Collective Bargianging Agreement Notes

In: Business and Management

Submitted By derrestwilliams
Words 461
Pages 2
Collective Bargaining Agreement

The current Collective Bargaining Agreement, initially negotiated in 1993, has been extended on several occasions, most recently in March 2006. The 2006 extension, which could have continued through the 2012 season, gave both the NFL and the NFLPA an option to shorten the deal by one or two years. NFL clubs recently voted unanimously to exercise that option and to continue negotiating a new agreement for the 2011 season and beyond that will work better for both the clubs and the players.
The NFL earns very substantial revenues. But the clubs are obligated by the CBA to spend substantially more than half their revenues (almost $4.5 billion this year alone) on player costs. In addition, as we have explained to the union, the clubs must spend significant and growing amounts on stadium construction, operations and improvements to respond to the interests and demands of our fans. The current labor agreement does not adequately recognize the costs of generating the revenues, of which the players receive the largest share, nor does the agreement recognize that those costs have increased substantially, at an ever increasing rate in recent years during a difficult economic climate in our country. As a result, under the terms of the current agreement, the clubs’ incentive to invest in the game is threatened. Also, on February 21, 2008, the NFLPA filed the first collusion case ever against the NFL owners for their recent agreement to reduce by 20% the debt limitations that apply to individual NFL Clubs. NFLPA alleged that NFL owners violated the anti-collusion and anti-circumvention provisions of the CBA and the White Settlement Agreement, which were agreed to in 1993. The debt limits starts the beginning of the un-capped salary cap.
Even without another agreement, NFL football will be played without threat of interruption for at least…...

Similar Documents

The Enforcement of Rights Under Collective Agreements

...The Enforcement of Rights under Collective Agreement Introduction  Historically, the relations between employers and employees were accompanied by numerous conflicts which were determined by natural factors. In fact, the conflicts between the management and employees were and still are inevitable since, even thought they work in the same organizations, they still have different purposes. It is obvious that the major goal of employees is to get the maximum payment for their labor and to have guarantees of social protection in case of some accidents, illnesses, retirement, etc. while managers and the owners of companies attempt to get the maximum profit from their organizations exploiting employees possibly reducing the cost of the labor force and increasing the effectiveness and productivity of labor. As a result, the functioning of both parties within the same organizations is based on different approaches to the job each of the parties does. No wonder such a difference leads to the numerous conflicts when one of the parties or both want to protect their own interests since this inevitably affects the interests of the opposing party. In such a situation, the necessity to develop some common rules of the game is obvious. This is why in the course of the development of relationships between employers and employees the legal basis of their relations was created. In this respect, it is necessary to underline that employees, being initially in a deprived position, attempt to......

Words: 2055 - Pages: 9

Collective Agreements vs Individual Agreements

...current Labor government considers collective agreements rather than individual-level agreements are the most efficient and productive form of workplace arrangements for business. Do you agree? Why ? Why not? The current Labor government considers collective agreements to be more efficient and productive than individual workplace agreements for business. This political ideology has been impacted by the changing nature of work and employment, where collective agreements and collective bargaining are no longer the most efficient and productive form of workplace arrangements for business. With the extrinsic pressures that come with an increasingly global market, business has to look at ways to increase productivity and profitability in order to stay competitive, and this requires greater levels of flexibility in the workforce. The key components of this argument are direct and indirect employee voice, and which is better for both the employee and employer. Are Trade Unions relevant as their bargaining position has been weakened by both a more global market, changes to more atypical labour types and Government legislation that emphasised individualism over collectivism (Hayter 2010). Collective agreements are agreements between employers and employees which regulate workplace terms and conditions as a collective. This is generally instigated as a result of collective bargaining by a third party, primarily Trade Unions. Individual agreements, however, are between an employer......

Words: 1721 - Pages: 7

Collective Bargaining

...Comparative Trends in Collective Bargaining Susan Hayter Collective Representation, Coverage & Scope As Figure 1 shows, trade union membership has declined in many countries. There are a number of reasons for this. First, structural changes in labour markets, involving a decline in the share of manufacturing in total employment and increase in the share of services, eroded the traditional membership base of trade unions. In some regions, the dramatic decline in public sector employment as a result of structural adjustment and privatization had a detrimental effect on union membership. Second, legal reforms introduced in some countries prohibited compulsory unionisation (“closed shops”) and encouraged individual contracts. Third, the increase in international competition as a result of globalization undermined the bargaining power of trade unions and strengthened the hand of management. Finally, the growth of non-standard forms of employment, for example part-time or fixed-term contracts put a brake on union Trade union membership has declined in many countries. Collective bargaining is a key means for improving wages and conditions of work and for regulating employment relations. Integration into global markets has intensified competition. In response, enterprises sought to be more flexible by introducing new forms of work organization and changing their employment practices. These changes present important challenges for collective bargaining. Collective bargaining......

