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Author: Geoff Davenport Publisher: ISBN: 9780408716642 Category : Collective bargaining Languages : en Pages : 382
Book Description
The Employment Relations Act 2000 introduced a new system of good faith bargaining to New Zealand. Good Faith in Collective Bargaining aims to encourage informed debate and discusses the development of the duties surrounding bargaining in good faith and information disclosure under the Employment Relations Act 2000. Text discusses and considers: policy background to 'good faith' bargaining in the Employment Relations Act, international principles and practices of bargaining in good faith, possible solutions to ares of uncertainty, and identifies existing and potential issues in good faith bargaining in the New Zealand context including: bargaining arrangements, core 'good faith' duties, misleading and deceptive conduct, detailed coverage of information disclosure, multi-party bargaining, assessment of breach, and remedies.
Author: Geoff Davenport Publisher: ISBN: 9780408716642 Category : Collective bargaining Languages : en Pages : 382
Book Description
The Employment Relations Act 2000 introduced a new system of good faith bargaining to New Zealand. Good Faith in Collective Bargaining aims to encourage informed debate and discusses the development of the duties surrounding bargaining in good faith and information disclosure under the Employment Relations Act 2000. Text discusses and considers: policy background to 'good faith' bargaining in the Employment Relations Act, international principles and practices of bargaining in good faith, possible solutions to ares of uncertainty, and identifies existing and potential issues in good faith bargaining in the New Zealand context including: bargaining arrangements, core 'good faith' duties, misleading and deceptive conduct, detailed coverage of information disclosure, multi-party bargaining, assessment of breach, and remedies.
Author: Alex Bukarica Publisher: ISBN: 9781862878860 Category : Law Languages : en Pages : 170
Book Description
The jurisprudence on the meaning of good faith bargaining is still in its infancy. However, there are worrying signs that good faith obligations under the Fair Work Act 2009 are being interpreted narrowly, in a way that emphasises continuity with the hands-off approach to bargaining that existed under (now repealed) Workplace Relations Act 1996.
Author: United States. National Labor Relations Board. Office of the General Counsel Publisher: U.S. Government Printing Office ISBN: Category : Law Languages : en Pages : 68
Author: LandMark Publications Publisher: ISBN: 9781521316245 Category : Languages : en Pages : 540
Book Description
THIS CASEBOOK contains a selection of U. S. Court of Appeals decisions that analyze and discuss issues surrounding collective bargaining agreements. The selection of decisions spans from 2014 to the date of publication.The National Labor Relations Act requires employers to bargain in good faith "with respect to wages, hours, and other terms and conditions of employment." 29 U.S.C. � 158(a)(5), (d). Upon the expiration of a collective bargaining agreement, the parties to that agreement have an ongoing obligation to maintain the "status quo" as to all mandatory subjects of bargaining until they reach a new agreement or an impasse. NLRB v. Katz, 369 U.S. 736, 743 (1962); Laborers Health & Welfare Tr. Fund for N. Cal. v. Advanced Lightweight Concrete Co., 484 U.S. 539, 544 n.6 (1988); Triple A Fire Prot., Inc., 315 NLRB 409, 414 (1994). Absent an impasse, unilateral action changing the status quo of a mandatory subject of bargaining violates Section 8(a)(5) of the Act as a "circumvention of the duty to negotiate." Katz, 369 U.S. at 743. Pension and healthcare benefits are mandatory subjects of bargaining. See Allied Chem. & Alkali Workers of Am., Local Union No. 1 v. Pittsburgh Plate Glass Co., Chem. Div., 404 U.S. 157, 180 (1971). Oak Harbor Freight Lines, Inc. v. National Labor Relations Board, (DC Cir. 2017).* * *The Supreme Court has explained that a collective bargaining agreement "is more than a contract; it is a generalized code to govern a myriad of cases which the draftsmen cannot wholly anticipate" and "an effort to erect a system of industrial self-government." United Steelworkers of Am. v. Warrior & Gulf Navigation Co., 363 U.S. 574, 578, 580 (1960). CBAs commonly contain grievance procedures, which the Court has emphasized are "[a] major factor in achieving industrial peace" and lie "at the very heart of the system of industrial self-government." Id. at 578, 581. Ortega v. New Mexico Legal Aid, Inc., (10th Cir. 2016).
Author: Geoff Davenport
Author: Geoff Davenport
Author: Alex Bukarica
Author: New Zealand. Employment Relations Service
Author: Terrence Herrington Murphy
Author: United States. National Labor Relations Board. Office of the General Counsel
Author: Bruce Poyer
Author: Charles Edward Dwyer
Author: Stuart Rothman
Author: LandMark Publications
Author: New Zealand. Department of Labour