There’s been a clear shift in Enterprise Bargaining.
Unions are increasingly setting the agenda, leading with detailed logs claims and driving the negotiations.
They are prepared with:
- clear log of claims
- defined priorities
- coordinated positioning
Employers
Too often, they’re reacting at the table and engaging their workforce, who hear a steady stream of “no” responses to their claims.
Outcomes with union-led bargaining
Artificial Intelligence provisions are now appearing in Enterprise Agreements. However, the majority of clauses would be deemed to be restrictive rather than enabling.
- clauses requiring disclosure, oversight and limits on use
- expanded consultation provisions (AI is treated as major change)
Should bargaining be driven by:
- a union log of claims
- or an employer-led position (including its own claims)
The EA strategy can provide a guide:
- are your EAQs being used to drive change,
- or are they simply a vehicle for wage increases;
- whats the level of union influence?
In most EA negotiations, employers should lead as;
- An employer-led position sets direction, intent, drives the agenda
- A union-led process puts the employer on the back foot
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