...on the list. Overtime is the sole responsibility of the organization supervisor. The Employer will not be restrained from giving consideration to matters of health and differences in individual productivity where supervision is either restricted or absent, special skills, requirements and continuity of work. The Employer will plan ahead when possible to let employees know when overtime is anticipated (e.g. due to storms that are forecasted). B. The Employer agrees that unless it gives written notice, neither it nor any function will unilaterally take or permit action that will arbitrarily extend the normal workday without paying overtime or compensatory time, as applicable. C. The Employer agrees to give first consideration to bargaining unit employees in the assignment of overtime before assigning such duties to non-unit employees. Such consideration will include health and safety factors, budget constraints, and employee qualifications. D. The Employer agrees standby compensation is paid if an employee is required to remain available to an employer within a specified response time, but is otherwise free to engage in personal pursuits. The requirement to be available by cell phone, paging...
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...There is another way the player could have gone about it, and the NFL had even signed all their players to the agreement. This agreement was known as the NFL Collective Bargaining Agreement. Edelman states, During the life of this contract, a team may only remove a player from its roster if his skill or performance has been unsatisfactory as compared with that of other players competing for positions” or, arguably, if the player has engaged in personal conduct reasonably judged by [a team] to adversely affect or reflect on [the team] ”(“STANDING TO KNEEL”). This statement justifies that the NFL can only cut their players based on performance issues or if they did something that obstructed justice, not if they stand up for the freedom of speech. Surely the NFL had to know that they had these agreements with their players, but most the people who had started the kneeling protest were cut because the owners were saying that their playing ability was in decline. This should throw up red flags, because they have obviously found a way around the legal terms of this matter and get these players off their teams. As of right now these players that have been cut have basically been blacklisted from the league...
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...Labor unions have a long and colorful history in the United States. To some people, they conjure up thoughts of organized crime and gangsters like Jimmy Hoffa. To others, labor unions represent solidarity among the working classes, bringing people together across many professions to lobby for better rights, wages and benefits. As of 2006, 15.4 million people were union members, and although union membership peaked in 1945 when 35 percent of the nonagricultural workforce were union members, unions are still a powerful influence in the United States (and even more powerful in many other countries). (Silverman, J., 2012) They are also an important and fundamental part of the history of United States commerce and the country’s growth into an economic powerhouse. Unions began forming in the mid-19th century in response to the social and economic impact of the industrial revolution. National labor unions began to form in the post-Civil War Era. The Knights of Labor emerged as a major force in the late 1880s, but it collapsed because of poor organization, lack of effective leadership, disagreement over goals, and strong opposition from employers and government forces. (Silverman, J., 2012) The American Federation of Labor, founded in 1886 and led by Samuel Gompers until his death in 1924, proved much more durable. It arose as a loose coalition of various local unions. (Silverman, J., 2012) It helped coordinate and support strikes and eventually became a major player in national politics...
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...Collective bargaining One of the aims of a trade union is to negotiate with employers about matters affecting their members and other employees. Once a trade union is recognized in a workplace, the negotiations they have with the employer are called collective bargaining; these negotiations will be regarding terms and conditions of employment. Trade unions and employers will agree on how the process will operate, for example: * who will represent the workers, or group of workers (bargaining unit) in negotiations * which workers are included in the bargaining unit * how often meetings will take place * which issues, including which terms and conditions will be discussed * how failures to agree will be resolved * how discussions will work if more than one trade union is recognised For trade unions and employers who face problems at work which result in a dispute Acas can help. Collective conciliation can move parties towards a resolution of a dispute through the expertise of an impartial and independent third party - for example through the use of Acas services. Bargaining is conducted by trade unions and employers. The union side may be made up of full-time officials, workplace representatives or a mix of both. Local union representatives are now much more likely to be involved in collective bargaining. The employers' side can be the individual employer or, if at industry level, the employers' association. There will often be several unions represented...
