multi-employer bargaining
multiple-employer bargaining

Multi-employer bargaining has been common in the United States and other countries since the 1880s.

A few countries, such as Australia and Canada, encourage multi-employer bargaining by law.

Multi-employer bargaining is permitted; it allows, in effect, arbitration.

The recession of more recent years does not appear to have induced a reversion back towards multi-employer bargaining.

This activity is known as multi-employer bargaining.

Multi-employer bargaining makes for simplification of effort in that separate contracts do not have to be negotiated with each individual employer.

In a whipsaw strike, the union strikes one employer (or just a few employers) in the multi-employer bargaining group.

Had the Court ruled the other way, Mr. Levy said, multi-employer bargaining arrangements in many industries might have collapsed.

In the case of Britain, however, and during the last 15 years especially, multi-employer bargaining within manufacturing has declined in favour of single-employer negotiations.

For the union too multi-employer bargaining was probably the only administratively feasible form in many local product markets consisting of numerous small-scale undertakings.

Moreover, if employers had to bargain with trade unions their preference was for multi-employer bargaining at regional or industry level instead of engaging in direct enterprise dealings.

But it also appears to depend upon the extent to which employer control over the workplace is enhanced by multi-employer bargaining rather than by independent, single-firm action.

The low-paid bargaining stream creates an internationally unique stream allowing for multi-employer bargaining among previously award dependent employees.

Within each industry group high labour costs were associated with multi-employer bargaining, although as between industries no such relationship between labour costs and bargaining level was apparent.

The "compelling conclusion," Brennan wrote, is that Congress intended to let the NRLB make case-by-case decisions as to the wisdom of permitting multi-employer bargaining.

The question in this case was whether a collective decision to do the same thing, by employers in a multi-employer bargaining setting, amounted to a conspiracy in restraint of trade.

Many of these briefs warned that the threat of antitrust liability would cause these employers to drop multi-employer bargaining and lead to a loss of stability in labor relations.

Reviewing the legislative history of the Taft-Hartley Act, the appellate court found that Congress had deferred judgment on the legality of multi-employer bargaining units to a commission.

At industry level, multi-employer bargaining under the auspices of employers' associations continues to play an important role in Western European countries such as Germany, France, Sweden and Italy.

The significance of the issue beyond professional sports was underscored for the Justices by the many friend-of-the-court briefs filed on the team owners' side by employers in other industries where multi-employer bargaining is the norm.

Then the Supreme Court deferred to the Board's ruling, and concluded that "a temporary lockout to preserve the multi-employer bargaining basis from the disintegration threatened by the Union's strike action was lawful."

Dennis Rivera, president of the union, Local 1199 of the Hospital and Health Care Workers, said the contract was the country's largest multi-employer bargaining agreement that guarantees jobs over the life of a contract.

Wetzel K.; Maxey C.; and Gallagher D.G. "Management and Union Assessments of Multi-Employer Bargaining in Health Care: A Canadian Example."

In the United States, although associations for multi-employer bargaining purposes exist in a number of key areas and industries, there are none with the membership density or authoritative stature possessed by many of their European counterparts (Adams, 1981).

Balancing the rights of union members to strike against the right of employers to preserve the multi-employer bargaining unit, Brennan asserted (without additional argument or evidence) that the appellate court had erred in establishing an "economic hardship" test for lockouts.