Question

11-9) What steps must a union take in establishing the collective bargaining relationship? Briefly describe each step

11-11) distinguish among mandatory, permissive, and prohibited bargaining issues.

Answer 1

11-9) Collective Bargaining acts as a settlement, which states the relationship between the union registered employees and employers. Union members and employer generally maintain a rule to meet at a certain time in order to discuss about the wages, benefits, hours of working, etc., and accordingly make necessary changes. This is known as collective bargaining.

Example of collective bargaining: If employees in the organization are facing a trouble with wages or any other issues they will reach to union members and then on behalf of employee union members, will discuss the same concerns with higher authorities in the organization and get desired results.

Advantages of collective bargaining:

· They don't encourage any third party involvement in the decision-making process.

· Collective Bargaining is a structured relationship between the union and management of the organization.

· It is supple and encourages open-ended conversations.

· It triggers the desired results.

· There is a scope of compromise.

Steps a union must consider in establishing the collective bargaining relationship is as follows:

Step 1 – Negotiation: On the employees side a particular or group of people are elected for the specific discussions with higher authorities and in the same way any employer from the board is elected to take part in discussions with employees.

Step 2 – Agreement: Whatever discussion that has made between the two parties should be maintained in an agreement. Roles and responsibilities should be clear.

Step 3 – Implementation: Decisions which have been taken together should be successfully implemented whenever it is needed.

11-11) Following are the differences between mandatory, permissive and prohibited bargaining issues:

· Mandatory and permissive bargaining issues are almost same, the parties here agree to bargain.

· Prohibited bargaining issues don't encourage in the concept of bargaining.

· Mandatory, prohibited, permissive have a common feature of supporting their employees in all the possible ways.

· Prohibited bargaining issues will make instant changes where as mandatory bargaining issues don’t change anything without a prior notice.

Mandatory, permissive and prohibited bargaining issues are different in their own unique way, but their motive is to spread positivity and hope. These three bargaining issues always tend to support the growth of the employees.