What is collective bargaining? Collective bargaining is a collaborative process between employers and employees, where both sides work together to negotiate terms for a fair agreement that benefits both parties. Employees typically are represented by a union, and the goal is to ensure fairness and negotiate in good faith.
The word “collective,” when referring to collective bargaining, means that instead of each employee negotiating terms individually, they join together to have a stronger and more united voice. This comes after the employees have organized and decided to unionize.
Why Collective Bargaining Builds Stronger Workplaces
Collective bargaining is the negotiation process that empowers both employers and employees. This can be classified as a tool for creating a path to stronger workplaces and higher employee engagement.
Collective bargaining results in a written agreement known as a Collective Bargaining Agreement (CBA), which has the ability to address workplace issues in a formal, documented form. Most, if not all, CBAs cover the essentials like wages, hours of work, benefits, safety, and job security. However, being able to recognize and resolve other potential employee concerns helps with morale and a loyal workforce.
Understanding what is needed provides a structured process when negotiations are on the table. Maintaining balance through strong relationships and professionalism enables a path to work through disputes and reach solutions that benefit both parties, especially when one side wants to address a potential issue.
Current Issues on the Collective Bargaining Table
Collective bargaining plays a crucial role in adapting to changes such as remote work, work-life balance, and updates in technology. By addressing these concerns head-on, this process can help modernize the scope of agreements.
Adapting to Remote and Hybrid Work Models
As workplaces transition to and from remote or hybrid models, initiated by the global pandemic, there have been significant changes in how and where employees work. Changes like this often create many challenges. Determining clear guidelines and expectations around availability, communication, technology access and other factors provides clarity while also advancing fairness and transparency. This not only promotes equity by giving remote employees equal opportunities but also clarifies who is eligible to work remotely and the reasons behind this eligibility.
Work-Life Balance and Employee Support
How is work-life balance addressed? With established flexible schedules and adjustable work weeks, the employer demonstrates that it places increased value on supporting the mental health of employees, as well as other needs. This balance is a huge benefit, and recognizing these topics as important to employees shows support on both a professional and personal level.
Technological Advancements
The rapid development of artificial intelligence (AI) and automation has raised concerns about job displacement and the need for reskilling. Collective bargaining agreements play a crucial role in ensuring that technological changes benefit workers and do not lead to job outsourcing.
Practical Tips Involved in Collective Bargaining
Whether you have experience with collective bargaining or are new to the process and feeling overwhelmed, the key, as with anything, is to do your homework and get familiar with the process. Here are a couple of tips that can help:
- Knowing your legal obligations, whether as an employer or employee. It’s highly recommended to familiarize yourself with the National Labor Relations Act (NLRA), which is a valuable resource.
- If you’re approaching negotiations or even preparing a bridge agreement until formal bargaining begins, review the current collective bargaining agreement. Identify any terms or conditions that may be vague to get some clarification and gather any relevant data like wage benchmarks or industry standards that can or should be redefined. This review helps you define your negotiation goals clearly and effectively.
- Building and maintaining a relationship based on open communication is key for both employers and union representatives. Transparency fosters trust and a better rapport when issues arise.
Know and understand your federal and state labor laws. Nothing in a collective bargaining agreement can contradict these laws, so it’s important to be aware of the legal boundaries. Effective negotiation is about compromise - give and take. The goal is to achieve an outcome that benefits both employers and employees. Being flexible where possible can go a long way. You do not want a poor negotiation experience to damage the working relationship during the contract. Establishing mutual respect sets the tone for a successful and collaborative relationship.
Expert Support for Navigating Collective Bargaining
Navigating collective bargaining can be complex, especially when trying to balance legal obligations, employee needs, and operational goals. Redstone GCI’s HR team brings extensive experience in guiding government contractors through every stage of the collective bargaining process, from early conversations about unionizing to preparing for negotiations and managing grievances. Our consultants understand the nuances of Collective Bargaining Agreements (CBAs) and are equipped to help you address evolving workplace concerns with confidence and clarity. Whether you need strategic guidance, compliance insight, or hands-on support, we’re here to ensure your approach is structured, effective, and aligned with your business objectives.
Senior Managing Consultant
Hibah joined Redstone Government Consulting, Inc. in 2023 with a wealth of progressive human resources experience in the federal government contracting industry. She provides HR consulting services to our customers on a vast array of issues, to include Service Contract Act, negotiations and administration of Collective Bargaining Agreements, resolving complex employee relations issues, conducting investigations, providing policy and procedure development and guidance, HRIS advisement and other HR-related compliance initiatives. Hibah stays abreast of the various requirements of the Department of Labor and, of great importance to government contractors, the Office of Federal Contract Compliance Programs, as well as other federal and state regulations impacting human resources.
Professional Experience
Prior to joining Redstone Government Consulting, Inc. Hibah served over 11 years in various HR roles within government contracting. She started her career as a Program Assistant to support proposal development and contract bidding. She soon transitioned to the HR department where she began as a Recruiter and grew into a Sr. HR Business Partner. During this time, she worked on the full employment life cycle from recruiting, onboarding, policy development, job descriptions, employee investigations and off boarding. Her primary focus became compliance and administration of SCA contracts and Collective Bargaining Agreements, to include negotiating, reviewing trends and employee relations. She supported executive leadership while working closely with management and employees to improve work relationships, build morale, and increase productivity and retention.