The Parties - Section 2 - Collective Bargaining: How it Works and Why - 3rd Edition
Thomas R. Colosi is American Arbitration Association Vice President for National Affairs and a third-party neutral. He spends much of his time training advocates and neutrals about the workings of dispute resolution. He has taught as an adjunct professor for the University of Maryland Law School and at Cornell’s School of Industrial and Labor Relations.
Arthur E. Berkeley is Associate Professor at the Memphis State University’s School of Business, where he teaches alternative dispute resolution. He is involved in training programs as well as serving as an arbitrator. He served as the founding president of the Maryland Chapter of Industrial Relations Research Association.
Originally from Collective Bargaining: How it Works and Why - 3rd Edition
IN THIS SECTION we introduce the two parties to labor-management negotiations and examine the diversity on each side of the table.
There are two sides at the table—employer/management and employee/union—yet it is often far more complex than simply one on one.
The Union Side
Unions or employee associations are multipurpose organizations. They fulfill individual employee needs in the social, political, pragmatic, philosophical and economic spheres.
Social: the need to belong to and be part of a group. The need to have shared experiences is a basic human need, and a union can afford the individual employee the opportunity to be a vital part of a functioning group. For example, unions and employee associations will often have their own social programs and rituals—the union membership meeting, the annual dinner, picnic, etc.
Economic: many employees join and support unions because they believe it is the most effective means of obtaining job security, wage increases and more extensive fringe benefits. Often they will view a union as a service organization and will closely judge its performance in order to decide whether the union and its leadership are worth continued support.
The Union Side
The Employer Side
Clarity of Parties
Points to Ponder