Collective bargaining is generally conducted by a union representing its members. There will be union representatives negotiating on their behalf. This can be done on a company-wide basis or can lead to sectoral negotiations. It is important to note that after the conclusion of a KBA, both the employer and the union are required to respect this agreement. Therefore, an employer should retain the assistance of a lawyer before participating in collective bargaining. Integration negotiations are underway to ensure that both sides benefit from the so-called „win-win” negotiations. Both parties can draw up a list of demands to reach an agreement that benefits both parties. Collective bargaining is common in Scandinavia, which they use rather than minimum wages to set a basic wage for workers. Therefore, instead of having a generalized minimum wage, employee unions agree on a wage structure. In 1968, the National Football League Players Association (NFLPA) and the National Football League (NFL) reached their first collective bargaining agreement. The NFLPA was the first union of recognized players, and in 1968 they went on strike over wages and pensions. With regard to the types of collective bargaining, it is important to distinguish them between a collective agreement. There are also different types of collective agreements, but these refer to the outcome of collective bargaining.
A collective agreement is a written contract between an employer and a union representing workers. The KBA is the result of a broad negotiation process between the parties on issues such as wages, hours and terms of employment. The main objective of the negotiations conceded is to strengthen the activity in order to ensure its survival alongside its employees. Thus, unions restore past benefits to ensure the long-term future of companies and therefore their members. Since then, there have been six subsetal agreements that since then have increased wages in the early years and introduced health insurance in subsequent years. Thus, the 2006 agreement included the extension of medical expenses after the career after the expiry of a player insurance. Distribution negotiations are defined as a negotiation process in which one party benefits without party at the expense of the others. This generally involves income redistribution in the form of higher wages, higher bonuses or higher financial benefits. In simple terms; Anything related to money transfer. Simply put, productivity negotiations are where both sides want to agree on changes that would increase productivity in exchange for higher wages or other benefits. At this point, the unions will try to hold the employer to account and ensure that the agreement is implemented.
Do workers, for example, receive the agreed minimum wage? Or did the company build the newly requested canteen on time and at an agreed quality? In other words, both sides are involved in integration negotiations, taking into account other points of view, needs, desires, fears and concerns. As a result, both parties lose or earn either the same amount. For example, unions may commit to strengthening staff training.