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The video gives viewers a thorough understanding of collective bargaining. To start with, The process of negotiating agreements on different job conditions between employers and employee representatives, usually labor unions, is known as collective bargaining. Aspects including pay, benefits, working conditions, and working hours are discussed in these negotiations. The ultimate goal is to draft a collective bargaining agreement (CBA), which is a mutually agreeable document that outlines each party's rights and obligations. In order to identify common ground, the process include making recommendations, having conversations, and coming to compromises. By giving workers a collective voice in determining their working conditions, collective bargaining promotes an equitable and cooperative approach to labor relations. It is frequently used in professions where employees have similar interests and worries.

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There are 5 major types of collective bargaining

Distributive Bargaining

Win-lose negotiations, also known as distributive bargaining, operate under the assumption of a fixed resource pool in which the gains of one party exactly offset the losses of the other. During negotiations, this strategy could result in a less cooperative and more hostile relationship.

Integrative Bargaining

Alternatively referred to as cooperative or win-win negotiation, integrative bargaining looks for solutions that benefit both management and labor. It emphasizes cooperative problem-solving that goes beyond financial considerations and builds a cooperative rapport between the parties engaged in negotiations.

Productivity Bargaining

The main goals of productivity bargaining are to increase overall performance, productivity, and workplace efficiency. It focuses on topics like training initiatives, technology adoption, and work procedures, all of which are meant to increase competitiveness and productivity in the workplace.

Composite or Pattern Bargaining

The process of negotiating a master agreement that creates a framework for subsequently negotiated agreements in the same industry or sector is known as composite or pattern bargaining. The main goal is to promote uniformity by establishing consistency and preventing notable variations in terms and conditions throughout the industry.

Concessionary Bargaining

Concessionary bargaining involves one party making concessions or relinquishing specific benefits or rights in response to economic challenges or organizational difficulties. Typically occurring during economic downturns or financial crises, this approach is driven by the necessity to cut costs under increased pressure.

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Stages involved in Collective Bargaining

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Stages involved in Collective Bargaining

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The five main stages of collective bargaining are as follows:

PREPARING FOR BARGAINING

The bargaining committee write down there agenda and aims to achieve.

CONDUCTING NEGOTIATIONS

the bargaining committee go face to face with employer to have best contract possible in set time frame.

RATIFYING THE CONTRACT

Once a tentative agreement has reached bargaining committee let employee vote for that which is known as ratification process

RESOLVING A CONTRACT DISPUTE.

If employee do not like any thing in contract further negotiations takes place until dispute has been completely eliminated.

CHANGING OR CLARIFYING THE CONTRACT.

If there is any kind of changes in the contract union members are notified right away to cut down any chances of disputes.

(Hyper links to all the stages added for further reference)

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Collective bargaining is a process through which the union and employer exchange proposals, share ideas, mutually solve problems, and reach a written agreement.

Most times, bargaining occurs when an existing contract is going to expire. But sometimes, a local will be negotiating a first contract after organizing a new bargaining unit. Both sides form bargaining teams and gather information.

The resulting approved contract legally binds both parties. Each round of successor negotiations allows the parties to revisit existing agreements.

While there are many local variations, here is how the collective bargaining process commonly unfolds in public education.

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The 5 Stages of Collective Bargaining | NEA

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Collective bargaining is about more than ensuring economic security. It's about winning better conditions for student learning and development. Here's how to make it work for you.

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The video depicts the difference between good faith and bad faith bargaining which can be considered as two scopes of bargaining. The video starts by explaining good faith bargaining which involves Commitment to the Process, Flexibility, Open Communication, Cooperation and Honesty and Integrity on the other sider bad faith bargaining which outlays Inflexibility, Refusal to Communicate, Unwillingness to Cooperate and Deception and Lack of Transparency. The example of good faith bargaining is UPS and Teamsters Agreement (2018) and bad faith bargaining is Ontario Teacher Strikes (2015)

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Federal Labor Relations Authority - FLRA

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Collective Bargaining: Good Faith / Bad Faith Bargaining

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The conflicts that occur during collective bargaining or agreements are depicted in this film with accuracy; if an agreement is not reached in a timely manner, it may take the form of a strike.

In the history of labor relations, the GM strike of 1970 is seen as an important turning point. It established a precedent for next talks in the sector and proved the auto workers' collective negotiating ability. The importance of workers' rights, just remuneration, and job security in labor agreements was highlighted by the strike.

All things considered, the 1970 General Motors strike left a lasting mark on the auto workers' relationship with management, influencing the course of labor talks in the years that followed.

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The 1970 General Motors Strike - Part 1 (Pre-Strike)

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The percentage of the workforce covered by any type of collective agreement, whether it be for the public or private sectors, is displayed in the online article. It also outlined the changes in the percentage of coverage from 1997 to 2021, emphasizing the decline in the percentage covered by any type of union contract, which was largely caused by the private sector.

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In 2021, 3 in 10 employees in Canada (30.9%) were covered by a collective bargaining agreement. Coverage by a union agreement was about five times as high among employees in the public sector (77.2%) than among employees in the private sector (15.3%). Overall, the collective bargaining coverage rate followed a downward trend from 1997 to 2021, almost entirely due to a decline in coverage in the private sector.

Public health measures introduced to limit the spread of COVID-19 in 2020 resulted in unprecedented job losses in the Canadian labour market in March and April 2020, with employment remaining below its pre-pandemic level at the end of the year. With most of the decline concentrated among non-unionized employees in the private sector, the collective bargaining coverage rate increased by 1.1 percentage points to 31.3% from 2019 to 2020.

