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Dessler, Cole and Sutherland
Human Resources Management in Canada Canadian Ninth Edition
Chapter Seventeen
Collective Bargaining and Contract Administration© 2005 Pearson Education Canada Inc., Toronto, Ontario 17-1
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Introduction to Collective Bargaining
-surface bargaining
-failing to make concessions/withdrawing
previously granted concessions
-failing to make reasonable proposals
-dilatory tactics
-imposing unreasonable conditions
-surface bargaining
-failing to make concessions/withdrawing
previously granted concessions
-failing to make reasonable proposals
-dilatory tactics
-imposing unreasonable conditions
Violations of Good Faith Bargaining (1 of 2)
© 2005 Pearson Education Canada Inc., Toronto, Ontario
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Introduction to Collective Bargaining
-making unilateral changes in conditions
-bypassing formal representatives
-committing unfair labour practices during
negotiations
-failing to provide information
-making unilateral changes in conditions
-bypassing formal representatives
-committing unfair labour practices during
negotiations
-failing to provide information
Violations of Good Faith Bargaining (2 of 2)
© 2005 Pearson Education Canada Inc., Toronto, Ontario
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The Collective Bargaining Process
Distributive Bargaining
Bargaining Zone
Union Management
Resistance Point
Resistance PointTarget Point
Target Point
Initial Point
Initial Point
© 2005 Pearson Education Canada Inc., Toronto, Ontario
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The Collective Bargaining Process
1. Distributive bargaining2. Integrative bargaining
-productivity-concessionary-interest-based/mutual gains
3. Attitudinal structuring4. Intra-organizational bargaining
1. Distributive bargaining2. Integrative bargaining
-productivity-concessionary-interest-based/mutual gains
3. Attitudinal structuring4. Intra-organizational bargaining
Negotiating – Four Types of Activity
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Third Party Assistance and Bargaining Impasses
Conciliation
-assistance of neutral outside third party
-required prior to strike/lockout
Conciliation
-assistance of neutral outside third party
-required prior to strike/lockout
Mediation
-assistance of neutral outside third party
-usually voluntary
Mediation
-assistance of neutral outside third party
-usually voluntary
© 2005 Pearson Education Canada Inc., Toronto, Ontario
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The Collective Agreement:Typical Provisions
-union recognition
-union security/checkoff
-no strikes or lockout
-management rights
-grievance procedures
-arbitration
-union recognition
-union security/checkoff
-no strikes or lockout
-management rights
-grievance procedures
-arbitration
Clauses (1 of 2)
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The Collective Agreement:Typical Provisions
-disciplinary procedures
-compensation rates and benefits
-hours of work and overtime pay
-health and safety
-employee security/seniority
-contract expiration date
-disciplinary procedures
-compensation rates and benefits
-hours of work and overtime pay
-health and safety
-employee security/seniority
-contract expiration date
Clauses (2 of 2)
© 2005 Pearson Education Canada Inc., Toronto, Ontario
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Contract Administration
-union and management must abide by contract
-most labour-management relations in day-to-day
contract administration
-most provisions limit managerial actions
-numerous grievances on seniority and
discipline provisions
-union and management must abide by contract
-most labour-management relations in day-to-day
contract administration
-most provisions limit managerial actions
-numerous grievances on seniority and
discipline provisions
© 2005 Pearson Education Canada Inc., Toronto, Ontario
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Grievance Resolution and Rights Arbitration
Stage 1. Employee gives written grievance to supervisorStage 1. Employee gives written grievance to supervisor
Typical Grievance Procedure
Stage 2. Discussion by grievor, HR, union stewardStage 2. Discussion by grievor, HR, union steward
Stage 3. Discussion by senior management and
top union officials
Stage 3. Discussion by senior management and
top union officials
Stage 4. ArbitrationStage 4. Arbitration
© 2005 Pearson Education Canada Inc., Toronto, Ontario
