When an employer and the union find that they cannot agree on an issue, they generally have the right to initiate arbitration proceedings rather than remedy them in court. The arbitrator will hear both sides of the dispute and try to find a fair solution for both the employer and the union. The arbitrator usually gives the final say on how a problem that both parties must accept is handled. There was a time when collective agreements resulted in conditions so rigid that employers could not effectively address trade concerns. Workers who were admitted to a given occupational classification were not allowed to perform other tasks that were not defined, which hindered the employer`s ability to adapt to changing market conditions and workload. Employers have been able to negotiate working conditions that address the employer`s concerns without necessarily infringing on workers` rights. For example, workers and employees at General Motors` Tonawanda engine plant in Tonawanda City, New York, have succeeded in creating an atmosphere in which both sides now play a partner role in ensuring that the engine plant is productive and prosperous in the global economy. First of all, when working with unions, a clear understanding of the contract is essential for all HR executives. The contract (also called a collective agreement) is the reference document for all decisions concerning workers. All HR managers and professionals should be aware of the document and be aware of the elements of the contract that may affect staff relations. The agreement describes all the requirements of the leaders and generally describes how discipline, transportation and transfers will work.
The collective bargaining process consists of five main steps; We will discuss each of these steps. The first step is to prepare both parties. The bargaining team should be composed of individuals with the knowledge of the organization and the necessary skills to be an effective negotiator. Understanding working conditions and dissatisfaction with working conditions is an important part of this preparatory stage. The setting of objectives for the negotiation and revision of the old Treaty are key elements of this stage. The management team should also prepare and anticipate union demands in order to better prepare for compromise. Since as managers and HR professionals we will work with union members on a daily basis, a positive relationship can not only support day-to-day business, but also create a simpler negotiation process. Getting input from the union before decisions are made can be a step towards creating that positive relationship. Transparent communication is another way to achieve this goal. Another important point in the collective bargaining process is the aspect of union security. .