Labor Relations

The primary purpose of a labor union is to negotiate collective bargaining agreements with employers on behalf of their members. These agreements typically cover wages, hours, working conditions, and other terms of employment.

A union election is the process by which a union is recognized as the exclusive bargaining representative for a group of employees. In a union election, employees vote to determine whether or not they want to be represented by a union.

The term for the period of time during which a collective bargaining agreement is in effect is called the contract term. The contract term typically lasts for a period of one to three years.

Collective bargaining is the process by which a union and an employer negotiate a collective bargaining agreement. Collective bargaining typically involves a series of meetings between the union and the employer, during which they discuss and negotiate the terms of the agreement.

The term for the process by which a union and an employer resolve a dispute over the interpretation or application of a collective bargaining agreement is called the grievance procedure. The grievance procedure typically involves a series of steps, such as filing a grievance, holding a grievance meeting, and, if necessary, submitting the grievance to arbitration.

Mediation is the term for the process by which a neutral third party helps a union and an employer resolve a dispute. Mediation is a voluntary process, and the mediator does not have the authority to impose a settlement on the parties.

Arbitration is the term for the process by which a neutral third party makes a binding decision on a dispute between a union and an employer. Arbitration is a final and binding process, and the parties are required to comply with the arbitrator's decision.

Fact-finding is the term for the process by which a neutral third party investigates a dispute between a union and an employer and makes recommendations for a settlement. Fact-finding is a non-binding process, and the parties are not required to accept the recommendations of the fact-finder.

Direct negotiations is the term for the process by which a union and an employer attempt to resolve a dispute without the assistance of a third party. Direct negotiations typically involve a series of meetings between the union and the employer, during which they discuss and negotiate the terms of a settlement.

The term for the period of time during which a union and an employer are prohibited from engaging in a strike or lockout is called the cooling-off period. The cooling-off period typically lasts for a period of 10 to 30 days.

Arbitration is the term for the process by which a union and an employer agree to submit a dispute to a neutral third party for a binding decision. Arbitration is a final and binding process, and the parties are required to comply with the arbitrator's decision.

Mediation is the term for the process by which a union and an employer agree to submit a dispute to a neutral third party for a non-binding recommendation. Mediation is a voluntary process, and the mediator does not have the authority to impose a settlement on the parties.

Fact-finding is the term for the process by which a neutral third party investigates a dispute between a union and an employer and makes recommendations for a settlement. Fact-finding is a non-binding process, and the parties are not required to accept the recommendations of the fact-finder.

Direct negotiations is the term for the process by which a union and an employer attempt to resolve a dispute without the assistance of a third party. Direct negotiations typically involve a series of meetings between the union and the employer, during which they discuss and negotiate the terms of a settlement.

The term for the period of time during which a union and an employer are prohibited from engaging in a strike or lockout is called the cooling-off period. The cooling-off period typically lasts for a period of 10 to 30 days.