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When employees want better wages or working conditions, they often look to unions to negotiate a collective bargaining agreement (CBA) with their employer. But for those not familiar with the world of organized labor, the CBA process can seem mysterious or even intimidating. This article aims to pull back the curtain on the negotiation of CBAs. It helps both employees and company leaders better understand how these contracts come together. Learn about the typical timeline for negotiating a CBA and the key players involved in easy language. Explore the details of bargaining topics, like wages, benefits, grievance procedures, and more. These may apply to employee advocates or managers with a unionized workforce. This primer will help demystify the CBA process from start to finish.
A collective bargaining agreement (CBA) is a legal contract between an employer and a union representing the employees. A CBA sets terms and conditions of employment that often cover wages, hours, and working conditions. Negotiating the Agreement Representatives of the company and the union negotiate a CBA. Both sides come to the table with their demands and priorities. They go back and forth, making compromises and concessions, until they reach an agreement. This process can take weeks, months, or even years, depending on the complexity of the issues. Once they have reached a tentative agreement, union members vote to ratify it before it becomes official.
A CBA helps set standards that protect the rights and welfare of both employees and employers. While the negotiation process can be hard, the outcome is an agreement that benefits both sides.
The CBA process starts when employees come together to negotiate with their employer for better pay, benefits, and working conditions.
The first step is for employees to form a bargaining unit. This is the group that will negotiate together. They must get at least 30% of employees to sign authorization cards to form a union. Then they petition the National Labor Relations Board to hold an election. The majority of ‘yes’ votes officially form the union.
The bargaining unit elects representatives from among its members to negotiate on their behalf. These negotiators must be effective communicators who recognize the key issues and priorities of the membership.
The representatives meet with members to set their priorities and desired outcomes. They create specific proposals to present to the employer. This covers compensation, benefits, work hours, job security, and workplace settings.
The bargaining unit and employer then meet to negotiate in good faith. They do this with legal counsel and professional mediators present. This process can take weeks, months, or even years. Both sides make proposals and counterproposals in hopes of reaching an agreement that is suitable for most members and the employer.
Once they have reached an agreement, the bargaining unit votes to ratify it. The employer also needs to approve the agreement. If ratified by both parties, the CBA goes into effect and remains binding for a fixed period. This will often be effective for 2-5 years, at which point the process begins again.
The most common type is a single-employer agreement. This often comes between a single employer and a union representing that company's employees. The agreement covers compensation, benefits, work rules, and grievance procedures for a specific group of workers at one company. For instance, a CBA between General Motors and the United Auto Workers union would be a single-employer contract.
Multi-employer agreements are between a union and a group of employers in the same industry. They create uniform pay, benefits, and working conditions for employees across all the employers. Most construction trade unions, like plumbers and electricians, negotiate multi-employer contracts. These agreements offer stability and predictability for both employers and workers.
Pattern agreements serve as a template for other employers in an industry to follow. A large, influential employer will negotiate an agreement with a union, and others will adopt most or all the same terms. For instance, major airlines will often take the lead in setting pay and benefits for pilots. Regional airline companies will then match most of the same provisions to stay competitive.
Creating fair agreements acceptable to both employees and management requires good-faith bargaining and a willingness to compromise. The specific terms of each contract depend on the priorities and needs of the parties and broader economic conditions. But at their core, all CBAs aim to provide employees with a voice in their working conditions and ensure they receive fair pay and benefits for their work.
While it may seem complicated or a bit intimidating, it is just a formal negotiation between union representatives and company leaders to set wages, hours, benefits, and working conditions. The key takeaway is that CBAs aim to create a mutually beneficial relationship between workers and employers.
Although there is often back-and-forth involved, if done properly, it can result in a fair and productive agreement. The process may evolve over time, but the goal remains the same: finding common ground through compromise and discussion.
