Collective bargaining is traced back to the National Labor Relation Act, also known as the Wagner Act. This act allows the employees to organize unions, bargain collectively, and engage in other activities important to protect their interests. Collective bargaining refers to the process of negotiation, drafting, administration, and subsequent interpretation of the agreement as documented between employer and employees' union for a given time.
The collective bargaining process begins with the presentation of the disagreement. It is kind of a bone of contention that employees, using their union as their representative, wish to settle with the employer. As Byars and Rue (2010) explain, after getting the representatives for both sides, the two parties come to the negotiation table. The process usually starts with both sides giving a list of demands they would wish to be met. It is normal to see the management react significantly, like the union. The management counters the union's demands by improving a little on what was on the previous contract. After a tussle and compromises on both sides, an agreement or contract is made, and both sides sign agreement. After that, the implementation process begins (Byars & Rue, 2010). The way of implementing the agreement is contained in the Agreement.
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Collective bargaining agreement is important for many reasons. First, it provides a way of reaching an agreement where both parties are represented, and their interest and opinions are considered during the negotiation process. It is also a way of reaching an agreement without government involvement as it is in certain cases. It creates a platform upon which employees can agitate for better remunerations and working conditions with the employers. The fact that the agreement has its implementation mechanism means that it facilitates its implementation (Byars & Rue, 2010). Certain agreements take time because of the conflicts on implementation. However, collective bargaining makes it a requirement for all parties to agree on an implementation formula.
References
Byars, L. L., & Rue, L. W. (2010). Human resource management . New York: McGraw-Hill Higher Education.
