Collective agreements are signed for certain periods, usually between two and four years. A collective agreement is binding both for the employers` organisation and its members, on the one hand, and for the trade union and its members, on the other. In addition, in practice, if not theoretically, a collective agreement binds non-unionized and unionized workers belonging to unions other than the union that is part of the agreement, provided that (i) the worker works with tasks covered by the contract and (ii) the union to which the worker belongs, he is not bound by another collective agreement with the employer. The history of the parties` behaviour in the past, which remembers the parties` expectations of future negotiations. Voluntary or permissive matters can be negotiated, but are not necessary and cover issues such as internal union affairs and the feeding of the employer`s board of directors. It is important to note that once a KNA is reached, both the employer and the union are required to abide by this agreement. Therefore, an employer should hire a lawyer before participating in the collective bargaining process. A workers` organization identified by the Employment Public Relations Board (PERC) as the only official representative to bargain collective bargaining for workers in a bargaining unit. The exclusive representative is generally referred to as a “union”. The inherent rights of an employer to make decisions about its affairs.
In a collective agreement, these may be expressly reserved for management or, as in RCW 41.80, legally removed from the scope of collective bargaining. This includes regulating workers` wages, benefits and obligations, as well as the obligations and responsibilities of the employer or employer, and often involves rules relating to the dispute settlement procedure. The right to collective bargaining is recognized by international human rights conventions. . . .