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...Chapter 5 COLLECTIVE BARGAINING: LEVELS AND COVERAGE* A. INTRODUCTION AND MAIN FINDINGS Industrial relations systems, operating at national, sectoral and local levels, play an important role in determining economic and labour market performance. They constitute a “web of rules” relating economic agents who, while pursuing their self-interests, generally find it beneficial to reach a degree of consent and some form of (more or less conflictual) co-operation. In providing procedures for consensus-building and conflict resolution, these arrangcments are shaped by specific national legislation and labour market conditions, and by each country’s prevailing attitudes towards work, conflict and co-operation. There are many ways to analyse systems of labour relations in OECD countries. For example, Chapter 4 of the 1991 Employment Outlook examined trade union density (the proportion of workers who are union members), and noted widely differing rates of unionisation across countries, ranging from around 10 per cent in France to over 80 per cent in Sweden. Union density is just one indicator of the character of a country’s industrial relations system. The extent to which employees are covered by collectivc agrccments concluded at various levels - national, regional, sectoral or company - is another important feature of the system by which wages and other employment conditions are set. In many countriec, workers who are not union members are in fact - through extension and enlargement...
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...news stories. Collective bargaining is a responsibility of the labor unions in which the writer of this post is the most familiar. This topic was chosen as a result of academic curiosity and an interest in developing a better understanding of the role of labor unions and collective bargaining in other countries. Explanation of Collective Bargaining In the United States the idea of collective bargaining has changed as labor relations between employees and employers have evolved and improved. In the past the idea of collective bargaining was not widely understood and there were opposing opinions on how to define collective bargaining. Chamberlain (1944) identifies two of these definitions: 1) “the process of arriving at an agreement as to terms and conditions of employment between a single workman and his employer, where the workman is represented by a labor union of which he is a member.” 2) “the arbitral decisions in which no negotiation may be involved”. In the first definition opponents may argue that the process was not collective. However, if the second definition is applied it could be argued that no bargaining occurs. Today, the definition has evolved to a more widely accepted definition as defined by Ball, Geringer, Mcnett, and Minor (2013) as “the process in which a union represents the interests of workers bargaining in negotiations with management” (p. 430). The remaining sections of this paper will explore if and how collective bargaining exists in India...
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...TOPIC: CURRENT TRENDS IN COLLECTIVE BARGAINING. INTRODUCTION. Definitions. Collective bargaining is broadly defined as the alternative to and a replacement of individual attempt at bargaining. To employers, it helps to avoid comparability issues. To the state, peaceful industrial relations are an outcome of labor and management’s efforts. In a study by Sydney and Beatrice Webb (1891), they saw collective bargaining as the main instrument used by actors, employee and government institution in industry to sort out their differences through bargaining or negotiations, ultimately as a compromise between the claims of employers to exercise unilateral control over the work situation. The (ILO) posited that collective bargaining should entail all negotiations that take place between employers, a group of employers of one or more employers’ organization. These negotiations include the determinant of the working conditions and terms of employment, regulation of relations between employers and workers in an organization. According to The National Labour Relations Act (2007), collective bargaining is a mutual obligation of the employer and representative of the employees to meet at reasonable times and confer in good faith in respect to wages, hours and terms and conditions of employment or the negotiation of an agreement or any question arising from there under and execution of a written contract incorporating any agreement reached if requested by either party but such obligation...
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...Navarro, Deserie Faith I. Talavera, Edward Paolo C. Tuanquin, Beatricia Elda S. 2MUS1BM Sociology TTh 7:00AM-8:30AM Mr. Fiedacan? :O I. Motivation Activity: a. Question and answer portion with the class: i. What comes to your mind when you hear the word Self-organization? ii. Do you apply it with yourselves? II. Introduction: Right to Self-organization Legal Aspect Labor and Worker's Rights ARTICLE XIII: Social Justice and Human Rights Labor Section 3. The State shall afford full protection to labor, local and overseas, organized and unorganized, and promote full employment and equality of employment opportunities for all. It shall guarantee the rights of all workers to self-organization, collective bargaining and negotiations, and peaceful concerted activities, including the right to strike in accordance with law. They shall be entitled to security of tenure, humane conditions of work, and a living wage. They shall also participate in policy and decision-making processes affecting their rights and benefits as may be provided by law. The State shall promote the principle of shared responsibility between workers and employers and the preferential use of voluntary modes in settling disputes, including conciliation, and shall enforce their mutual compliance therewith to foster industrial peace.The State shall regulate the relations between workers and employers, recognizing the right of labor to its just share in the fruits of production...
