Parties And It's Importance To Collective Bargaining Agreement
PARTIES AND ITS IMPORTANCE TO COLLECTIVE BARGAINING AGREEMENT
As we may all know collective bargaining agreement plays a major importance in the life of employees as well as the company. This can contain a very important issues about employee to employer relationship the communication between both parties is critically important for their mutual benefits. The employee’s party or the “trade union” usually discusses their salaries and wages, grievances and other concerns they may also discuss recommendation and their rights in management participation. The employer’s party may include management and other representatives that can be in a team of discussion or debate they usually act as the negotiator, decision maker or mediator that can answer the concerns of the bargaining parties involved.
Both parties can take part about their grievances or settlement proposal of the trade union who would ask for the increase in salary and health and safety while the management and representative may balance their conditions or they can also come up with the resolution that they can best offer for the benefits of the organization as a whole. With all settlement said and done they will form another agreement which they call “Collective Bargaining Agreement” (CBA) or “Collective Employee Agreement” (CEA) this agreement for like an increase in salary, additional health benefits and other agreement can be automatically imposed or depending on stipulated conditions but both parties must ensure that they perform their rights or it may revoke the agreement upon lack of performance or non performance this can even deteriorate a good relationship between trade union and management.
If the trade union and management do not meet both of their objectives this can usually result in a dispute and negative impact that result in strikes, rally or forcible retrenchment of employees or changes in management and other violent measures so it is basically important to accept whatever decisions that the collective bargaining have agreed upon. In some cases if the dispute comes to worst the third party intervention of the government can initiate their rights to intervene for the protection of both employees and the employer. The government can also act as a mediator depending on certain issues and legalities. They can also initiative a provision of their basic rights in consideration of both parties although this is not necessary.
Most importantly the trade union party should make a clear statement of what they necessarily need to provide a comprehensive approach in the delivery of their needs and wants to their employers and this is the primary importance of the employee’s party. Additionally the employer themselves must make sure that they do not tolerate and exercise unfair labor practice for their employees that leads to government control of their company. They should not consider overworked and underpaid situation in their company, the threats and safety of their employees should also be considered and most importantly they should pay them proper wages as impose by the government.
The importance of trade union participation is that they are able to exercise their rights to oppose or question the non participation of the company as suggested by the government. They can keep the workers updated to their rights and privilege through collective bargaining agreement and they are able to participate in a wider key objectives that will definitely cater to the benefits of employees and to the general provision to exercise their rights to be gainfully employed the parties can also eliminate and destroy unfair labor practice in their company. The trade union must be clear about their intention, quality of their communication process in negotiation there are also trade union who do not consider the political and socio economic condition that usually result in poor negotiation or withdrawal of employer to negotiate.
In fairness to the employer’s party and their importance they can block certain provision and set up their conditions if they thought that the trade union is asking too much. They can also finalize and recommend the preliminary provision and resolution that they believe will be most beneficial to both parties. They can also suggest different measures that the trade union can agree upon, this include an election, delay of bargaining agreement and waiver. They can even take different level of issues to reform or address issues to an individual or top level management depending on the depth of agreement, management can be bias or they can be lenient with the trade union.
Finally if the provision has been completed both parties should hold on to such conditions of the collective bargaining agreement most importantly if the consideration would still be for lasting mutual benefit of both parties.
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