“Our workers have just become unionized, so we are now entering into collective agreement negotiations. As this is a new process for us, we want to make sure that we do not “give away the farm”. How can we best protect both our immediate and our future business interests?”
“Our current collective agreement was finalized on the eve of the strike deadline. Now a question has arisen about worker entitlement to overtime pay in circumstances that do not appear to be contemplated by the agreement. How should we proceed?”
Collective bargaining and the resulting collective agreement have traditionally set the foundation for virtually all aspects of the workplace relationship.
Our lawyers have extensive experience helping clients prioritize strategies and goals for collective bargaining and drafting proposals that address employers’ needs. We also help amend such strategies and proposals throughout the collective bargaining process as circumstances or corporate objectives change. Although our lawyers frequently act as spokespersons at the bargaining table, we can also act as “behind-the-scenes” advisors for employers who prefer to lead their own bargaining.
For public and quasi-public sector employers, the right to strike and lock-out may be prevented or limited by legislation, and bargaining disputes can be resolved through binding interest arbitration. We represent these organizations throughout the interest arbitration process. Once a collective agreement is in place, we routinely answer inquiries and provide advice to employers with respect to issues arising from the interpretation and implementation of the agreement.