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Collective Bargaining, 2005.
An overview of the practice of collective bargaining in organizations.
5,897 words (approx. 23.6 pages), 26 sources, MLA, AU$ 204.95
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Abstract
This paper examines how collective bargaining is the process by which a group of people gets together and bargains together for a common goal that concerns all the people involved. In particular, it looks at how the concept has been gaining in popularity over recent years and how professionals are beginning to truly understand the role of unions and the role they play in the making of decisions in a company.
Outline
The Process of Collective Bargaining
Collective Bargaining in the Private Sector
Collective Bargaining in the Public Sector
Why is Collective Bargaining Limited?
History of the Collective Bargaining Process
Norris Laguardia Act
NLR Act
Fair Labor Standards Act
Taft-Hartley
Labor Management Reporting and Disclosure Act
Certification and De-Certification
How Does a Labor Management Contract Affect the Budget of an Organization
Conclusion
From the Paper
"Collective bargaining in Germany takes place at the regional level, but can also in some cases take place at the company or even at the national levels. The trade unions may sign up 'collective contracts' either with employer's associations or with individual employers, and these contracts are legally binding for everyone who has been involved in the negotiations -in part due to the principle of 'equal treatment' wherein all workers of the company are bound under any contract signed by the company after negotiations with employees and unions. The industry level collective bargaining efforts in Germany covered the construction business and the consumer non-durable business, and also the transport and communication industries, to quote a few. "
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Collective Bargaining, 2002.
Examination of the collective bargaining process in state and local government according to John Piskulich in his book "Collective Bargaining in State and Local Governments".
1,005 words (approx. 4.0 pages), 0 sources, MLA, AU$ 51.95
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Abstract
This paper is a review of John Piskulich's book "Collective Bargaining in State and Local Governments". The paper covers Piskulich's discussion of policymakers, the role of unions, the various dimensions of the bargaining process, the history of the policy making process and the obstacles policy makers face.
From the Paper
"In his book John Piskulich attempts to uncover why and how to manage collective bargaining. ?Collective Bargaining in State and Local Governments? discusses how the collective bargaining process in the public sector has grown from a state of infancy to maturity. He makes note that policymakers are currently in a state of flux, constantly changing and modifying current regulations to keep up with the dynamic environments in which they work. John Piskulich emphasizes in his work that public-sector unions act as a significant force in operating government agencies."
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Collective Bargaining and Labor Relations, 2007.
This paper explores labor relations and collective bargaining agreements in major league sports.
3,568 words (approx. 14.3 pages), 8 sources, MLA, AU$ 144.95
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Abstract
The paper discusses labor relations and the relative merits or weaknesses of certain collective bargaining agreements. The paper explains that when an employer and a union representative engage in a bilateral decision making process, it is termed labor contract negotiations, or more recently a collective bargaining situation. The paper relates that the effect of the collective bargaining agreements on major league sports in the United States has been very significant to all labor relations. The paper offers a recent example of the uses of collective bargaining as was seen in the application of a contract for the players of the National Football League. The paper concludes that ultimately, the advent of the collective bargaining agreement within sports has been beneficial since it decreases the number of strikes and lockouts and keeps the players, owners and fans happy.
From the Paper
"For many years, players of team sports were not considered to be workers who labored in a way that would be covered by the National Labor Relations Act (NLRA). In fact, in 1922, the Supreme Court stated that baseball clubs were accepted from anti-trust regulations and this effectively thwarted any attempts by baseball players to unionize for even the most basic protections. What one must remember is that these sports teams, while generally only focusing on the players, have other employees and so sport protection came with the allowance of the baseball players to engage in collective bargaining in 1969."
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Collective Bargaining, 2002.
A brief history of the role of the unions in the U.S. with an emphasis on collective bargaining.
1,480 words (approx. 5.9 pages), 8 sources, MLA, AU$ 70.95
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Abstract
This paper examines how employees? unions have traditionally sought fairer wages and working hours and more humane working conditions through the formal process called collective bargaining between a union and the employer. It discusses how under federal labor laws, most private sector workers have the right to collective bargaining but not to those who work for state governments and institutions. Policemen and firefighters are exceptions. It looks at how in recent years, however, public-sector employees have slowly gained the right to collective bargaining by forming coalitions and only after quasi-collective bargaining ?meet-and-confer? efforts with public employers for many years.
From the Paper
"In recent years, however, public-sector employees slowly gained the right to collective bargaining by forming coalitions and only after quasi-collective bargaining ?meet-and-confer? efforts with public employers for many years (Malfaro). Teachers? unions have tried engaging in non-binding negotiations with school board through the process called consultation, sometimes fruitfully, sometimes not. But even when fruitful, the grant of their demands is not a matter of legal right on their part but only a favor on the part of the officials. These teachers? unions, nevertheless, resort to consultation and ?meet-and-confer? arrangements in coming to terms with their employers on wages, teaching hours and working conditions. All in all, these efforts by the public sectors? unions have managed to secure fair bargaining laws in recent years. Besides collective bargaining rights, workers? unions have also sought equal rights for part-timers, family and paternity leaves, limits on working hours and a national minimum wage (BBC News 2000). "
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Collective Bargaining, 2005.
