Contents Of Collective Bargaining Agreement

Conciliation is a term often used in the art of collective bargaining, a term often used in the action of the public board of directors trying to achieve collective bargaining. Collective bargaining is not a competing process, that is, work and management do not cooperate while they negotiate for the same purpose. It is essentially a complementary process, that is, each party needs something that the other party has, namely that work can make more productive efforts and that management has the ability to pay for these efforts, organize them and direct them to achieve the company`s goals. The goal of the system is always to reach a collaborative agreement, but sometimes tensions spill over. As a result, either party may feel that they have no choice but to make the other side abandon. Workers could do this by going on strike, which harms exploitation and enseies profits. Companies could do this by conducting lockouts preventing staff members from doing their jobs and being paid, which has a negative impact on income and overall quality of life. (vii) Collective bargaining should preferably be conducted at the enterprise level. This means that if there is more than one factory of the company, the local administration should be empowered to negotiate with the local union. Collective bargaining imposes certain restrictions on the employer. Unilateral measures are prevented. All employees are treated equally.

The conditions of employment and remuneration laid down in the agreement may be modified only by negotiations with the workers. The employer is not free to make and impose decisions according to his will. It is a market or exchange relationship that is justified by the fact that it gives a voice to organized workers on the issue of sale. The same objective rules as those applicable to the construction of all commercial contracts are invoked, since the relationship between the union and management is considered to be a commercial relationship. It is important to note that once a KNA is reached, both the employer and the union are required to abide by this agreement. Therefore, an employer should hire a lawyer before participating in the collective bargaining process. The immediate objective of workers` representatives is always a kind of monetary or other gain that occurs when the economy is strong and the employer is solvent. But in this period of recession, when the demand for the product and profits decrease, it is very difficult for the employer to meet the demands of the workers, it could even resort to cuts or even the closure of collective bargaining, is not a response to such a situation. (x) If an agreement is reached at the end of the negotiations, it must be in writing taking into account the entire duration of the contract. The main objective of the development of the technique of collective bargaining is to improve relations between workers and management and thus maintain peace in industries. . .

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