25. Noam Scheiber, “Nissan Workers in Mississippi Reject Union Bid by U.A.W.,” New York Times, August 5, 2017 (report on a UAW organizing campaign at Nissan, which found that “veterans earn about $26 an hour in the plant, typically only a few dollars less than veteran workers represented by the union in large U.S. companies and well above the median wage in Mississippi). Despite the legal obstacles described above, workers and unions have found ways in many sectors across the country to extend their bargaining relationships with employers to several sites and, in some cases, to several employers. A large number of approaches are described below. Despite the obstacles created by the law and the problems caused by employers` anti-union tactics and the decrease in union density, many unions were nevertheless able to win and maintain negotiations covering workers outside a single job11. Trade unions have achieved this through national agreements, through standard negotiations, through contract negotiations with several employers, and through campaigns that use both political change and bargaining power. 12 This report examines several examples of these practices and the reasons for these practices. why these practices are no longer as widespread as before and conclude with policy proposals that would facilitate broader negotiations by giving workers more power in defining the structure of negotiations. The NNRA should be amended to allow workers to designate a collective agreement unit with multiple employers or to consolidate several bargaining units in collective bargaining with multiple employers with one or more unions.
These negotiations can be either horizontal (within a sector) or vertical (for supply chain coverage). At present, negotiations are under way with several employers on the choice of employer: workers, unions and the NLRB are not in a position to insist on this format, even if it is most useful. The voluntary nature of collective bargaining with multiple employers allows employers to oppose employees and unions in one place. The law should be amended to allow workers and unions to request negotiations with several employers, instructing the NLRB to approve the application, unless there are compelling reasons why the approach should not be followed. What are the rules governing collective bargaining for a contract? A party wishing to terminate the contract must notify the other party in writing 60 days before the expiry date or 60 days before the proposed termination. The party must propose to meet and speak to the other party and to inform the Federal Mediation and Conciliation Service of the existence of a dispute if no agreement has been reached by then. Editor`s Note: The content of this report was written prior to the COVID 19 pandemic and the report does not reflect the effects of COVID on the negotiating examples cited in the report. After workers have chosen to negotiate a union, the employer and the union must meet at appropriate times to negotiate wages, hours, holidays, insurance, safety practices and other mandatory matters in good faith. Some management decisions, such as outsourcing, relocations and other company changes, may not be mandatory bargaining partners, but the employer must negotiate the impact of the decision on the unit`s employees.