This paper explores the challenges to collective bargaining at the European level today.
900 words (approx. 3.6 pages), 1 source, AU$ 51.95
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Abstract
This essay discusses collective bargaining at the European level. The paper answers three questions posed by the customer: What are the main challenges to collective bargaining at the European level, what are the main legal challenges at the European level and finally, is collective bargaining at the European level possible today and in the future and if not, why not.
From the Paper
"European nations have made a lot of progress in recent year in moving toward a more unified Europe. The countries have already converted to a single currency, the euro. Now as they state to think about increasing globalization even further, many trade unions from the differing countries would have and interest in coming together and collective bargaining jointly. However, there several hurdles in the way of this goal."
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Collective Bargaining, 2003.
An examination of the history of collective bargaining and its administration in the United States today.
5,765 words (approx. 23.1 pages), 21 sources, MLA, AU$ 201.95
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Abstract
This paper describes how the Wagner Act, officially known as the National Labor Relations Act of 1935, established a permanent National Labor Relations Board (NLRB) with the authority it needed to protect the right of most American workers, with the notable exception of agricultural and domestic laborers, to organize unions of their own choosing and to encourage collective bargaining. It looks at how this act represents the most important single piece of labor legislation enacted in the United States in the 20th century. It provides a comprehensive overview of the controlling legislation, preparation for and rules guiding collective bargaining, and the administrative issues of collective bargaining after negotiations take place. A summary of the research is provided in the conclusion.
From the Paper
"The modern rules for collective bargaining developed from controlling legislation that emerged during the early part of the 20th century, including the Wagner Act (officially known as the National Labor Relations Act, 1935) (the ?Act?). This legislation was enacted to in an effort to eliminate employers' interference with the autonomous organization of workers into unions. To this end, the Act established the federal government as the regulator and ultimate arbiter of labor relations in the United States. The Wagner Act also established a permanent National Labor Relations Board (NLRB) with the authority to protect the right of most workers (with the notable exception of agricultural and domestic laborers) to organize unions of their own choosing and to encourage collective bargaining."
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Collective Bargaining Contracts, 2002.
An overview of the collective bargaining contracts used in todays industrial relations.
650 words (approx. 2.6 pages), 3 sources, AU$ 38.95
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Abstract
This paper is written on collective bargaining contracts. Collective bargaining lies at the very foundation of today's industrial relations. It is the relationship between employers and employees via which contracts of employment are negotiated, under the aegis of a labor organization such as a trade union. The union tries to highlight the collective demands of the workers under its auspices, and the employer tries to negotiate a suitable contract that does not contravene existing labor laws.
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Labor Relations and Collective Bargaining, 2007.
This paper looks at the issue of collective bargaining and at labor organizations.
1,356 words (approx. 5.4 pages), 4 sources, MLA, AU$ 66.95
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Abstract
In this article, the writer explains that collective bargaining is a process by which wages, hours, rules and working conditions are negotiated and agreed upon by a labor union with an employer for all the employees collectively, which it represents. The writer discusses the matter of labor relations and collective bargaining. The writer notes that starting out as benevolent associations, which were ineffective in negotiating their work conditions with employers, labor organizations were empowered only after the passage of the Wagner Act in 1935. The writer concludes that, today, human relations officers and other experts know that unions are basic in certain industries and they must do their part in the negotiation table. Additionally, the writer concludes that company negotiating teams realize the value of developing a sincere, open and trusting relationship with the union representative, of keeping its word or commitment, of listening to the other side's concerns with sincerity and showing respect towards union representatives and employees in their dealings.
From the Paper
"During unstable times in the 1800s, there was a clamor for the benevolent function of labor organizations as services and as a mechanism to keep the unions strong and stable. Benevolent associations evolved into effective bargaining agents, which mostly formed around a craft, like cigar making and carpentry. These associations generally administered or organized their own funds. Their services were important in gathering membership in labor organizations, which later became unions. Before the Wagner Act of 1935, organized labor was not too successful in bargaining for higher wages and fewer hours of work, as employers then had the upper hand in dealing with unions. Employers were not obliged to recognize unions or to bargain with them. Labor organizations of the 19th and 20th centuries confront membership problems precisely because of their lack of effectiveness as bargaining agents. Workers did not see it worthwhile to become members and pay union dues. Some even feared losing their jobs when jobs were scarce. It was the mutual-type of benefits, which kept members in a union. The death and pension benefits it offered strongly enticed membership despite its ineffectiveness in negotiating higher wages and fewer hours. Many of these associations became unions, which began to discuss wages, hours and the workplace within their structure."
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Collective Bargaining, 2003.
Examines the impact of collective bargaining on higher education.
1,800 words (approx. 7.2 pages), 7 sources, AU$ 92.95
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Abstract
Discusses the history of collective bargaining from the early 20th century on. Examines key features that characterize collective bargaining and the difficulties involved in organizing faculty at institutions of higher learning.
