Summary: The Collective Bargaining Agreement

No, I do not believe an employer is required to have a bulletin board. My company does not have a bulletin board; with the use of technology such as email and intranet websites, a traditional bulletin board is not needed.

According to Lewicki, Barry & Saunders (2010), the major developments of labor-management relationship within Major League Baseball (MLB) started in the late 1960s and were characterized by the ongoing disputes between the owners and the players that resulted in the following hard bargaining agreements, work stoppages and lockouts:

For this project, I was a member on the union team and we were to bargain for a new labor contract for our union, the United Chemical and Plastic Workers (UCPW), with our employer, the Harper Container Corporation (HCC). I participated in Week 9 as our Chief negotiator.

The National Labor Union was the first labor federation in the united states and it paved the pathway for the Nights of Labor and the AFL. The National Labor Union was led by William H. Sylvis and was in response to unsuccessful efforts to form a national coalition of local trade unions. The National Labor Union wanted instead to bring together all of the national labor organizations, as well as the "eight-hour leagues" which pressed for the eight-hour day, to create a national federation that could call for labor reforms and help found national unions in those areas where none existed. The NLU was made mostly up of construction unions and other groups of skilled employees, but also invited the unskilled and farmers to join. However, they

The American labor union has failed in its duty to protect the employees. Currently, most of the public unions agree to the plan that every worthy benefit or wage ought to be balanced by the union’s special consideration like agreeing to a two-tier salary scale, surrendering some hours, raised copays or even deductibles for medical procedures. However, these associations have done little to fight for the workers when they are faced with salary reductions, poor pays, unwarranted cutbacks and when they are denied compensation for retirements or injuries. According to Aronowitz, the US labor movement has continued to deteriorate and lacks the voice it had some times ago. By 1990s, the labor had already decreased in intensity from the higher 35 percent membership in 1953. This is just an indication that workers have no hopes in the then merged AFL-CIO (American Federation Labor-Congress of Industrial Organizations) who sought to democratize the labor movement. Their so-mediated organizing model that aimed at expanding the membership was a change of the core role of the previous service model of unionism that focused on petitioning for the members’ requests. Where the distresses may have begun earlier in the 1970s, it was not until the era of Ronald Reagan that the impact was felt. Since then, members of the labor unions have turned to be mere clients. The restructuring of the economy through technological change, and company merges, so millions of workers lose jobs. However, the

The 2011 National Football League Collective Bargaining Agreement is the seventh agreement since the establishment of the first CBA in 1968. It is important to understand the terms of the CBA and the intent in which it was established. Collective bargaining agreements, in the context of professional sports, are the agreements reached between a particular league’s players and the league owners. A league’s collective bargaining agreement establishes specific elements of how the league will operate, such as: division of league revenues, team salary caps, free agency requirements, restrictions on player mobility, provisions regarding the drafting of players, disciplinary rules, and other general regulations of the league (Cit 3).

The United Auto Workers Union (UAW) negotiated a golden-parachute of a contract for 40,000 auto workers and future employees. After intense negotiations, a strike was staved off by Chrysler’s agreeing to meet the demands of the UAW. The specific demand in particular that initially prompted the rejection of the labor contract was the two-tier wage structure. In the new agreement, Chrysler agreed to omit that verbiage in the contract and agreed to a higher starting hourly wage, and a signing bonus. In addition to the victory over the wage structure, employees also walked away from the table with the pay raises that was included in the original labor contract. It appears that the negotiations were profitable in the United Auto Workers Union’s

Being a part of a group or an association that you pay into as a worker should have benefits that can help you continue to improve their lives. The benefit of having someone speak up for you could be better pay, better health benefits, and being better treated in the work place. Collective bargaining, while not being a guarantee, can help gain these benefits. It is the process of negotiations between representatives of workers and management to determine the conditions of employment. The collectively determined agreement may cover compensation, hiring, practices, layoffs, promotions, working conditions and hours, worker discipline, and benefit programs. So since the discovery of

In the video, “Understanding Labor Relations and Collective Bargaining”, Donald Carty, CEO of American Airlines at that time, expresses the disappointment of the many executives in a union environment face in regards to labor costs. Shortly after this video, Mr. Carty had announced executive-retention bonuses and pension protection right after most union members had already voted to accept over $1 billion worth of wage and benefit concessions (Zellner, 2003). Needless to say, this didn’t brief too well to the point that two of the three unions were calling for new votes (Zellner, 2003). Mr. Carty claimed that it was merely to keep the company out of bankruptcy.

