Union Contracts and Bargaining

Before contract negotiation begins, the company and the union will form teams. The company's team typically includes lawyers, supervisors and upper management officials, while the union team is generally made up of employees in the bargaining unit, attorneys and union negotiators. These two teams will work together to create a contract that will be approved by the majority.

Although the union will survey employees to determine what should be included in the contract, there are some standard provisions in labor contracts, such as:

• Wages: These wages will be locked and cannot be changed at random by management. This part of the contract will typically define the base pay rate and outline any differences for workers with more experience, training, etc.
• Healthcare: Usually outlines low monthly premiums for employees.
• Pension: This contract clause states that the employer will donate a specific amount per month to a pension fund. The amount typically rises when a worker gains seniority.
• Seniority: The seniority provision outlines which workers can be considered for promotions, which employees can be utilized to work overtime or holidays, and what order employees would be let go if the business began to struggle. This clause prevents an employer from playing favorites.
• Just Cause: This requires management to have proof that an employee has done something to warrant discipline, such as suspension or termination. Without this provision, employers can fire workers for any reason or none at all.
• Non-Discrimination: This contract provision states that workers cannot be discriminated against for any reason protected by civil rights, whistle blowing or participation in union activities. In addition, the "non-discrimination" clause allows workers to file grievances to stop discrimination without having to go through an attorney.
• Grievance Procedure: This allows for all disputes between management and employees to be resolved without conflict. If a worker has a complaint and cannot resolve the matter with management, a representative from the union will sit down with management. If the issue is still not resolved, the representative will go to the management's superior. After this step, an outside representative will be utilized. He will have the final word on the matter.
• Work Hours and Overtime: Typically 40 hours a week, 8 hours a day. Hours exceeding these limits warrant overtime pay.
• Work Breaks: Generally two 15-minute breaks for every 8 hours worked.
• Union Stewards: The contract will determine which employees will represent the union at the workplace.
• Strikes and Lockouts: This provision states the union may not strike while the contract is in effect. Likewise, management cannot "lock out" its employees.
• Rights of Management: This contract clause asserts that anything not covered in the contract is under the discretion of management.

These are typical provisions outlined in union contracts. However, there are some inclusions that vary from contract to contract. Many of these clauses will not be found in the first contract, but may be added after several drafting sessions.

• Raises
• Premium pay for Sunday work
• Birthday as a holiday