In addition, there are generally binding collective agreements. These important agreements also bind disorganized employers and workers who work for them. A collective agreement is the ultimate goal of collective bargaining. As a general rule, the agreement defines salaries, hours, promotions, benefits and other conditions of employment, as well as the procedures for dealing with disputes that result from them. Since the collective agreement cannot address all future employment problems, past unwritten customs and practices, external law and informal agreements are just as important to the collective agreement as the written instrument itself. More detailed information about the collective agreement can be obtained from Shop Steward or pro employee council. In the event of a conflict, Pro members can get assistance from the Shop Steward and the Union staff council. Mandatory Bargaining Issues Although the parties do not have to negotiate on all possible issues, they must negotiate in good faith binding bargaining issues, including wages, hours and other “conditions of employment” (29 U.S.C.A. As these mandatory issues are very broad, the courts have tried over the years to establish standards to determine whether a particular topic of negotiation is mandatory. In general, the terms of employment cover only issues that “govern one aspect of the relationship between the employer and the workers” (Allied Chemical – Alkali Workers of America v.
Pittsburgh Plate Glass Co., 404 U.S. 157, 92 p. Ct. 383, 30 L. Ed. 2d 341 ). While a collective agreement is in force, it can only be amended by a voluntary and reciprocal agreement. An amendment to the duration of the agreement must be approved by the Labour Council. The collective agreement binds signed union members and employers who are members of an employer union that signed the agreement.
These agreements are considered normally binding. The collective agreement guarantees the correct evolution of wages. To this end, he agrees with the minimum wages and general wage increases that form the basis of the employee compensation system. In addition, you can negotiate your personal increases. Although the collective agreement itself is not applicable, many of the negotiated terms relate to wages, conditions, leave, pensions, etc. These conditions are included in a worker`s employment contract (whether the worker is unionized or not); and the employment contract is of course applicable. If the new conditions are not acceptable to individuals, they may be contrary to their employer; but if the majority of workers have agreed, the company will be able to dismiss the complainants, usually unpunished.