The relationship betweenmanagement and labors often times result in conversations that must be definedin writing to ensure everyone involved is covered and establishes guidelines inregards to things like dress code and attendance. The collective bargaining agreement is morein depth and covers things like wages, strike agreements, discipline anddischarge and sexual harassment to name a few. Both the contract and collective bargaining agreement is a writtenagreement that outlines the do’s and don’ts for both the employee and employer. The collective bargaining agreement between the Trusteesof Columbia University and Local 2110 International Union of Technical, Officeand Professional Workers is thoroughly written and very detailed with languagethat can be easily interpreted and understood. This can be seen in Article 5 Grievance and Arbitration, it outlinesstep by step instructions on how to file a grievance, the next steps in thegrievance process and what happens if the grievance can’t be settled which thengoes to arbitration. It also gives thespecific names of panel members and how cases would be heard.
Article 20 Leave of Absence is specific anddetailed in what constitutes a leave of absence of the amount of time allowedfor each leave and the manner in which the employee is paid if applicable. Article 18 Holidays outlines when an employeewill receive holiday pay, which legal holidays are included as well universityholidays. The article also includesadditional time off that are covered under pay and who is entitled to it(Columbia University, n.d.) This document adds value to the workplace as it protectsboth the employee and employer. Its existenceis due to a resolution from both parties as to what’s needed and what’snot.
It ultimately protects the employeefrom any wrong doing from the employer and it gives the employer the right toeither dismiss or discipline employees if the agreement is not followed. Everyone is in the know to almost everyaspect of the job including wages, raises, and safety issues with these agreementsbeing effective for a specific period of time. Once the timeframe has ended negotiations begin again and a new agreementis put into place (“12.2 Collective Bargaining | Human ResourceManagement,” 2016).