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...Collective Bargaining DeVry University HRM330/Labor Relations Professor TITLE PAGE Introduction…………………………………………………………………………………………………………… What is Collective Bargaining....................................................................................................................... History of Collective Bargaining…………………………………………………………………………………….. Importance of Collective Bargaining……………………………………………………………………………….. a. Importance to Employee b. Importance to Employer The Collective Bargaining 5 Step Process……………………………………………………………………….. a. Prepare b. Discuss c. Propose d. Bargain e. Settlement The Collective Bargaining Tactics………………………………………………………………………………… a. Intra-Organizational Bargaining b. Attitudinal Restructuring c. Integrative Bargaining d. Distributive Bargaining Issues of Collective Bargaining……………………………………………………………………………………. a. Wages b. Benefits c. Work Conditions Bargaining Deadlocks ……………………………………………………………………………………………… a. Strikes 1. Economic Strikes 2. Sympathetic Strikes 3. General Strikes 4. Wild Cat Strikes Conclusion …………………………………………………………………………………………………………….. Introduction Collective Bargaining has been used as a tool for improving working condition; increasing workers income and making sure the employees are being treated fairly. It is the process of negotiating between the employers and employee to reach an agreement that regulates working conditions and it...
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...Chapter 13 Labor & Management Relations/Collective Bargaining * LABOR refers to the hired workers of an industry. * CAPITAL refers to the owner/investors of an industry. In a simple manner labor refers to the employees while capital is the owner/company itself. * Labor Code of the Phil. is the legal code governing employment practices and labor relations in the Philippines. * Wages are usually fixed between the employee and the employer. It is given to the employees to paid off their hardwork. * Minimum Wage is the lowest wage payable to specified categories of employees such as specific workers from plant, craft, industry or local area. Government Regulators * Department of Labor & Employment is responsible for the overall regulation of employment in the Philippines. Three Areas of Authority 1. promotion of employment and apprenticeship; 2. worker’s protection and welfare; 3. promotion and maintenance of industrial peace. * Regional Tripartite Wages & Productivity Commission they are charged with the developing plans, programs and projects related to wages, income and productivity improvements for their respective regions * National Wages and Productivity Commission it consults & advises the national government on wages and worker productivity. It formulates policies and guidelines on these issues. Morality Strikes * Strike was done by employees for the reason of asserting...
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...Meaning of Industrial Relations Means an Employer-employee relationships that are covered specifically under collective bargaining and industrial relation laws. It refers to all types of relationships between employer and employee, trade union and management, workers and union and between employee and employee. It also includes all sorts of relationships at both formal and informal levels in the organization. In broader sense industrial relations means all such relationships that a business enterprise maintains with various sections of society including employee, state, customers and public in industries contact. Parties in Industrial Relation Three main parties are directly involved in industrial relations: Employers: Employers possess certain rights vis-à-vis labors. They have the right to hire and fire them. Management can also affect workers’ interests by exercising their right to relocate, close or merge the factory or to introduce technological changes. Employees: Workers seek to improve the terms and conditions of their employment. They exchange views with management and voice their grievances. They also want to share decision making powers of management. Workers generally unite to form unions against the management and get support from these unions. Government: The central and state government influences and regulates industrial relations through laws, rules, agreements, awards of court and the like. It also includes third parties and labor and tribunal courts. SCOPE: The...
