Collective Bargaining Agreement Proposal Sample

A proverb attributed to an ancient master of Chinese martial arts is, „If I had six hours to cut down a tree, I would spend four hours sharpening my axe.“ While the real-world of collective bargaining often doesn`t allow for ideal preparation time, the effort before reaching the table almost always pays off. Key elements of preparation include researching what members need and mobilizing to fight for information about the employer and its finances, studying the current contract, developing the costs of proposals, and developing evidence and arguments to support them. Different laws apply in different bargaining situations. You should familiarize yourself with the laws that cover employees near you. The CPI is calculated for two groups: municipal and office workers (CPI-W) and All urban consumers (CPI-U). The CPI-W is generally the best way to be used for negotiation purposes, since it is limited to employees, while the CPI-U covers, in addition to employees, employees, the self-employed, pensioners and the unemployed. The simplest method of determining the cost of wage adjustments is to base your calculation on the average wage of workers in the bargaining unit. As a rule, this is established on an annual basis. For example, if the average salary is $10.00 per hour, a 5 percent increase costs 50 cents per hour per employee ($10.00 x $0.05). You can calculate the total annual cost by multiplying the result by the number of employees and the number of hours worked per year (2080 hours if every 40 hours work per week, 52 weeks per year). If you`re trading a one-hundred-per-hour increase instead of one percent, the math is even easier.

Simply multiply the hourly increase by the number of employees and the number of hours worked. Add the cost of each of your suggestions. You can then calculate and compare the employer`s proposals. Some union proposals can also reduce employer costs. For example, if the employer changes its planning practices, will it reduce the need for overtime to cover unplanned absences? In the public sector, in addition to civil service laws and regulations, public, regional and/or local collective bargaining, labour laws and implementing regulations may apply. Many public employees are covered by national legislation on labour protection and/or the right to knowledge. This structure briefly describes the process of developing and justifying contract proposals. But not much information or facts on their own, it is to succeed in the negotiation. Only in combination with power – through member participation, community support and other activism – will facts lead to great results.

For more information, please contact afsCME`s research and collective bargaining department. Some proposals may not result in costs to the employer (for example. B improvements in the complaints procedure) or a relatively low cost. For example, if you ask the employer to buy rubber gloves to protect workers, you`ll find out the likely cost of gloves and multiply the costs by the number of couples they feel the employer should buy in a year. When it comes to proposals for certain employment situations, members` experience is one of your strongest arguments. For example, if you are negotiating the language of health and safety, the bargaining team can present members` stories about the dangerous situations they face. Among the arguments on which you can base proposals for an increase in wages and benefits, you know more about what you can expect from the employer during negotiations and how your proposals will likely be met if you understand the employer`s financial situation. You should „calculate“ your proposals to determine their total cost to the employer. This information gives you a clear idea of what you are asking for and allows you to consider your proposals in light of the employer`s financial situation. . . .