The union negotiator must balance the competing priorities of the members while convincing management to agree to the best possible deal. Representing the membership at the table, the union negotiator is responsible for coordinating the bargaining team and communicating the union's position to management to negotiate a union contract or successor agreement. Negotiators must understand the principles of good-faith bargaining, avoid unfair practices and potentially file and defend claims of unfair practice on the part of the employer. The contract negotiator also may coordinate union action, such as strikes, sick-outs or informational picketing.
Instructions
1. Collect information needed for negotiations. Examples of relevant information might include wages of similar occupations within the local market or comparable industries, wage increases provided to management during the previous few years or the current salaries of all employees in the bargaining unit.
2. Survey the membership to identify wage-related priorities for bargaining, such as salary increases, premiums, benefits and bonus payments. Members will likely have competing interests, but determine how you will prioritize the information to ensure the best interests of the membership are represented.
3. Review the contract for any inconsistencies or outdated wage-related language you want to remove. Also identify if the contract requires a letter to be sent to open negotiations, and send the letter within the applicable time frame.
4. Write your proposals and present them to management during bargaining. State your arguments, and back up your position with key facts. Remain calm and professional throughout the process. Don't allow the team to show any signs of division in front of management. Call a caucus -- a short break -- rather than disagreeing with each other at the bargaining table.
5. Undertake other actions to show you mean business if management stonewalls the proposals. Depending on the relationship with management and the specific provisions in the contract, decide if you will take the issue further in the media, conduct informational picketing at the work site to raise awareness amongst the public and other workers, or even strike.
6. Reach a tentative agreement at the bargaining table, then take the agreement to the membership for ratification, or final agreement. Once the membership has voted to ratify the agreement, ensure management implements the wage proposals as agreed.
