Collective Bargaining Agreements (CBAs) have been in existence since the relationship between employers, employees, and partnerships started being more defined. As the name suggests, it is a collective agreement between two or more parties. Most of the CBAs written usually bind the professional relationship between an employer and their employees. For instance, a CBA document written by teachers in public schools and the Government would include such aspects as vacations, payment terms, protocols on taking sick offs, among other things. A comprehensive CBA should be able to explore and cover all the binding undertakings between the partners. Most CBAs are usually legally binding and lawyers are often involved in the drafting and documentation.
As outlined above, most CBAs are legally binding, and since they involve two or more parties, many definitive elements are similar to those of contracts. One similarity between this CBA and a contract between management and labor is that two parties are agreeing. For the case of this CBA, the deal is between the trustees of Columbia University and the local 2110 International Union. Article I of the CBA outlines the parties involved in the agreement. Other elements that are included in a contract between management and labor include the mutual obligation of both parties, Offer, Consideration, and Acceptance (Wachtel, 2013). These elements are present in the CBA as well. For instance, the aspect of acceptance is evident in the first article of the CBA where the involved parties identify themselves then proceed to agree to draft a mutually inducted CBA document. There is even a witness to make the document legally actionable.
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I believe that this CBA is written with the correct level and degree of accuracy. First, the CBA is systematic and each article is comprehensive. There is a vivid description of each segment and article that binds the two parties. For instance, in Article I and page six of the CBA, there is an elaborate definition of who is considered as a temporary employee. The CBA states “A temporary Employee is one who is hired for a period of up to four (4) months and who is so informed at the time of hire and who is hired for a special project or to replace an Employee on leave of absence or vacation or to fill a job vacancy in the bargaining unit while an active search is being made for a regular replacement. The said four (4) month period may be extended for the length of a leave of absence…” (Columbia University, 2015). This is a vivid and particular description since it is specific to who is definitively regarded as a temporary employee in the agreement in addition to being time-bound.
Throughout the CBA, the structure demonstrated above is maintained. Every detail is spelled out in such a manner that there is no controversy, misinterpretations, or vagueness in time and information specificity. On the second article (page 8) of the CBA, there is a description of the Union security and the members that are embedded in the CBA. “All Employees who become employed by the University and covered by this Agreement on or after July 1, 1985, and who fail voluntarily to acquire and maintain membership in the Union, shall be required as a condition of continued employment to pay to the Union each month…” (Columbia University, 2015). This is a small excerpt from the article. However, the elaborateness, clarity, and specificity of the quotation are great. This model is maintained in the entire CBA making the degree and level of details great.
This document adds value in the workplace as it serves as a constitution that guides the undertakings of the employees. For instance, there are guidelines on part-time, vacation, holidays, sick offs, resignation, non-discrimination, health care, and sexual harassment among others that act as statutes that guide the conduct of the employees at the workplace. Therefore, if someone feels that they have been offended, harassed or any other form of misappropriation has been imposed on them, they have a transparent procedure they can follow.
References
Columbia University, (2015). Collective Bargaining Agreement between the Trustees of Columbia University in the City of New York and Local 2110 International Union, UAW/AFL-CIO Technical, Office and Professional Workers . NY: Columbia University Press.
Wachtel, H. M. (2013). Labor and the Economy. Elsevier Publishers.