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...Strike actions usually occur as a reaction to employee grievances. Strikes became relevant during the Industrial Revolution, when public labour became important in factories and mines. According to Black and Silver, “Strikes are the ultimate action available to unions as a means of trying to win gains for its members in collective bargaining”. The popular idea that strikes are “unreasonable, costly and not well founded” is a fallacy. Unionized workers are justified to engage in strike activities in order to defend their wages and benefits because it is legal for aggrieved unionized workers to take strike action, strike action affirms workers’ support for the bargaining position, the increasingly hostile political and economic climate and also because it asserts some form of seriousness on the part of unionized workers in their bid to defend their struggles for better wages and employment benefits. Unionized workers are justified to engage in strike activities in order to defend their wages and benefits because it is legal for workers to go on strike. The National Labor Relations Act (NLRA) grants employees the right to strike and if a collective bargaining agreement does not contain a “no-strike” clause. Unionized workers usually resort to strikes only in severe situations when their grievances are not properly sorted out with the employer. With the exception of doctors, nurses, firefighters, and the police; professional codes of ethics do not only permit, but also obligate unionized...
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...to play. Owners and players must have contract terms to be breeched. With so much revenue coming in, the NBA must create contracts and agreements to establish how much of this money gets split up between the owners and players of the NBA. The NBA has a union for its players that helps its player’s band together and create better working conditions for its players such as better salary and contract terms, as well as other beneficial terms and agreements for its players. A union bargains with the employer, in this case the owners, on behalf of union members (player athletes), and negotiates labor contracts (collective bargaining agreement) with employers (owners). This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. In the NBA owners and players must agree on terms of the league’s revenue sharing, salary caps, luxury penalties, guaranteed contract lengths, and player exceptions. These terms are discussed and agreed on a contract called a collective bargaining agreement (CBA). In the case of the NBA, a contract last roughly around ten or so years and then is expired. Players and owners must negotiate a new collective bargaining agreement that may need new changes different from the old collective bargaining agreement that is more beneficial to either...
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...to pay an Agency Fee? Elijah Standing Warrior PA 530 Negotiation & Bargaining in the Public Service Professor Jack McGrory April 28, 2014 Introduction This paper will discuss important labor laws and litigation that have empowered both the private and public sector employees with regards to an employee’s First and Fifth Amendment rights of the United States Constitution and their obligations to a labor union. The first part of this paper will discuss the Railway Labor Act and its regulation of union membership or dues as requirement of employment in the railroad and transportation industry. The National Mediation Board was established to administer union membership requirements and the collective bargaining process required by the Railway Labor Act. The second part of this paper explores the National Labor Relations Act of 1935 (NLRA; Wagner Act). The NLRA is the key labor law that governs union activities and collective bargaining in the private sector in the United States (Katz, 2008). The NLRA gives private sector unions the right to organize and regulates the private sector collective bargaining process that allows unions to collect Agency Fees. The National Labor Relations Board (NLRB) administers the NLRA. The third part of this paper explores the individual state laws that regulate the public sector right through collective bargaining to negotiate an agency shop agreement between a public agency and its recognized union, specifically California...
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...CONTEMPORARY RESEARCH IN BUSINESS Collective Bargaining and Its Implementation “A case study of HBFC in Pakistan” Rana Adeel Luqman MS Scholar and Lecturer Commerce Department The Islamia University of Bahawalpur, Punjab, Pakistan Fakhar Shahzad (Corresponding author) MS Scholar and Visiting Lecturer The Islamia University of Bahawalpur, Punjab, Pakistan Sundus Shaheen (Corresponding author) Lecturer, Commerce Department The Islamia University of Bahawalpur, Punjab, Pakistan Tabinda Kiran (Corresponding author) Lecturer, Management Sciences The Islamia University of Bahawalpur, Punjab, Pakistan ABSTRACT The main intention of writing this paper is to develop understanding about the concept of collective bargaining, its scope and implementation issues in HBFC Pakistan and in light of problems that they face in collective bargaining suggest some factors for effective collective bargaining. Simple random sampling was used for collecting data from population. In-depth interviews are conducted formally and informally. Based on the analysis of data gathered in HBFC it was found that there is no proper communication between union and management. They have misconception between them and the management does not properly recognize the union. And there is also the involvement of politics in collective bargaining. So there is need of some improvement in collective bargaining process and also realize the importance of union and collective bargaining. The type of this research study is...
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