Collective bargaining

On Saturday, the NBA and its players agreed to coexist peacefully with a new collective bargaining agreement. The deal ensures that we won't have a lockout until 2029 at the earliest, but labor stability is just about the only constant at play here. The new collective bargaining agreement is going to tweak virtually every element of roster-building in some significant way. Trades, free agency, the NBA Draft and even the salary cap itself will undergo significant changes once the new deal takes effect this offseason. It might take years to feel the full impact of those changes. The collective bargaining agreement itself is virtually indecipherable to the uninitiated. The 2017 edition is a 598-page tome written in the sort of legalese teams need to employ experts to fully understand, and in truth, the document tends to be a living, breathing organism. Rule changes beget new strategies and approaches to building basketball teams that won't present themselves until teams have actually familiarized themselves with the updates and been forced to make decisions that abide by them. Part of the fun of any new CBA is watching the smartest teams find ways to bend and twist it for the sake of a competitive advantage. So with many of the details of the new agreement now public, let's go through all of the major changes to the CBA that the owners and union are known to have agreed to. In the process, we'll try to figure out how these rules can be manipulated and what they might mean for...

Wages have been stagnant for a generation despite sizable increases in overall productivity, incomes, and wealth. For instance, our nation’s output of goods and services per hour worked (productivity, net of depreciation) grew 64 percent from 1979 to 2014, while the inflation-adjusted hourly wage of the typical worker rose by just 6 percent. • The decline of collective bargaining has affected nonunion workers in industries or occupations that previously had extensive collective bargaining because their employers no longer raise wages toward the union-set standard as union membership rates decline. • The decline of collective bargaining through its impact on union and nonunion workers can explain one-third of the rise of wage inequality among men since 1979, and one-fifth among women. American workers want unions We know that many more workers want collective bargaining than are able to benefit from it—and that the desire for collective bargaining has increased greatly since the 1980s. Why is union membership in decline? In the last two decades, private-sector employer opposition to workers seeking their legal right to union representation has intensified. Compared with the 1990s, employers are more than twice as likely to use 10 or more tactics in their anti-union campaigns, with a greater focus on more coercive and punitive tactics designed to intensely monitor and punish union activity. Employers have increased their use of more punitive tactics (“sticks”) such as plant ...

Menu ≡ ╳ • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • Last week AFGE local and council officers and staff were invited to join an AFGE NOW training with renowned expert, Peter Broida, to learn all about expanded bargaining rights. Peter, who once served in AFGE’s General Counsel Office, is the most sought-after speakeron the subject of federalsector bargaining. He developed this training on the what and the why of the bargaining, with all the caselaw, hand in hand with our experts from AFGE. Peter went over all the executive orders issued decades ago and our union’s responses tothem thatshaped our policies today. It’s clear that the expanded rights we have today would not have happened without our union’s involvement, political nudges, and demands. If you missed the training, here’s a brief history of collective bargaining in the federal sector andwhat we should do with Biden’s executive order on collective bargaining rights: 1. Subjects that can be negotiated are more limited in the federal sector than the private sector The National Labor Relations Act of 1935 signed by President Franklin D. Roosevelt is a labor law that guarantees the right of private secto...

What is collective bargaining? • Collective bargaining is the formal process of negotiation between an employer and a group of employees—often with their union representative—that sets the terms and conditions of work. • Collective bargaining results in a collective bargaining agreement (CBA), a legally binding agreement that lays out policies agreed to by management and labor. Because of its role in governing the actions of both management and labor, a CBA is often referred to as the “law” of the workplace. While each agreement is unique to a given labor-management relationship, most CBAs include provisions that address compensation, scheduling, promotions, discipline and job standards. CBAs also usually contain a grievance procedure, which provides a process for resolving disputes between management and labor over interpretation of the contract and in the event of employee discipline or termination. When does collective bargaining occur? • Employees and employers engage in collective bargaining to negotiate new contracts and renegotiate existing contracts that have expired. In 2015 alone, an estimated five million men and women are engaged in the collective bargaining process. [1] By one measure, more than 21,000 labor-management relationships engaged in collective bargaining during the 2014 fiscal year. [2] Despite the amount of bargaining that occurs every year, only 7.4 percent of private sector employees and 39.2 percent of public sector employees are covered by a co...

Collective bargaining What effects do unions and Assessing the effects of Some behavioral scientists distinguish between “distributive” and “integrative” bargaining. Distributive bargaining is essentially a win–lose engagement. What one party “wins” through hard integrative bargaining approach the parties engage in cooperative In reality, most bargaining relations are mixed-motive in nature; that is, they have both distributive and integrative features. In the 1980s, however, the pressures on labour and management to solve complex problems intensified and therefore strengthened the efforts of many unions and companies to develop integrative relationships. The scope of labour–management relations expanded to include more opportunities for employee participation and union consultation in managerial The workplace in different cultures Do the principles of organizational behaviour and industrial relations apply universally across nations and In both of these instances some practices were effectively transplanted to the other country. Free trade unions and collective bargaining did evolve in postwar Japan, It should be noted, however, that practices that are successful in one country may fail in another; imitation does not guarantee success. To understand why, and to explain why practices vary among nations, one needs to consider differences in national cultures, political and economic conditions, timing of the industrialization process, and key historical events that affect di...

Written by Paul Boyce Posted in Last Updated April 20, 2023 What is Collective Bargaining? Collective bargaining is the process by which a group of employees negotiates with their employer on matters related to their pay, working conditions, benefits, and other compensation-related factors. Typically, this negotiation is conducted through a trade union that represents its members, with union representatives negotiating on their behalf. The negotiation may occur at the level of an individual business or may involve an entire industry, such as when a retail trade union like USDAW negotiates with major retailers like Walmart, Target, and Costco to establish industry-wide agreements regarding minimum wages, benefits, and working conditions for retail workers. Key Points • Collective bargaining is where a group of employees get together to negotiate better terms with their employer. • A collective bargaining agreement usually covers items such as pay, benefits, working conditions, and pensions. • Collective bargaining typically involves a union or labor organization representing a group of workers, and the employer or a representative of the employer. What Happens in Collective Bargaining Collective bargaining is often handled by trade unions, which employees pay a monthly fee to be a member of. These unions have a negotiating team that works on behalf of the employees. The bargaining process involves several steps, starting with preparing for negotiations and proposing key dem...