A member of the collective bargaining unit selected by a group of colleagues and/or appointed by union leaders to perform union representation functions in the workplace. Many collective agreements at the UW designate these people as shop stewards or stewards. Stewards are usually employees of the UW, unlike union representatives, who are paid employees of the union. It is important to note that both the employer and the union are required to abide by this agreement once a collective agreement is reached. Therefore, an employer should consult a lawyer before participating in collective bargaining proceedings. If the parties fail to reach an agreement, state law usually determines how the dispute can be resolved. Generally, the parties may resort to mediation, arbitration and/or strikes or lockouts to reach an agreement. Strikes (and lockouts) are rare in public education, but allowed in several states. A method of resolving labour disputes by an impartial third party holding a formal hearing, testifying and rendering a final and binding decision. A formal, signed agreement that complements the collective agreement.

A Letter of Intent usually addresses an important issue that has been raised during the term of the agreement and represents mutual understanding between the parties on that issue. A Letter of Intent may also be referred to as a Memorandum of Understanding (MOU), Letter of Agreement (LOU) or Letter of Agreement (LOA). Topics that are neither mandatory nor prohibited. The parties may agree to negotiate them, but neither party may insist on its positions on a permissive issue to the point of deadlock. The history of the parties` relationships in the past, which affects the parties` expectations for future negotiations. Such practices, sanctioned by use and acceptance, are not explicitly included in the collective agreement. To justify a previous practice, the question: (1) must be clear to the parties; (2) uniform application over a period of time; and (3) be tolerated by the parties. Arbitrators use past practice to interpret ambiguous language in the collective agreement. Collective bargaining is a process by which unions and employers exchange proposals, exchange ideas, solve each other`s problems and reach a written agreement.

Many collective agreements refer to the use of a widely used term requiring the employer to use valid and sufficient reasons to discipline employees. There are generally accepted elements of good cause that an employer must prove to an arbitrator in order for a disciplinary measure to be upheld. The point of collective bargaining where one of the parties determines that no further progress can be made towards an agreement. Union dues are the basic dues that workers pay to the union on a monthly basis in order to obtain full membership fees. The amount of dues is determined by the union and may be a fixed amount and/or a percentage of salary. Negotiation issues that neither party can refuse. These include wages, hours of work and other terms and conditions of employment. The process by which management and union representatives negotiate the terms and conditions of employment of a collective bargaining entity for a specified period of time. The parties are mutually obliged to negotiate in good faith in order to reach an agreement regarding wages, hours of work and working conditions. This obligation does not oblige either party to accept a proposal or make a concession. Commonly referred to as “negotiations” or “contract negotiations”. There are three different categories of matters that are part of a collective agreement: mandatory, voluntary, permissive and illegal.

The union holds a ratification meeting where workers ask questions and give their opinion on the provisional contractual agreement. Individuals are then invited to vote on the provisional agreement, usually by secret ballot. The majority of votes decides whether the treaty is ratified (adopted) or rejected. When the union and management teams reach a tentative contractual agreement, they review the proposed agreement with their respective constituency groups. Issues on which the parties are not allowed to negotiate. This includes negotiating proposals that would violate state or federal laws. According to RCW 41.80.040, government pension plans and pension benefits are illegal bargaining elements. Other tariff laws have other illegal issues. The legal requirement that two parties to a collective bargaining relationship meet and bargain at appropriate times and places, with the intention of reaching an agreement on the terms of a collective agreement. In most cases, negotiations take place when an existing contract expires.

But sometimes, a local negotiates a first contract after organizing a new bargaining unit. Both sides form negotiating teams and gather information. A group of workers certified by the Labour Public Relations Board (PERC) as suitable to be represented by a collective bargaining union. RCW 41.80 permits such provisions and allows for contractual language that requires all members of the bargaining unit to pay a shop agency dues equal to the amount required to be a union member (known as union dues or liabilities). However, if a contract contains an agency agreement, the union must have a procedure in place that allows workers to pay representation fees instead. Mandatory subjects are the subjects prescribed by law and the National Labor Relations Board (NLRB). These topics include issues such as wages, overtime, bonuses, grievance procedures, safety and work practices and seniority, as well as dismissal, dismissal, recall or discipline procedures. A general wage increase formerly applied to the salary ranges of employees in a collective bargaining unit, also known as a “general wage increase”. The union`s bargaining team is generally selected according to a procedure set out in the union`s constitution, while the employer appoints the management team. The contract that embodies the results of negotiations between the employer and the union and sets out their agreements. The deduction of union dues and fees from workers` wages paid by the employer and the transfer of these funds to the union.