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The collective bargaining is the process by which labor and management negotiate conditions of employment for union-represented workers. This process begins when union is recognized as a negotiator for its members. The manager and the labor meets to present each's demands, and to both to agree on a bargain that is faithful to both sides. When the decision is reached, it also has to be voted by the rest of union members. The most important issues for union that are usually touched are compensation, benefits, and job security. Union asks for good wages presently and in the future. There are two contracts cost-of-living adjustment, and wage reopener clauses. Also, union asks for good employee' insurance, that pays most, or even all of the cost. In addition, union asks for better working conditions, paid holidays, paid over-time, and retirement programs. Another important issue is the job security. Therefore, union asks for a stable job location, and no cutting off workers. If manager and labor fails to agree on a contract, each side can use several tactics to support its cause, until the decision is reached. Union uses strikes, such as economic, sympathy (secondary), wildcat strikes. Strike is the temporarily walk off from the job. Unions may also use picketing (march), boycott (not buying), slowdown(slower pace). Managers use lockouts (denying), and strikebreaker (temporary or permanent replacement).Instead of using all those tactics, manager and labor can call in a third party (mediator), who gives voluntary arbitration, in which both parties agrees to the outside decision. Compulsory arbitration-settles disputes between the government and public employees such as firefighters and police Labor and manager have agreed upon the decisions towards wages and the raise, towards paid holidays, paid over-time, towards secure job place, without moving or relocating.
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