Please enable JavaScript.
Coggle requires JavaScript to display documents.
6.0 COLLECTIVE BARGAINING - Coggle Diagram
6.0 COLLECTIVE BARGAINING
Pre-Conditions prior to CB
Workers must have the right to form collective associations
Union must have bargaining strength
Recognized by employer
Financial strength
Members are united
Baragaining levels
Industry - employer's union vs national employees' union (MCBA vs NUBE)
Company - employer vs national employees' union (Maybank vs NUBE)
Company-employer vs in-house employees' union (Maybank vs Maybank Employees Union)
Negotiating with a view to the conclusion of a Collective Agreement (CA)
Bargain on terms of employment & conditions of work
To start CB, it is important to have recognition from employer, if not, union cannot commence in CB
Advantages of recognition:
-Union can represent individual who has complaints - Union can negotiate better terms
Managerial Prerogatives (non-bargain terms)
Promotion
Transfer
Employment
Dismissal & reinstatement
Termination
Assignment or allocation of duties or specific tasks
CB Procedure
TU submit an invitation of CB to employer with WRITTEN PROPOSED CB items
Employer needs to reply within 14 days
AGREE
Bargaining session within 30 days of the agreement.
Agreement to be put in writing CA & deposited in CA with the Industrial Court (IC) within 1 month
CA become enforceable documents (both parties need to comply)
REFUSE
TU needs to inform DGIR (it involves relationship between employer-employee, if no negotiation, it needs to have third party)
Preparations for CB
Decide who shall represent them
Collect information on other party weaknesses & strength
Focus on strategies & tactics
Get a mandate from their principals
Collect economic data