From the Paper
"Union organizing gained momentum during the early part of the twentieth century and, according to some analysts, was instrumental in helping reduce child labor, establish minimum wage legislation and implement the standard 40-hour work week ..."
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Collective Bargaining and Baseball, 2004.
This paper examines the role labor unions and collective bargaining agreements have played in major league baseball.
2,075 words (approx. 8.3 pages), 7 sources, APA, AU$ 95.95
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Abstract
This paper looks at the history of labor relations in the field of baseball from John Montgomery Ward?s first attempt to form a players' union in 1885 to the 32-day lockout during spring training in 1990. The author points out that the 2002 collective bargaining agreement was successfully negotiated with significant compromises on both sides and without a work stoppage. The paper concludes that this agreement ensures the continued fiscal health of America?s favorite pastime.
Table of Contents
Labor History
1994-1995
2002 Collective Bargaining Agreement
From the Paper
"In addition to higher ticket sales, an estimated 40 percent of this revenue came from the sale of broadcasting rights. Each team received around $18.6 million from national broadcasting revenue. Local broadcasting rights generated additional earnings, although this figure differed widely between cities. The New York Yankees, for instance, received $52 million in local broadcasting revenue while other franchises got less than one-tenth of that figure (Verducci 2002). In any case, a strike and the subsequent loss of broadcasting revenue would represent a significant income loss for both the owners."
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Economics and Collective Bargaining, 2002.
A comparison and contrast of collective bargaining in Canada and the United States.
2,650 words (approx. 10.6 pages), 11 sources, AU$ 142.95
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Abstract
Any comparison of Canada and the United States often reveals many similarities and differences that cut across social, economic, political and cultural lines. One area that would provide an interesting topic of analysis is the relationship that exists between labor and management, especially as it relates to collective bargaining. This paper will compare and contrast collective bargaining in Canada and the United States with the intention of identifying similarities and differences.
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Collective Bargaining in the Nursing Profession, 2005.
An analysis of the ethics of collective bargaining for nurses.
1,150 words (approx. 4.6 pages), 5 sources, APA, AU$ 57.95
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Abstract
This paper examines whether or not it is professional and ethical for nurses to engage in collective bargaining. In particular, the paper focuses on the appropriateness of nurses going -- or threatening to go -- on strike. The paper asks whether striking is an abandonment of the patient. The paper also reviews the purpose behind collective bargaining -- what it is intended to achieve and how it functions, particularly in unions for health care professionals.
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Collective Bargaining, 2005.
An analysis of the collective bargaining process.
1,150 words (approx. 4.6 pages), 4 sources, MLA, AU$ 57.95
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Abstract
This paper analyzes the collective bargaining process. It provides a definition of the concept and its various dimensions and how they are viewed by management and labor respectively. The author discusses
the current collective bargaining agreement reached between owners of the National Hockey League and its player's union is used to illustrate some of these dimensions.
From the Paper
"The collective bargaining process is defined by Holley Jennings and Wolters as an activity whereby union and management officials attempt to resolve conflicts of interests by exchanging commitments in a manner intended to ..."
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Collective Bargaining, 2002.
The history of collective bargaining.
4,650 words (approx. 18.6 pages), 22 sources, AU$ 246.95
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Abstract
This paper covers the historical development of collective bargaining and traces the changes within the role of the public sector unions. It states the reasons for the decline of influence of unions and highlights the fact that while the labor union is facing declining membership the public sector unions are increasing the influence of the past.
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Collective Bargaining and Contract Administration, 2002.
Examines collective bargaining and contract administration within the context of the American labor market.
3,650 words (approx. 14.6 pages), 9 sources, AU$ 194.95
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Abstract
This paper explores the concepts of collective bargaining and contract administration as they are put into effect in United States labor relations. The paper provides a brief definition and history of these concepts as well as their present-day status.
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Collective Bargaining, 2004.
This paper discusses collective bargaining in labor relations based on Chapters 5 to 8 in ?Labor Relations? by Arthur A. Sloane and Fred Witney.
1,435 words (approx. 5.7 pages), 0 sources, AU$ 69.95
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Abstract
This paper explains that, in an effective relationship of labor relations and management, the entities representing labor and management must not view one another simply as adversaries, but as potentially complementary parties in the pursuit of a common goal of agreement. The author points out that there are simultaneous but conflicting goals. The labor organization wishes to gain the best possible settlement for its workers, and management wishes to maximize profitability and cut costs. The paper contends that the multiplicity of interests is one reason that independent arbitration can be so valuable in helping the interested parties gain patience and willingness to make concessions in the face of seemingly insurmountable differences and obstacles.
From the Paper
"An overview of some of the potential areas of conflict between an individual employee, employees as a collective, and the corporate entity as a whole belay such an easy resolution. Although quality and cost control may ultimately be the most important things to the consumers of products that create the need of manufacturing and thus generate jobs, this does not meant that every individual employee will be willing to sacrifice his or her vacation time or flexible pay, simply to increase corporate profits and maintain his or her job security. The individual decisions of workers thus come under the labor union?s role of advocacy, even if in theory they may go against the collective of managerial desires."
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