Negotiations 

Once a union has been certified by a Labour Board to negotiate a collective agreement, the parties must begin to bargain in good faith. We can do the bargaining or we can be part of a Policy Committee to contribute instructions to the bargainers. Two of the Dunsmore Law consultants are also experienced negotiators. We can help employers move successfully through the process. First agreement bargaining is more complicated because the parties are developing their relationship and drafting all of the terms under which they will go forward. Traditional agreements include union recognition, seniority, grievance and arbitration procedures for dispute resolution and all the working conditions clauses. These include hours of work and overtime, holidays, vacations, wages, benefits, job posting and layoffs. These agreements are not designed in the air, they are based on years of precedents. We have access to much of the necessary information to facilitate drafting. Reviewing and relying upon the experience of comparatively situated employers is important.

For renewal agreements, the negotiations usually relate to improvement demands for wages and benefits and problem solving. Either party may have items of contentious that they wish to correct. The usual tests are demonstrated need for change and the proposal of a sensible solution. We can help employers apply these tests and present the proper arguments.

In terms of compensation, good bargaining involves the application of total compensation analysis and roll up analysis to capture hidden cost factors. All our bargainers are familiar with these concepts and their application in real life.