Besides who can even participate in this process involved in a public compared to a private sector union here is how the process would actually differ. The union-organizing process works differently in the public sector compared to the private sector. The public sector has no bargaining or competitive forces. When the public negotiates involving high wages and work rules, the taxpayers pay the brunt of the prices or spend their days fighting with officials to work out a reasonable process that is usually too difficult and time consuming for the hard-working citizens (Munk, 1998). “If public or private unions negotiate work rules that stifle innovation or impede good service, the public bears the brunt of that, too” (Suderman, 2011). The private
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The collective bargaining process is extremely important, but it can be challenging and tense. In sum, the “collective bargaining is the negotiation process that takes place between an employer and a group of employees when certain issues arise. The employees rely on a union member to represent them during the bargaining process, and the negotiations often relate to regulating such issues as working conditions, employee safety, training, wages, and layoffs. When an agreement is reached, the resulting “collective bargaining agreement,” or “CBA,” becomes the contract governing employment issues” (Legal Dictionary, 2016). This process is a fair way to try to come together and work on a solution because it includes a representative from both management and labor to voice their concerns and issues. Both parties are able to communicate and discuss back and forth the one going issue(s) or concern(s) and try to influence and convince the other side. Finally, once the negotiating is over both parties can reach a final agreement at the end of the process that will hopefully make both parties happy and …show more content…
Having a mediator or an arbitrator to resolve any disputes rather than litigation is a reasonable and practical course of action. It allows the company to usually resolve the dispute faster, which saves money and time of the company. The alternative dispute resolution tends to come to a better agreement, making both parties happy and satisfied creating a collaborative win-win outcome. The alternative dispute resolution process is a viable course of action in most workplace settings and is an effective skill and tool used by unions and companies to solve ongoing issues that cannot be agreed upon by either side. One thing with having an arbitrator or a mediator is that they really need to listen to both sides and understand both sides in order to help and work with them to come to a fair win-win outcome. If not, then the value of them are worthless and both sides could have just kept negotiating till they finally came to an agreement or one side caved. Even with the use of arbitration mediation, it is important that both parties go into solving the resolution the same as with the CBA. Each side needs to negotiate looking at the best-case scenario for both management and labor, not just one side. With the possibility and chance of negotiating and trying to resolve issues it can get pretty tense and heated, so having a third party join in can help the process move forward and
The collective bargaining process is extremely important, but it can be challenging and tense. In sum, the “collective bargaining is the negotiation process that takes place between an employer and a group of employees when certain issues arise. The employees rely on a union member to represent them during the bargaining process, and the negotiations often relate to regulating such issues as working conditions, employee safety, training, wages, and layoffs. When an agreement is reached, the resulting “collective bargaining agreement,” or “CBA,” becomes the contract governing employment issues” (Legal Dictionary, 2016). This process is a fair way to try to come together and work on a solution because it includes a representative from both management and labor to voice their concerns and issues. Both parties are able to communicate and discuss back and forth the one going issue(s) or concern(s) and try to influence and convince the other side. Finally, once the negotiating is over both parties can reach a final agreement at the end of the process that will hopefully make both parties happy and …show more content…
Having a mediator or an arbitrator to resolve any disputes rather than litigation is a reasonable and practical course of action. It allows the company to usually resolve the dispute faster, which saves money and time of the company. The alternative dispute resolution tends to come to a better agreement, making both parties happy and satisfied creating a collaborative win-win outcome. The alternative dispute resolution process is a viable course of action in most workplace settings and is an effective skill and tool used by unions and companies to solve ongoing issues that cannot be agreed upon by either side. One thing with having an arbitrator or a mediator is that they really need to listen to both sides and understand both sides in order to help and work with them to come to a fair win-win outcome. If not, then the value of them are worthless and both sides could have just kept negotiating till they finally came to an agreement or one side caved. Even with the use of arbitration mediation, it is important that both parties go into solving the resolution the same as with the CBA. Each side needs to negotiate looking at the best-case scenario for both management and labor, not just one side. With the possibility and chance of negotiating and trying to resolve issues it can get pretty tense and heated, so having a third party join in can help the process move forward and