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Collective Bargaining

Employees as a common practice are represented by labor unions or other labor groups upholding the majority of employee sentiment and negotiating with the management to improve existing labor conditions. This involves what we call Collective Bargaining. Conditions for negotiation may cover a number of issues from salaries and benefits, work hours, to other substantive rights of the labor force. More organizations have widely accepted this type of legitimate negotiation as a vehicle and means to a mutually acceptable employer-employee relationship.

Collective Bargaining Agreements (CBA) can be applied to nearly all non-agricultural, private companies and its employees. It should be noted however, that there are also state laws which provide guidelines for agricultural employers and laborers. But while procedural guidelines have been established by law to enforce both employee and employer representatives to bargain in good faith, it does not guarantee that both sides must agree or make compromises to proposals forwarded by either one. In fact, there are certain work stoppage actions like picketing, strikes and lock-outs that are legally acceptable for both parties to employ as tactics to further achieve their goals.

Another alternative means to settle the dispute between employers and the unions without resorting to litigation or violence is the use of a mutually acceptable third party to conduct an impartial hearing over the dispute. The decision of the arbiter after such hearing is binding to both factions under federal and state law.

If you want to know more about the legal aspects of Collective Bargaining, you can go over the resources found wihin in this entire website site to further your comprehension of the topic or avail of expert services.