Words: 5347 - Pages: 22

Collective Bargaining

...COLLECTIVE BARGAINING A just share to the fruits of one’s labor is a right guaranteed to all workers. How this right can be exercised prudently is the main concern of the module. Collective bargaining entails a membership that understands its responsibility from the moment a collective bargaining negotiation is proposed until the time that an agreement is finally implemented.  WHAT IS COLLECTIVE BARGAINING? Collective bargaining is a process of negotiating an agreement regarding the terms and conditions of employment through a system of shared responsibility and decision-making between labor and management. WHAT ARE THE BARGAINING? FOUR ESSENTIAL ELEMENTS OF COLLECTIVE Legal. Collective bargaining agreement. is a process of negotiating an of Economic. Moral. It Its contents specify the terms and conditions employment (e.g., salary/wage increase, benefits, etc.). and management. Political. The agreement is a product of a negotiation between labor involves a system of shared responsibility and decisionmaking.  WHY IS COLLECTIVE BARGAINING AN IMPORTANT ASPECT OF LABOR-MANAGEMENT RELATIONS? Collective bargaining is important because it promotes the rights and ideals of labor. 1/6 Right to life. Collective bargaining is a means of improving workers’ standard of living through just compensation and humane working conditions. Right to work. It guarantees security of tenure and employees promotion on the basis of seniority....

Words: 1332 - Pages: 6

Collective Bargaining

...many news stories. Collective bargaining is a responsibility of the labor unions in which the writer of this post is the most familiar. This topic was chosen as a result of academic curiosity and an interest in developing a better understanding of the role of labor unions and collective bargaining in other countries. Explanation of Collective Bargaining In the United States the idea of collective bargaining has changed as labor relations between employees and employers have evolved and improved. In the past the idea of collective bargaining was not widely understood and there were opposing opinions on how to define collective bargaining. Chamberlain (1944) identifies two of these definitions: 1) “the process of arriving at an agreement as to terms and conditions of employment between a single workman and his employer, where the workman is represented by a labor union of which he is a member.” 2) “the arbitral decisions in which no negotiation may be involved”. In the first definition opponents may argue that the process was not collective. However, if the second definition is applied it could be argued that no bargaining occurs. Today, the definition has evolved to a more widely accepted definition as defined by Ball, Geringer, Mcnett, and Minor (2013) as “the process in which a union represents the interests of workers bargaining in negotiations with management” (p. 430). The remaining sections of this paper will explore if and how collective bargaining exists in...

Words: 1617 - Pages: 7

Collective Agreements

...Collective Agreements As the collective aggreements are the negotiating tool between shareholders and employees, I initially prefer to make the analyses of the systems this tool aims to serve. On one side of the spectrum there are capitalist firms, where as on the other side we can say there exist the Labour managed Enterprises. In order to propose a better alternative to replace the collective aggreements we think a swot analysis for both side of the spectrum from the employee and company perspective would be useful. SWOT Labour Managed Enterprise Capitalist Firm Strength From Employee perspective: Higher motivation Job security Higher trust in the company Higher ownership From Profitability perspective: Higher productivity due to above From Employee perspective: Flexibile mobility Low risk Stable income No long term commitment requirement From Profitability perspective: Faster organizations Quick decisions in a competitive environment Experienced and educated management with vision Long term profitability priority Weakness Low motivation to self development From Profitability perspective: Insufficient commitment mechanism (“I” comes before “company”) Opportunities Increasing unemployment Rising individualizm culture Threats Financing Difficulty in raising Risk bearer capital Increased competitiveness Increased importance of workers in productivity As both systems carry pros and cons, an alternative to current collective......

Words: 310 - Pages: 2

Collective Bargaining Agreement

...compensation for those hours. Hours on stand-by pay are not considered when determining hours worked for overtime purposes. The only issues that we had this week again was trying to get together to have a common meeting time. I personally was at fault for some of this because I had to move into a new house spur of the moment. Just like last time though I believe we worked together well to form a well put bargaining agreement. I personally wish I could have devoted more time like I did in prior weeks but I was dealt a different hand. Basically, we revised the agreement and William wanted to see the revision of article 37 revised in addition to standby pay before voting, which he and Trisha agreed to the terms listed above. After having these discussions, I determined bargaining is a lot like driving a car down a dirt road. Sometimes you hit bumps and other times it’s smooth sailing. When we would hit a bump as management, the union would come up with their own ideas and we would work with them to achieve their goals. I believe that this was a harder bargaining agreement than the first one because I saw it as more in depth, with a lot more solutions that could possibly go up in flames. It was harder to make the union happy in this one because they were asking so much. The employees didn’t want to pick up the phone when overtime was asked of them but I believe we made the appropriate action. William was very strong in his argument and he made it perfectly clear his goal......

