Favourable pricing conditions also benefit non-union members when they work in a unionized company, he said. When the IAC first receives an arbitration request, the clerk requests a meeting with the employer and the union concerned. Subject to the agreement of the parties, the Clerk may convene further meetings to assist the parties in resolving the dispute amicably by conciliation. If the parties are able to resolve the dispute by mutual agreement, the party or parties who have filed the application to the IAC are invited to withdraw the application and the matter is closed. For more details on the requirements for submitting a collective agreement, the types of disputes and the various channels for filing an application with the IAC can be found on the IAC website. In the event of a dispute over the eligibility of senior managers for collective representation, the employer or union may apply to the Ministry of Labour for assistance. At the end of this workshop, participants will be assured of a better understanding of labour relations legislation and its practical application, particularly in the area of collective bargaining and the development of the collective agreement and the role of MOM and IAC. The Labour Relations Act is a law governing the relationship between employers and workers, as well as the prevention and resolution of commercial disputes through collective bargaining, conciliation, conciliation and tripartite mediation of individual disputes. The IAC, established in 1960 with the passage of the Industrial Relations Act, was designed to promote collective bargaining and free bargaining of collective agreements on issues affecting employer-worker relations. „Working conditions and benefits, as defined in collective agreements negotiated by unions, have improved considerably since the 1960s,“ Karthikeyan said. Entry into collective bargaining can be a frightening exercise, full of practical problems and conflicts, even for the most experienced practitioners and staff representatives. Relationships are at the heart of collective bargaining, which makes good faith action for successful agreement negotiations fundamental.

Preparation, management-union relations, communication skills and problem-solving skills are important factors that strengthen effective collective bargaining. In addition to the above factors, the development of the clauses is just as important for the collective agreement, with the exception of a good management-union relationship. A poorly worded clause can lead to misinterpretations or misunderstandings. In this workshop, you will also discover the art of designing clear and concise clauses, especially for clauses such as AWS, variable bonuses, re-employment, discounts, etc.