Understanding the Duty to Bargain in Labor Law: Tuttle-Friendly and Kaufman-Rives Views, Slides of Labour Law

An analysis of the duty to bargain concept in labor law, discussing the tuttle-friendly and kaufman-rives views. The former focuses on objective standards and the absence of desire to reach an agreement, while the latter emphasizes subjective standards and the meeting of minds. The document also covers the concept of 'surface bargaining' and its indicators, as well as issues related to concessions, agreement on some issues, hard bargaining, and other indicators of bad faith.

Typology: Slides

2012/2013

Uploaded on 01/26/2013

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Duty to Bargain (White &GE)
Tuttle-Friendly View
(White Majority/GE
Dissent)
Search for Bad Faith
BF defined as absence
of desire to reach
agreement with union
in writing and signed
Focus on
process, no obligation
to make concession
Generally Objective
Standards
Kaufman-Rives View
(GE Majority/White
Dissent)
Search for Good Faith
Meeting of minds
common ground
Er willingness to sign
agreement not a per se
indicator of good faith
(Kaufman: “mutually satisfactory”
accord)
Generally Subjective
Standards
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Duty to Bargain (White &GE)

  • Tuttle-Friendly View (White Majority/GE Dissent)
  • Search for Bad Faith
    • BF defined as absence of desire to reach agreement with union - in writing and signed
  • Focus on
    • process, no obligation to make concession
  • Generally Objective Standards - Kaufman-Rives View ( GE Majority/White Dissent) - Search for Good Faith - Meeting of minds - common ground - Er willingness to sign agreement not a per se indicator of good faith (Kaufman: “mutually satisfactory” accord) - Generally Subjective Standards Docsity.com

“Surface Bargaining”

  • Negotiation designed to frustrate or avoid mutual agreement - “going through the motions”
  • Indicators of surface bargaining
    • Adamant insistence
    • Delaying tactics and arbitrary scheduling
    • Unreasonable bargaining demands (refusal to consider grievance procedure and arbitration)
    • Withdrawal of agreed upon items
    • Inserting new items late in negotiations
    • Degrading statements toward union (“slim majority”)
  • Developing Labor Law, 5 th^ Ed., pp. 864-73.

Other Indicators

  • Dilatory tactics
  • Lack of authority of negotiators to agree
  • Imposing conditions