Words: 732 - Pages: 3

Collective Agreements

...EXPORT CENTRES COMPANY LIMITED & BANK AND GENERAL WORKERS UNION COLLECTIVE AGREEMENT DRAFT PROPOSAL # 1: JULY 2011 |Article No. |Union's Proposals for the conclusion of a Collective Agreement for the three (3) year period but which period is yet to be determined. |E.C.C.L's Proposal | |PREAMBLE |This Agreement is intended: - |Agreed , "e" should be protect. | | |(a) To promote, protect and improve the welfare and interest of workers and the Company. | | | |(b) To promote and maintain at all times Labour/Management cooperation. | | | |(c) To maintain orderly collective bargaining relations between the Parties. | | | |(d)......

Words: 12105 - Pages: 49

Collective Agreement Simulation

...Collective Agreement Simulation Evaluation Collective Agreement Simulation Evaluation 1. Describe your position: (Union, Employer, Conciliator group 1 or group 2) My team was the employer in Group 1. 2. What were the main reasons that an agreement was reached/not reached? The main reason that an agreement was finally reached was because we agreed not to cut the staff by 25% as we had originally proposed. In our initial offer, we had laid off 12 employees and offered very generous packages to 18 employees. This seemed to be a big concern for the union team. They wanted to keep the job losses down to 10% vs. our 25% cuts. They also wanted job security for the remaining employees, which we did agree to. Had we continued to push with our original numbers for job cuts, an agreement would not have been reached. 3. Who in your opinion won the negotiation? Explain. I believe the union team won the negotiation because now that I have simulated the agreement in the spreadsheet, Business Windows Inc. is at a loss over the four year collective agreement. Also, the only demand that they did not get was the salary increase that they had requested. They had originally requested an 18% increase over the four years, with a 12% increase occurring in the first year. This high of an increase is typically unheard of. I think they came in with an extremely high request knowing that they would have settled for something much lower than that. With regards to......

Words: 510 - Pages: 3

Collective Bargaining

...Collective bargaining One of the aims of a trade union is to negotiate with employers about matters affecting their members and other employees. Once a trade union is recognized in a workplace, the negotiations they have with the employer are called collective bargaining; these negotiations will be regarding terms and conditions of employment. Trade unions and employers will agree on how the process will operate, for example: * who will represent the workers, or group of workers (bargaining unit) in negotiations * which workers are included in the bargaining unit * how often meetings will take place * which issues, including which terms and conditions will be discussed * how failures to agree will be resolved * how discussions will work if more than one trade union is recognised For trade unions and employers who face problems at work which result in a dispute Acas can help. Collective conciliation can move parties towards a resolution of a dispute through the expertise of an impartial and independent third party - for example through the use of Acas services. Bargaining is conducted by trade unions and employers. The union side may be made up of full-time officials, workplace representatives or a mix of both. Local union representatives are now much more likely to be involved in collective bargaining. The employers' side can be the individual employer or, if at industry level, the employers' association. There will often be several unions......

Words: 882 - Pages: 4

Union Demands for New Collective Agreement

...employees of the Diamond Casino in the City of Windsor, save and except Shift Supervisors and persons above the rank of Shift Supervisor. 1.02 With an employee’s agreement, he or she may fill the role of Shift Supervisor on a temporary basis. ARITCLE 2-Union Security 2.01 The employer shall not deduct from the wages of each employee in the bargaining unit the amount of union dues as determined by the union and remit the dues to the union in accordance with article 2.02 2.02the amount deducted in accordance with article 2.01 shall be remitted to the union within a reasonable period of time after the deductions are made and shall be accompanied by a list of names of all employees from whom deductions have been made. ARTICLE 3- Management Rights 3.01 The union recognizes the right of the employer to operate and manage its business in all respects, to maintain order and efficiency in its facilities, to determine the location of its facilities, the work to be performed, the methods and schedules of performances and equipment to be used. The union further acknowledged that the employer has the right to make, and alter from time to time, reasonable rule, regulations, and policies to be observed by employees. Such rules, regulations, and policies shall not be inconsistent with the provisions of this agreement. All changes in the posted rules and regulation and policies must be discussed with the union prior to being implemented. The Employer will provide the union with......

