Collective Bargaining
Collective Bargaining FAQs
Collective bargaining is the back-and-forth process between a union and employer to try and reach an agreed upon labor contract, also known as a collective bargaining agreement. If a union is elected, the union will collect dues and/or fees from you in exchange for managing this process on your behalf.
According to a 2021 analysis by Bloomberg Law, it takes an average of 465 days to reach a first-time labor contract. While waiting for a contract, the employer must legally keep the status quo, meaning wages, benefits, and terms and conditions of employment generally cannot be changed.
The only topics that must be bargained in good faith are pay, benefits, and terms and conditions of employment, such as working hours, seniority, scheduling practices, promotions, transfers and grievances. These topics are mandatory to discuss if one party brings them up. Subjects not mandatory for bargaining are called permissive subjects and likely include: customer pricing, business strategies, and internal union affairs such as dues, fines and assessments.
No. Like most negotiations, the process is two-sided and neither side is legally required to accept the other side’s demands. Luxfer has the legal right to agree to or decline any union demand.
With collective bargaining, things can get better, worse or stay the same. The National Labor Relations Board’s case law states: “Collective bargaining is potentially hazardous for employees, and as a result of such negotiations, employees might possibly wind up with less benefits after unionization than before.” (Coach and Equipment Sales Corp, 228 NLRB 441).
No. Collective bargaining occurs between the union and employer. Each party may have a bargaining committee. The union’s bargaining committee could consist of a few members of the bargaining unit. These members can push to have the union focus on their priorities, even if they don’t align with yours.
No. Once a union has been voted in and a labor contract has been negotiated, you cannot opt out of the contract – even if you don’t like the terms, never supported the union, voted no in the election or don’t want the union.
Collective bargaining is the back-and-forth process between a union and employer to try and reach an agreed upon labor contract, also known as a collective bargaining agreement. If a union is elected, the union will collect dues and/or fees from you in exchange for managing this process on your behalf.
According to a 2021 analysis by Bloomberg Law, it takes an average of 465 days to reach a first-time labor contract. While waiting for a contract, the employer must legally keep the status quo, meaning wages, benefits, and terms and conditions of employment generally cannot be changed.
The only topics that must be bargained are pay, benefits, and terms and conditions of employment, such as working hours, seniority, scheduling practices, promotions, transfers and grievances. These topics are mandatory to discuss if one party brings them up and would likely be negotiated. Subjects not mandatory for bargaining include: safety protocols; equipment and supplies; number of employees hired, promoted or discharged; the right to manage and operate the business; or finances.
No. Like most negotiations, the process is two-sided and neither side is legally required to accept the other side’s demands. Luxfer Gas Cylinders is able to agree to or decline any union demand.
With collective bargaining, things can get better, worse or stay the same. The National Labor Relations Board’s case law states: “Collective bargaining is potentially hazardous for employees, and as a result of such negotiations, employees might possibly wind up with less benefits after unionization than before.” (228 NLRB 440).
No. Collective bargaining occurs between the union and employer. Each party may have a bargaining committee. The union’s bargaining committee could consist of a few members of the bargaining unit. These members can push to have the union focus on their priorities, even if they don’t align with yours.
No. Once a union has been voted in and a labor contract has been negotiated, you cannot opt out of the contract – even if you don’t like the terms, never supported the union, voted no in the election or don’t want the union.