As non-unionized private sector employment recovered in 2021, the collective bargaining coverage rate fell back 0.4 percentage points to 30.9%, but remained slightly elevated compared with 2019 (30.2%).

The proportion of employees covered by collective bargaining, also known as the union coverage rate, includes union members and non-members covered by a collective agreement or a union contract. The coverage rate can reflect the particularity of the industrial relations system and the type of labour regulations in a country. Positions covered by a collective agreement are often associated with higher wages, more benefits, and greater job security. In association with the unionization rate, this indicator of quality of employment can be used to help assess trends in industrial relations in a country.

The union coverage rate for all employees and for different demographic and worker characteristics is calculated using data from the Labour Force Survey (LFS).

Historical trends, 1997 to 2021

In 1997, 33.7% of employees were either a union member, or a non-member covered by a collective agreement or a union contract. By 2021 the union coverage rate had declined to 30.9%.

The decrease in the collective bargaining coverage rate from 1997 to 2021 was driven by the private sector, where it declined from 21.3% in 1997 to 15.3% in 2021.

The union coverage rate for public sector employees was 74.7% in 1997. The rate was relatively stable from 1997 to 2019 before increasing to 77.6% in the context of the COVID-19 pandemic in 2020. The collective bargaining coverage in the public sector was 77.2% in 2021.

The most important contributor to the decline in the collective bargaining coverage rate in the private sector is the manufacturing industry. In 1997, manufacturing was the largest private sector industry by number of employees and had one of the highest coverage rates (36.4%). From 1997 to 2021, both the total number of private sector employees working in manufacturing and the proportion covered by a collective bargaining agreement declined-the number of employees declined by 245,000 and the proportion covered by a collective bargaining agreement fell 13.5 percentage points to 22.9%.

In 1997, male employees (35.2%) had a higher union coverage rate than female employees (32.1%). This pattern reversed by 2008, and women have had a higher collective bargaining coverage rate since. In 2021, among employees 33.2% of women were covered by a union agreement, compared with 28.6% of men. The proportion of female employees working in the public sector was higher than for men throughout this period, reducing the impact of declining coverage in the private sector. Furthermore, among women, the percentage of employees who worked in the public sector increased from 27.9% in 1997 to 32.4% in 2021. Among men, this rate declined from 19.2% in 1997 to 17.3% in 2019, but increased to 18.3% in 2021.

A recent snapshot

In 2021, the industries with the highest collective bargaining coverage rates were public administration (75.5%), educational services (74.2%), utilities (65.1%) and health care and social assistance (53.6%). These industries all had relatively large proportions of public sector employees. In contrast, employees in professional, scientific and technical services (3.3%), agriculture (3.7%), and accommodation and food services (4.9%) had the lowest coverage rates. The vast majority of employees in these industries were in the private sector.

Largely as a result of their concentration in industries with a lower coverage rate, employees aged 15 to 24 (16.8%) were about half as likely to be covered by a collective bargaining agreement than employees aged 25 to 54 (33.5%) and 55 years and over (32.9%).

Since 1997, the first year when data on wages became available in the LFS, employees covered by collective bargaining have tended to earn higher hourly wages than their non-unionized counterparts. In 2021, employees covered by collective bargaining earned $33.19 per hour on average, compared with $28.62 for those with no coverage.

While temporary employment contracts are typically associated with lower employment security, permanent employees (31.7%) only had a slightly higher coverage rate than temporary employees (30.8%) in 2021.

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Collective bargaining coverage rate, 1997 to 2021

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In the publication Quality of Employment in Canada, the Collective bargaining coverage rate indicator measures the union coverage rate, which is the number of employees in a union and non-members covered by a collective agreement or a union contract, expressed as a percentage of the total number of employees.

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What modifications were made during a crisis in collective bargaining?

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What modifications were made during a crisis in collective bargaining?

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In times of crisis, like the COVID-19 outbreak, collective bargaining has encountered distinct obstacles and deliberations. The type of crisis, the industries involved, and the reactions of labor unions and employers all influence collective bargaining differently. The following are some broad observations:

Initiate Negotiations with Leadership Early and Often.

Flexible Work Arrangements.

Focus on Workplace Safety and Health.

Adaptation to Changing Circumstances.

Formalize Impact Bargaining Agreements.

Prioritize Issues for the Workforce Groups Most Affected by the Crisis.

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Collective Bargaining during Times of Crisis: Recommendations from the COVID‐19 Pandemic

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The COVID‐19 pandemic dramatically changed employment across sectors in 2020. This Viewpoint essay examines public sector labor relations during the pandemic and describes the impact bargaining process that is used to protect public employees.…

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Strike: A result of bad faith bargaining.

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Strike: A result of bad faith bargaining.

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In the image, union workers are shown going on strike in response to an employer offer that does not materialize. This image is from a recent United Auto Workers (UAW) strike against Ford, General Motors, and Stellantis, the Detroit Three auto manufacturers. When the employer and union communicate ineffectively or are unable to work together to reach a fair agreement, this is a suitable example of bad faith bargaining.

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Canadian side of negotiations with Detroit 3 automakers depicting good faith bargaining.

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Canadian side of negotiations with Detroit 3 automakers depicting good faith bargaining.

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The Unifor bargaining committee is pictured in this image standing together, demonstrating inclusivity and unity to convey that recent negotiations with General Motors, Ford, or Stellantis have reached the ratification stage, where they are awaiting additional team member approval to go into effect. This case study demonstrates how an agreement can be reached and successful collective bargaining can result from maintaining transparency and encouraging cooperation between employers and employees.