Collective Bargaining In The Workplace

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desire for
stability and security - makes the comprehensive collective agreement for a
term the normal concomitant of collective bargaining. It requires each
party to think into the future, to anticipate situations and to determine
solutions before situations arise. It requires the making of policy - which,
when agreed upon, becomes the collective agreement.
The heart of the collective agreement - indeed, of collective
bargaining - is the process for continuous joint consideration and
adjustment of plant problems. And it is this feature which indicates the
difference between the collective labour agreement and commercial contracts
generally. Commercial contracts are concerned primarily with �end results';
collective agreements, with continuous process. Workers organised into
trade unions and bargaining with employers provides a measure of
countervailing power to the powers of management, and that is fundamental
to industrial relations. The collective bargaining process ...

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pay and hours which are translated into the terms and conditions of
employment for employees represented by trade unions. Such standards limit
managerial discretion in setting wage, hours and other substantive terms of
employment. At the same time these standards also offer the advantage to
management of harmonising labour costs throughout the industry.
The second constraint is related to the bargaining over the rules,
which govern the continuing relationship between unions and employers.
These rules are often recorded in procedure agreements or the procedural
clauses of collective agreements: negotiating procedures, bargaining rights
and management rights clauses, shop ...

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