Bargaining team

Bargaining team

1. My issue is Ability to hire new workers at a lower wage I’m defending the employer side the first picture I sent number 1 part C has information on it and follow the Template Collective Agreement. Also follow the instruction for your agreement to cover Opening Position (your team’s starting offer or demand on the issue) 2. Target Position (what your team reasonably expects to get), AND 3.Fallback Position (the point at which your team would strike/ lockout) I’ll attach a picture at the bottom to show you an example how I wanted it to be.

Instruction

Each bargaining team (union or management) will submit your team’s bargaining book to the instructor at the beginning of class on March 9th. In your bargaining book your team will:

• Identify the five bargaining issues that your team intends to propose;
• Determine the existing collective agreement term for each issue, if any;
• Briefly indicate your proposed change to each term (or language for a new term);
• Provide a rationale for the changes (e.g. support your position by referencing terms in other current collective agreements that are similar to what you’re proposing; or by referencing economic forecasts, etc.) and
• the anticipated response from the other party;

For each issue identified by either party in their opening proposals, specify your team’s:

2. Opening Position (your team’s starting offer or demand on the issue)
3. Target Position (what your team reasonably expects to get), AND
4. Fallback Position (the point at which your team would strike/ lockout);

• State any particular strategy you will use to obtain the change (e.g., packaging the proposal with possible concessions, arguments you’ll make);
• Highlight your team’s priorities in bargaining and the rationale for those priorities;
• Prepare a “preliminary costing report” of your team’s proposal (using the template in Appendix B, attached). When costing the proposal, only cost the wages, benefits, and pension plan (if one is proposed). However, note that non-monetary issues also often do impose costs on the Employer.

Notes for negotiating and costing:

• Cost of a pension plan and any changes to benefits are to be calculated based on a percentage of payroll (after adjustment for any bargained wage increase).
• Limit wage negotiations to across-the-board percentage increases.
• Assume for the purposes of costing that the number of bargaining unit employees and the number within various jobs will remain fixed for the term of the first collective agreement.
• If either party wishes to introduce a new monetary benefit for which costing information has not been provided, the parties must agree on an estimated cost and include that amount in the Costing Report.

1. Notes: Employer would like the ability to minimize the costs
2. Employer would like to keep the annual payroll cost as $1,291,680 and not increase employees wages
3. By implementing a merit pay system this will help motivate employee behaviour to help retain employees retention
4. Employer would like to maintain a one-year collective agreement to establish appropriate terms and conditions for employees to ensure employees receive their workplace rights
5. Employer would like to ensure that employees are given the option to pay union dues as this may be too costly for employees

Example :