Preparation for Bargaining: A Local's Guide

Here is what you should do to get ready for bargaining.

Since the ratification of the last CBA:  Your last CBA needs to be read, examined and scrutinized for errors, problems, ambiguous language and sections you don’t like.  Keep a list of these items and add to it as issues become known throughout the life of the contract.

Six months before the CBA expires:  Time to form a bargaining committee.  You need a minimum of three people on the committee.  Avoid even numbered committees to avoid tie votes over issues.  Once you have the committee selected it is time for the committee to elect a chairperson who will preside over the meetings.

Start a wish list:  This is a list of the changes, additions and deletions desired by the committee. 

Make it realistic:  Having a wage proposal of $50.00 per hour in the hope of receiving a $.50 raise only causes frustration, anger and damages the working relationship between the parties at the table.  This makes a decent deal that much more difficult. 

Justify it and provide proof:  If you are proposing a wage increase of a $1.00 per hour find proof that supports that proposal.  Advertised pay rates of competitor companies as well as copies of their CBA’s (if unionized) will be helpful.  You can also include reports from the Bureau of Labor Statistics (www.bls.gov).  There you can search for wages based upon the occupation for the nation, regions, states and many metropolitan areas.  It is recommended that you only use an “apples to apples” comparison with your data.  Comparing an Armored Car Driver to a Parking Lot Attendant will not support your argument even if they both are basically Security Guards.

Be ready and prepared to fight:  At the table there is no law that requires the other side to agree with your proposals.  You can either convince them you are right, trade something you have that they want for something you want or you can be willing to take action against the employer to convince them to give you what you want, action in the form of an informational picket or a strike.  This is a subject that you as union leaders must not only discuss with your members but you must be comfortable that they will support that action should it come down to it.  Believe me, if you are bluffing and the members are not willing to act, the company will know.

Finally, when your list is complete, give it to your Negotiator as soon as possible.  There is nothing worse than receiving a wish list on the eve of a negotiation.  It makes for a very difficult time at the table and that’s not good for anyone.

In the end you are best served by careful preparation.