Strong Advocates For Employers In Union Contract Negotiations
Negotiating a contract with a labor union can be a challenging ordeal. At Rediger Labor Law, we have been representing employers of all sizes and in various sectors for more than 25 years.
Our legal practice is entirely focused on representing employers in employment and labor law matters. As a result, we are familiar with the intricacies of the National Labor Relations Act (NLRA) and its effect on collective bargaining negotiations.
Skilled Guidance On All Aspects Of Collective Bargaining Agreements
Through skillful negotiation strategies, we can help you address key labor issues including:
- Wages, hours and overtime
- Benefits and paid time off
- Working conditions
- Grievance procedures
- Management rights
- Employee discharge and layoffs
- Strikes and lockouts
- Subcontracting
- Drug testing of employees
Once an agreement has been reached, our lawyers can ensure that the terms are accurately reflected in a collective bargaining agreement (CBA). Having litigated disputes over the interpretation of CBAs before the National Labor Relations Board (NLRB) and in federal court, we understand how to craft strong CBAs that are resistant to disputes or costly litigation.
Frequently Asked Questions About Union Contract Negotiations
Union contract negotiations often raise questions about what you must provide, what terms you may seek and how bargaining should proceed. The following answers address employer concerns:
Do you have to provide the union with requested information – what are the limits and deadlines?
You must provide information that is relevant and reasonably necessary for the union to perform its duties as the employees’ bargaining representative. Requests about bargaining-unit employees’ wages, hours and working conditions often meet that standard. Other requests may require the union to explain why it needs the information.
You may raise confidentiality concerns and discuss safeguards instead of refusing a request. The National Labor Relations Act does not set one deadline for a request, but an unreasonable delay can support an unfair labor practice charge. A prompt review can help you determine what to provide, what you may lawfully withhold and whether to discuss scope or timing with the union.
Can you insist on a no-strike clause? What about arbitration and grievance procedures?
You may negotiate over no-strike provisions as part of a collective bargaining agreement. The wording matters because the clause determines which work stoppages it covers and how it works with other contract terms. Grievance and arbitration procedures often support no-strike provisions by giving both sides a process for resolving disputes without a strike.
Define each step of the grievance process, deadlines and the scope of arbitration before the agreement takes effect. The terms should make clear which disputes follow the grievance process and when arbitration applies.
What are the risks and remedies if the union accuses you of refusing to bargain or bargaining in bad faith?
You may face an unfair labor practice charge if you refuse to meet at reasonable times, withhold relevant information without a lawful basis or avoid good-faith bargaining. The NLRA requires good-faith bargaining, but it does not require you to accept a proposal or make a concession.
If the National Labor Relations Board finds a violation, it may order remedies that fit the conduct. These can include orders to bargain, provide information, reverse unlawful unilateral changes or provide make-whole relief. Serious or repeated violations may lead to additional remedies, so documentation and consistent practices matter.
Reach Out Today For More Information
We invite you to learn more about working with our legal team. Call 916-374-6581 or send us an email to set up a free consultation.