Integration negotiations are underway to ensure that both sides benefit from the so-called “win-win” negotiations. Both parties can draw up a list of demands to reach an agreement that benefits both parties. Simply put, productivity negotiations are where both sides want to agree on changes that would increase productivity in exchange for higher wages or other benefits. After eleven days of strikes, an agreement was reached, increasing the salaries of newcomers and veterans, while guaranteeing them a pension. After the CBA audit that we collected, we found that many CBAs replicated the provisions of labour law instead of starting from the law. As such, CBAs do not offer the expected benefits to parties, particularly employees. We are convinced that the parties do not accept the choice to replicate the laws, they are not in a position to formulate provisions that are feasible in their situation, and yet a few steps above the law. The challenge is compounded by a high degree of confidentiality, in which agreements are implemented in different employment contracts. Those with low capacity cannot learn from their competent colleagues. It is expected that the CBA sample will facilitate this process and allow the parties to develop and agree on the best CBA- one that goes beyond the law. There are 5 main types of collective bargaining1. Distribution negotiations2. Integrative trading3.
Productivity negotiations4. Bargaining Composite5. Dealer Negotiations In other words, a union that employs 100 per cent of employers has significant power. If they were to go on strike, it would cause serious disruption to the employer. As a result, all allocation negotiations are significantly skewed in favour of trade unions. An agreement in principle is usually reached and, at this stage, the most complex details are elaborated. Legal formulations and binding agreements are concluded, so that both parties are responsible. All legal documents are then signed. In other words, both sides are involved in integration negotiations, taking into account other points of view, needs, desires, fears and concerns. As a result, both parties lose or earn either the same amount.
For example, unions may commit to strengthening staff training. Now, it could cost the company more, but it will benefit in the long run from greater productivity. Normally, the first step in collective bargaining is to organize as a group of workers recognized by the employer and to develop a series of proposals submitted to the employer as the basis for a collective agreement. The proposal development process, which must be presented on behalf of workers, is a delicate process in which great diligence is required, as it must ensure the “community” element while maintaining the expected benefits. It is important to note that after the conclusion of a KBA, both the employer and the union are required to respect this agreement. Therefore, an employer should retain the assistance of a lawyer before participating in collective bargaining. Concession negotiations are based on the fact that unions return previous benefits to the employer. For example, unions may agree on lower wages in exchange for job security.