• BARGAINING POWER Distributive bargaining Integrative bargaining. Attempt to understand the other negotiators real needs and objectives. Create a free flow of information. Emphasize the commonalities, and minimize the differences, between the parties Search for solutions that meet both parties goals and objectives. Develop flexible responses to the other negotiators proposals.
• COLLECTIVE BARGAINING; The negotiation, administration, and interpretation of a written agreement between two parties, at least one of which represents a group that is acting collectively, that covers a specific period of time.
• Objective and Scope of Collective Bargaining;
• Contracts must be acceptable to management, union representatives and union membership.
• Four issues appear in all labor contracts. (The first three are mandated by the Wagner Act);
• wages
• hours
• terms and conditions of employment
• grievance procedure.

Collective Bargaining Participants;

Management is represented by: Legal, HR, Finance and members of Management.

Union bargaining teams include an officer of the local union, local shop stewards and representation from the international/national union.

LABOR RELATIONS - WORK STOPPAGES;

Economic Strike - strike by union employees over wages, hours and working conditions.

Wildcat Strike strike action taken by union employees without the approval or support of the union leadership.

Lockout temporary work stoppage or a denial of employment by management during a labor dispute.

UNION;

Terms & conditions of employment and wages are addressed in the collective bargaining agreement.

Collective bargaining agreement articles over handbook.

Represented by union & shop steward.

Conflicts resolved thru mediation & arbitration.

Collective Bargaining Agreement voted on by union members.

NON-UNION;

Terms & conditions of employment are derived per company policy.

Wages are at management discretion.

Usually subject to higher increases & bonuses.

Employees do not vote on handbook.

Question; the Collective Bargaining Contract covers the many aspects of employees workplace rules within the union environment. Supposing that a yearly profit sharing bonus was to be allocated but is not covered in the collective bargaining agreement, do we (1) have to pay it to the union employees and (2) would you pay it to them if the contract is silent on this matter?