In my research one of the cases involving collective bargaining rights of a police union in Montgomery County, Maryland. Essentially, what occurred with the police union, was that in 2011 it had its power to challenge certain basic police-chief directives taken away. According to the article, this action was taken against the union for holding up 15 different policy changes since 2008. The policy changes were considered to be essential to public safety, and included crucial updates on the distribution of critical police equipment as well as an update to the departments “Use of Force” policies. The hold-ups were all due to the unions constant challenges. This story shows the negative effects of collective bargaining rights when it comes to public employees.

The Philadelphia Federation of Teachers was informed on March 24 of plans to eliminate seniority in hiring. Under the School Reform Commission, claims have been made such as “establishment of the SRC in 2001 gave them the power to “unilaterally impose new work rules” (Piette). Under this new rule principals would be given the right to fill vacancies and assemble staff without having to take seniority into account beforehand. The PFT takes this action as a direct attempt of government agencies to strip away collective bargaining rights and, as they say, “continuation of a long-term plan to privative public school and dismantle their unions” (Piette). On the other hand, the SRC argument is that these actions will stabilize the district’s finances.

Collective bargaining is the process by which conditions of employment are negotiated between management, and the labor organization representing employees in the bargaining unit. However, “collective bargaining refers to a situation in which union members and officials meet with an intent to resolve any issues or conflicts, in an attempt to maintain relationships” (Holley, Jennings, & Wolters, 2012, p. 243). The collective bargaining process relies on four aspects: recognition of the meeting, meeting with appropriate parties, bargaining in good faith, and incorporating the reached agreement (Adam, 1997). Nevertheless, collective bargaining activities are governed by the National Labor Relations Act (NLRA). The NLRA requires bargaining

David Brody argues that the rise of contractual or collective bargaining relationships during the post WWII era formalized the relationship between employers and unions. The use of collective bargaining agreements to resolve workplace disputes weakened unions and the power of workers. Other actions, such as using collection bargaining as a form of substitution for direct action and using it instead of the strike for grievance and arbitration procedure served , also has weakened the unions and the power of workers. The rise of contractual or collective bargaining relationships changed the dynamic of the workplace, shifting the power from the union side to towards the employers. The perspective could best be argued suing Weber’s theory and

It is very important for people working in a large organization to have and be part of a union. A labor union is defined as a collection of workers who come together to meet common goals and practices. It is favorable for workers to be part of a union because the workers belonging to a union can collectively bargain with their employers. The most important provision in a union is collective bargaining, this aspect allows the employees to ask for their rights in a collective manner. If correctly constructed, employee involvement mostly improves the economic productivity of the firm. This is why the workers feel an obligation for collective bargaining as it administers them with a robust collective voice. Workers have expressed a preference to be representation through an employee’s organization to collude with management in a non-adversarial fashion. In this paper, we will discuss the National Education Association and what they represent and what they work towards as a union. Additionally, we will discuss the positive and negative attributes of a union and which ones can be applied to the NEA.

“The Political Impact of Collective Bargaining: A Case Study of the City of Atlanta Police Department” discusses the dissatisfaction the Atlanta Police had with its employer, Atlanta City. It explains the absolute power the employers have over their employees, who have no voice, in such things as promotions, politics, salaries, compensation, benefits, etc. It stresses the distances between departmental administration and its officers and how collective bargaining can bring morale up. The detached relationship between administration and the police excludes the needs of the officer. Through interviews it describes ways in which collective bargaining could enhance the department’s managerial efficiency by bringing both sides together. It illustrates that by listening to its employees they would enable the officers to perform their job properly for the community.