Collective Bargaining Agreement | Study

Running head: COLLECTIVE BARGAINING AGREEMENT
COLLECTIVE BARGAINING AGREEMENT
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COLLECTIVE BARGAINING AGREEMENT1
The collective bargaining arrangement implies the agreement in the written or the
arrangement between the trade union and employer that set forth the condition of the
employment. The agreement also contains a section with respect to the rate of payment, working
hours, or other conditions of the working of the employees (Hogler, 2015). The collective
Bargaining agreement is regulated and guided by The Trade Union Act. The usual and
anticipated product of the collective bargaining agreement is the written arrangement between
the union and the employer. The labor agreement set forth the association between parties that is
the employers and the employees. Therefore the CBA has a provision that is regulating hours,
discipline, transfers and promotion, health and medical, one insurance, vacations, pensions,
seniority, work assignment (Bennett & Kaufman, 2016). The labor arrangement is not the
employment contract; the workers are appointed individually and separately; however, the terms
and tenure of the employment are governed by provisions enumerated in the collective
bargaining contract.
The agreement of collective bargaining also facilitates the settlement of the dispute by
resort to civil court. The private substitute method of resolution of dispute involves arbitration or
mediation. The National Labor Relations Act was enacted in the year 1935. The act formulates
the standards for the labor law in the country of the United States that ensure the basic rights to
the employees. Henceforth such as the entitlement to establish trade unions as well as the
capability to engage in the negotiation of collective bargaining. Furthermore, both the employees

COLLECTIVE BARGAINING AGREEMENT2
and the employees are shield by the act. The obligation of the National Labor Relations Act
involves guaranteeing the workers not to engage in the prejudicial labor practice (Hayter, 2015).
The employer under the act are obliged by certain legislation and are forbidden from certain
actions. Both the employers and the employees are needed to participate in bargaining in good
faith. The mandatory issues of bargaining shield that the employers do not have to involve in
collective bargaining that evolves out of some trivial matters and is not encompassed by the
labor laws. In addition to that, particular issues are regarded as mandatory bargaining subjects for
what the employers should take part in the collective bargaining that involves layoff procedures,
wages as well as hours of working. In case the group of employee wishes alteration to be
implemented in the issue that is subjected to collective bargaining (Bosch, 2015). Then, in that
case, it is required to provide prior communication to the employer. Nevertheless, if the
employer in the workplace disallows to fulfill the issue in collective bargaining, then he may be
prosecuted with unfair labor practices. That leads to the inquiry conducted by NLRB and also to
the labor strike.
The process of collective bargaining engages preparation, discussion, proposal,
bargaining, and final agreement. The law forbids both the union and the employer from
preparing a collective bargaining arrangement on approval by other parties of the offer on the
permissive issue of bargaining. The parties at bargaining cannot formulate arrangement on the
permissive issue of the condition of arrangement concerning the mandatory subject. It is
regarded as the unfair labor practices for both the party to provoke to the standoff on the
permissive issue of collective bargaining. The insistence under the particular situation on the
demand of bargaining concerning permissive subjects of bargaining interrupts the statutory
obligation of bargaining of the other distinct party. It is the infringement of the laws for the labor