of negotiating the agreement.  Identify ways to overcome breakdowns in negotiations.
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3

Chapter Objectives (Continued)
Describe what is involved in ratifying the agreement.  Explain factors involved in administering the agreement.
 Describe collective bargaining in the public sector.
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Individual Bargaining
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Employment at will – unwritten contract created when employee agrees to work, but no agreement exists as to how long parties expect employment to last

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Individual Bargaining (Continued)
Seniority means little
 Concept of supply and demand
 Employment at will
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Collective Bargaining
Fundamental to managementorganized labor relations in
United States

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Forms of Bargaining Structures
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One company dealing with a single union
Several companies dealing with single union
Several unions dealing with a single company
Several companies dealing with several unions 8

Union/Management Relationships
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Conflict
Armed truce
Power bargaining
Accommodation
Cooperation
Collusion
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Collective Bargaining Process
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Preparing for negotiation
Bargaining issues
Negotiation
Negotiation breakdown
Reaching the agreement
Ratifying the agreement
Administration of the agreement
10

Psychological Aspects of
Collective Bargaining
Difficult because process is an adversarial situation and must be dealt with as such
 Psychological aspects vitally important
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Preparing for Negotiations
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The Borg-Warner Doctrine, derived from the
Supreme