Answer: Collective bargaining must be conducted voluntarily, freely and in good faith. The parties are free to participate in the negotiations and there should be no interference by the authorities in their decisions. The principle of good faith implies that the parties must endeavour to reach an agreement, conduct real and constructive negotiations, avoid undue delays in negotiations, respect agreements reached and implemented in good faith and allow sufficient time to discuss and settle tariff disputes. In the case of multinational enterprises, such enterprises should not threaten to relocate all or part of an operational unit from the country concerned in order to unfairly influence the negotiations. Answer: Collective bargaining can take place at company level, at sectoral or sectoral level, as well as at national or central level. It is up to the parties themselves to decide at what level they want to negotiate. In the view of the ILO Committee on Freedom of Association, the determination of the level of negotiations is essentially a matter that should be left to the discretion of the parties. The Access to Public Records Act does not specifically address collective bargaining documents. However, under Open Door Law, a public authority may meet at an executive meeting to discuss the collective bargaining strategy, the Indiana Code Section 5-14-1.5-6.1(b)(2)(A), and recordings prepared or elaborated for discussion at the executive meeting may be retained. Ind. Code 5-14-3-4 (b) (12).
The element of good faith is an important aspect of collective bargaining processes. Good faith negotiations are aimed at obtaining collective agreements that are acceptable to both parties. In the absence of an agreement, dispute resolution procedures can be used, from mediation to arbitration to mediation. In general, arbitration is seen as a cheaper and faster method than resolving labour and management disputes. Effective dispute resolution is essential, especially in an environment where unresolved disputes can cancel out and hurt productivity. In addition, parties have the option of selecting an experienced labour arbitrator familiar with industry standards and the particularities of interpreting a collective agreement, rather than having their case heard by a judge or jury who may not be familiar with the work management context. Question: Can you give a guide on the establishment of a protocol on the relations between management and workers, in particular the elements and mechanisms necessary for a system of mature industrial relations ?. . .