1117_Collective Bargaining_4_webct

1117_Collective Bargaining_4_webct - Collective Bargaining...

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Unformatted text preview: Collective Bargaining IV COMM392: Managing Employment Relationship 103/104 Fall 2009 Yoshio Yanadori Announcement CB exercise Your midterm grading appeal is due today Photos on WebCT Written report, cost calculation, and peer evaluation due on Nov. 24, at 4pm Written analysis and cost calculation hard copy (In class or HA562: Nancy Tang) Your team's cost calculation excel file WebCT 0.1 point awarded to team if submitted Peer evaluation WebCT 0.1 deducted if not submitted Free rider? specific behavioral examples help I will respond to your appeal in one week (i.e., Nov. 24) December 16th, 12:00 pm at SRC (Student Recreation Centre) Final exam Collective Agreement Terms (Figure 12.1, page 355) 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Recognition Grievance and arbitration process Bargaining unit work Strikes and lockouts Duration or term of agreement Union security Management rights Contracting out Discipline and discharge procedure Discrimination Seniority 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. Health and safety Wages Holidays Vacations Benefits Hours of work and scheduling Overtime Technological change Leave Union business UBC example Mandatory Terms and Voluntary Terms Mandatory terms Must be included because they are required by legislation (i.e., Labor Relations Code) Minimum of one year period Prohibition against strikes & lockouts during the term of agreement Provision for arbitration of dispute Voluntary terms Parties agree to include these provisions but they are not required by legislation Commonly found voluntary terms: Wage, benefits, seniority, contracting out... Union Recognition Recognition article Describe or limit the bargaining unit in terms of location and jobs Provides that the employer recognizes the union as the bargaining agent for a specified group of employees who make up the bargaining unit Found at the beginning of the collective agreements Union Security Are employees in the bargaining unit required to become union members as a condition of employment? Closed shop Must be union member before being hired Union shop Must become union members within specified number of days Modified union shop New employees must join Open shop Union membership is not required to obtain a job or to continue employment Rand/Agency shop Employees in bargaining unit pay union dues but choose whether or not to be union members * Checkoff: Employer deducts union dues for each employee and forwards money to union Union Security: Illustration Organization Closed shop & union shop Line managers Employees that have access to LR info. Bargaining unit Union members Checkoff Organization Bargaining unit Union members (Union dues) Open shop Organization Bargaining unit Union members (Union dues) Rand/Agenc y Nonunion members (Nounion dues) Nonunion members (Union dues) Checkoff Checkoff Possible Bargaining Structure Who bargains with whom? # of unions, employers, and establishments Single employer, single establishment, single union Most common in Canada BigSit (CB exercise) Single employer, multiple establishments, single union UBC faculty association (Point Gray and Okanagan) Industry bargaining Automobile industry Nurses Typical Negotiation Process (Figure 13.1 (Page 403) modified) Notice to bargain Bargaining teams selected Preparation of demands Meetings Conciliation/mediation Agreement Ratification vote by union members Agreement rejected Arbitration Strike/Lockout Impasse Agreement ratified Meetings of the Bargaining Teams Prenegotiation Parties determine and prioritize bargaining issues and determine desired outcomes Both sides may meet to agree on process Negotiation meeting 1. 2. 3. Stage one: Establishing the negotiation range Chief negotiator presents proposals Stage two: Search phase Moving toward agreement Discuss offer, present counterproposal Stage three: Crisis phase Strike or lockout? Ratification vote Obtain approval for agreement from members Factors Shaping Demands/Offers Factors shaping union demands (Figure 13.2, page 404) Experience with the collective agreement Grievances and arbitration decisions Input from bargaining unit members Input from national or international union Economic forecast Contract settlements, industry and local Factors Shaping Demands/Offers Factors shaping employer offers (Figure 13.3, page 405) Experience with the collective agreement Grievances and arbitration decisions Feedback from managers Economic forecast Contract settlements, industry and local Strikes and Lockouts Strike Occurs when union members in a bargaining unit withdraw their labor Under BC Labor Relations Code: Compulsory secretballot of the bargaining unit At least 72 hours' notice to the management and Labor Relations Board The management is not allowed to hire individuals to perform the work of striking workers Lockout Occurs when the employer closes all or part of the workplace so that the employees cannot enter the premises and perform their jobs ThirdParty Intervention Mediation The third party (mediator) participates in bargaining and helps negotiators reach a solution on their own Mediators' recommendations are not binding Arbitration The third party (arbitrator) creates a solution that then becomes part or all of the collective agreement Arbitrators' decision are binding Schedule November 19 No class Work on written analysis and cost calculation November 24 Guest speaker: George Heyman (former president of BCGEU: BC Government and Service Employees' Union http://www.bcgeu.ca/) ...
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This note was uploaded on 04/29/2010 for the course COMM 392 taught by Professor Carson during the Fall '09 term at The University of British Columbia.

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