COLLECTIVE BARGAINING

Collective Bargaining: Public Safety Sector

Abstract

The collective bargaining in the public sector covers all levels of government unions, and including local and social district. These are often representation of similar legislative governing bodies. The collective bargaining started in the late 1950s by employees of public organizations. The early results come out by seeing this that in 1950 and 1955 more than 10 states adopted the collective bargaining. An official executive ordinance was signed for granting the public sector to have their unions.

Table of Contents

Collective Bargaining1

History Collective Bargaining1

Collective bargaining for public Sector3

Bargaining Styles3

Position-Based Bargaining4

Interest-Based Bargaining4

Win-Win in Collective Bargaining5

Labor relations goals of management, labor unions, and society5

Management and unions negotiate contracts6

Alternative approaches to labor-management relations6

Traditional employees and collective bargaining7

Conclusion8

References9

Collective Bargaining: Public Safety Sector

Collective Bargaining

Collective bargaining is a process, borrowed from private-sector labor relations between the employer and employee, which govern the employment conditions of a majority of U.S. public organization employees. In states that permit collective bargaining for employees and other public employees, the employees usually must agree to utilize the collective bargaining process through an election to choose their representative. Once chosen, the employee representative of one of the two national employees' unions (Pynes, 2006). This proceeds to negotiate the conditions of employee employment with the employer, almost always a local organization board. From the point of view of employees and their unions, collective bargaining was a hard-one reform through which employees gained a voice in their employment and working conditions (Loveless, 21). From the point of view of many critics of collective bargaining, it is a vehicle through which employees have gained an inordinate amount of influence over their employment, particularly in the form of an almost dismissal-proof work situation, as well as device employees and their unions utilize to thwart necessary reforms of organizations to enhance student achievement (Wilson, 2006).

History Collective Bargaining

In its early years, collective bargaining was a process that engendered much debate about the liberation of shackled employees on one hand and the supposed enslavement of organization districts and the children they served to an iron-clad process that hampered innovation on the other. That apocalyptic view of the situation was challenged conceptually in 1956 with the publication of a book by educational analyst Myron Lieberman that argued that collective bargaining was the proper vehicle for the professionalization of teaching and educational improvement, rather than the obstacle to those outcomes described by critics. Lieberman's analysis proved to be the theoretical base for the expansion, almost the explosion, of collective bargaining agreements that took place in the ensuing 2 decades. Ironically, in the 1980s and 1990s, and thereafter, Lieberman recanted his positive ideas about collective bargaining and adopted a strong position against the process, and public education as well, as developments that shackled necessary innovation in education and protected poor employees from the consequences of their performance (Zhao, 1997). The irony of the situation was enhanced by the vigor of Lieberman's position, as he first advocated and then criticized collective bargaining for employees (Koppich, ...