From our engagement with the social partners during our four-year discussions, often questions to ensure that sponsors of both parties approve the settlement, to ensure that the process addresses key issues, and to ensure the relevance of the settlement in a rapidly changing business environment, which requires constant change, has been identified as the main challenge of collective bargaining. In order to avoid the impact of these challenges on the CBA, the partners opted for a “slow” approach by holding a series of dialogue meetings on one or two themes before reaching an agreement. It is expensive in terms of time, money and sometimes trust. To complicate matters, they start the process without any appropriate reference point to conduct it. 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. Collective agreements can cover a wide range of employment-related issues – wages and overtime, health care and family leave. Contracts can also ensure that workers have the right to have a voice at work on quality standards, such as personnel reports. B to improve worker safety or the protection of a worker`s right to express himself when the quality of the product is cut in the corners. Here are some examples of real union contracts. Collective bargaining is one of the main ways to resolve disputes and help industry deal with social partners. This is normally a long-term process to reach a long-term agreement between the parties. However, the method still faces many problems and problems. The tile sets are set on the basis of work for work between the employer and workers who perform tile work on the basis of the following conditions: the minimum rate per square game must not be lower than the hourly rate set for the county in which the work is to be performed or at the current hourly rate for companions set by this agreement, according to the highest rate. United Roofing Contractors Association of San Diego County and United Union of Roofers, Waterproofers and Allied Workers, Local #45 (2009) Wage Indicator Foundation provided with its global dataset information that you couldn`t imagine a decade ago.