Words: 701 - Pages: 3

Collective Bargaining

...Collective Bargaining: CB is one of the major tool of promoting industrial relationship between owners/stakeholders/management and employees/labor. Before stating a healthy discussion on collective bargaining, its functions, process and agreement, first we have an on his historical background. The first time in history Miss Beatrice Webb, used the term “collective bargaining” in 1891. She was the one of the founder of industrial relations field (Wilkinson 2014). CB was a sort of group or no of group’s collective negotiations and agreements that was existed since we found industrial revolution in G. Britrain, during the formations of trade unions. Later many governments provided it legal protection through passing executive orders. For example, in 1935 the National labor relations Act was made it illegal for all the employers of USA that they can’t deny union rights or an employee. Although until 1950s, it was more controversial that unionizing government employees in a public owned sector trade union. At last in 1962 USA president gave rights to unionize in public sector organizations by passing an executive order. Collective bargaining is the procedure that makes or changes the aggregate understanding. It is basically the procedure of progressing proposition, talking about them, accepting counter-recommendations and determining contrasts. The essential objective of collective bargaining is the accomplishment of an aggregate haggling assertion between the union and......

Words: 1152 - Pages: 5

Collective Bargaining

...term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. Efficiency, equity, and voice are the fundamental goal of labor relations and collective bargaining is a critical tool in maintaining and achieving this goal (Budd, 2013, p. 5). Collective bargaining are negotiations between employee and employer representatives concerning terms and conditions of employment that applies to the employees (Cornell University Law School, n.d.). The collective bargaining process results in a legally binding agreement between upper management and union members. The agreement through collective bargaining cover many areas, to include: compensations (wages, benefits, holidays/vacations, shift premiums and profit sharing), personnel policies and procedures (layoff, promotion, transfer policies, overtime and vacation rules), employee rights and responsibilities (seniority rights, job standards and workplace rules), employer rights and responsibilities (management rights, just cause discipline and discharge, subcontracting and safety standards), union rights and responsibilities (recognition as bargaining agent, bulletin board, union security, dues checkoff, shop stewards and no strike clauses) and dispute resolution and ongoing decision making (grievance procedures, committees, consultation and renegotiation procedures) (Budd, 2013, pp. 11-12). Despite the above list of issues for potential address in collective......

Words: 2687 - Pages: 11

Labor Government Considers Collective Agreements Rather Than Individual-Level Agreements Are the Most Efficient and Productive Form of Workplace Arrangements for Business

...contract or agreement is an important element of employment relations and it determines the pay, conditions of employment and way work is performed (Loudoun, et al., 2009). This paper will define collective and individual agreements, analyse the differences between them, examine the role of employee voice, trade union involvement and the role of the State and regulation of the industrial relations system. It will consider the impact of the agreements upon both employees and outcomes achieved by businesses and will make the argument that the most efficient and productive form of workplace arrangements for business are collective agreements. Collective Agreements Collective agreements are formal contracts that are negotiated between an employer and a group of employees that stipulate the terms and conditions of employment. This type of agreement exists in a more centralised industrial relations system, and this system is based upon compulsory conciliation and arbitration, a system that has been established since the Conciliation and Arbitration Act of 1904. Collective agreements exist in a pluralist work relations environment. The pluralist theory identifies that there are different sources of authority and loyalty within organisations and that these sources may have differences of interest. Some interests may be in common between the employer and employees, but where there is a perception of inequality conflict can inevitably arise (Loudoun, et al., 2009). Collective......

Words: 1959 - Pages: 8

Restrictions on Collective Agreement in Industrial Relation Term Paper

...the right to appeal to the Director General in order to seek information on whether the members of the union are, in fact, really union members. This provision is often tactically abused by the employers to delay in giving the union recognition, and delay any efforts by the unions to organise any collective bargaining. 1.4 Restrictions on the right to strike:  Although the right to strike is not specifically recognised, but the legislative restrictions make it practically impossible for workers to hold a legal strike. Trade unions are not allowed to go on strike for disputes relating to trade union registration or illegal retrenchments. General strikes and sympathy strikes are not permitted either. Penalties for executive committee members of a union that engage in an illegal strike include fines and imprisonment for up to one year. 1.5 In the private sector:  The Industrial Relations Act excludes hiring and firing, transfer and promotion, dismissal and reinstatement from the scope of collective bargaining. This provision allows employers to get rid of union activist quite easily , and thus serves to intimidate other workers into leaving the union. The IRA also limits collective bargaining in "pioneer" companies. The electronics industry, among others, still has this status. Since 1994, the government has claimed that measures were being taken to repeal this provision, but nothing has been done so far. 1.6 In the public sector:  The joint council system limits the......

Words: 1588 - Pages: 7