If bargaining differences remain unsettled, the Board intervenes and immediately calls the parties to conciliation meetings.
When does the Board intervene in a collective bargaining dispute? Read More »
The Board can issue subpoenas to force parties to attend conciliation meetings, and they must participate fully and promptly.
Does the Board have the power to force parties to attend conciliation meetings? Read More »
Parties are prohibited from doing anything that might disrupt or impede the early settlement of disputes during conciliation proceedings.
Are parties allowed to take disruptive actions during conciliation proceedings? Read More »
Employers and employee representatives must bargain collectively according to the Code even without a pre-existing agreement.
Bargaining collectively requires meeting in good faith to negotiate, but it never forces any party to agree or make concessions.
Does the duty to bargain collectively mean a party is forced to make concessions? Read More »
Neither party can legally terminate or modify a collective bargaining agreement during its originally agreed lifetime.
Can a party terminate a collective bargaining agreement during its lifetime? Read More »
A written notice to modify the CBA can be served 60 days before expiration, during which the status quo must remain.
When can a party serve notice to modify an expiring collective bargaining agreement? Read More »
The representation aspect of any Collective Bargaining Agreement is legally fixed for a term of five years.
How long is the term of a Collective Bargaining Agreement concerning representation? Read More »
A union commits a ULP by causing an employer to discriminate against or terminate an employee unjustifiably denied membership.
A representative labor organization commits an unfair labor practice if it violates its duty or refuses to bargain collectively.
Is a labor union required to bargain collectively? Read More »
