Instructions1. Introduce the activity. Explain that it is a simulation of a meeting between employers on one side and employees' and trade union representatives on the other. The aim is to get an agreement on workers' wages and conditions using collective bargaining. Show Debriefing and evaluationStart with a short review of how people enjoyed the activity and then go on to discuss what happened and what they learnt: Tips for facilitatorsBefore starting this activity you should take into account the climate of opinion and general attitudes towards trade unions in your country. For example, in post-communist societies, there may be resistance to this activity because of the legacy from the times when trade unions were seen as ‘Schools of Communism'. In these circumstances you may like to start by exploring the images and stereotypes people have of trade unions. You could also ask participants to contact local trade unions for information and do other research on labour issues in their country. You might also wish to point out the relevance and importance of trade unions in safeguarding workers' rights irrespective of the political system that they were identified with. Depending on the group, you may need to give more guidance about the bargaining process. You may want to give participants some tips about what to consider when developing their positions and proposals, for example: Let the meeting and negotiations meet their destiny! If, during the discussions, employees and the trade union are thinking of backing up their proposal with a strike, you could supply them with paper and pens to make posters for the picket. If the employers want to shut the workers out, i.e. organise a lockout, make sure you have another room for the workers to go to! Most countries in Europe have laws regulating collective bargaining. You may wish to identify such legislation and copy some of the important articles to help participants develop this activity to its full potential. VariationsAnother example of a situation involving negotiations about rights might be a meeting at a school to resolve a dispute with a "problem" student. The meeting could be between the student and his or her parents on one side and the head teacher and parent-teacher body on the other. Suggestions for follow-upInvite a member of a trade union to come to give a talk. You will find the phone numbers of trade unions in the local telephone directory. Generally trade unions are willing to get closer to young people and that can be a good opportunity for you! If the group enjoys discussing ideas then they may enjoy the activity, "Where do you stand?" in which people have to defend their opinions about a range of human rights issues. Ideas for actionInform yourself about the rights of workers in your country. If you have a full-time job or if you work for pocket money, have part-time work, a student job or a summer job, inform yourself about your rights, for instance about being paid more during
the night and at weekends, being declared for tax purposes, insurance, having proper equipment, and so on; find out also about the health and safety regulations. Further informationThe International Trades Union Confederation (ITUC-CSI) represents 176 million workers in 151 countries and territories, and has 301 national affiliates. It produces an annual survey of violations against trade union rights with detailed status reports about limitations on, for instance, joining trade unions, the right to strike, collective bargaining and protection of employees in countries throughout the world, including many in Europe. See www.ituc-csi.org. On 23 March 2010 the ITUC launched a campaign to connect global trade union work to the recruitment and organising of young people. The new Youth Campaign uses a range of different tools, including video, social
networking, posters and websites, as well as a special campaign guide. HandoutsDownload as PDFHandout 1. The situation The scene is a company meeting, between employers and employees and the trade union (TU), who are deadlocked in an attempt to come to an agreement over a wage
claim. Management has indicated that staff reductions will be necessary in order to pay for any wage rise. Their proposal is: The management proposal was rejected by the general assembly of workers who were concerned that the proposals would leave them far worse off (at the moment 40% of employees receive a significant part of their pay in overtime payments). The TU and the employees made a counter-proposal to the management: The counter-proposal was refused by the management, who claimed that the TU and employees’ suggestions would not solve the problems that the company is facing. Handout 2. A short glossary of some labour terms
Is the process by which managers and union representatives negotiate?Collective bargaining is the process of negotiations between the company and representatives of the union. The goal is for management and the union to reach a contract agreement, which is put into place for a specified period of time.
What is the process of collective bargaining?Collective bargaining is the process in which working people, through their unions, negotiate contracts with their employers to determine their terms of employment, including pay, benefits, hours, leave, job health and safety policies, ways to balance work and family, and more.
What is a trade union meeting?Explain that it is a simulation of a meeting between employers on one side and employees' and trade union representatives on the other. The aim is to get an agreement on workers' wages and conditions using collective bargaining. 2.
What are the three types of bargaining?They are: mandatory; permissive or voluntary; and, illegal subjects. Mandatory subjects are those that directly impact – wages, hours or working conditions (or terms and conditions of employment). These are subjects over which the parties must bargain if a proposal is made by either party.
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