Oregon Collective Bargaining Agreement Between School District and Community Teachers' Association
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FAQ
Collective bargaining gives educators a voice in their workplace. It helps assure fair wages and benefits, im- proving teacher recruitment and retention. Educators also negotiate better teaching and learning conditions.
Academic collective bargaining includes the unionization of all sectors of the higher education workforcefrom tenure-line faculty to graduate student employees, and from academic professionals to support staff.
Collective bargaining in education offers an organized and transparent system to improve student learning and the overall environment in public schools, and helps ensure that educators receive a professional level of pay.
Teachers, as with other public employees, do not have the constitutional right to collectively bargain (that is for the states to decide). But the First Amendment does provide that people have the right to "peaceably assemble," which includes the right to join a union (if not as a vehicle for collective bargaining).
Those subjects include items like wages, overtime, bonuses, grievance procedures, safety and work practices, and seniority, as well as procedures for discharge, layoff, recall, or discipline.
The main types of collective bargaining include composite bargaining, concessionary bargaining, distributive bargaining, integrative bargaining, and productivity bargaining.
Traditional teacher strikes occur when a teachers union and a school district cannot come to an agreement around various work issues through a process known as collective bargaining. Collective bargaining is legal for teachers in 34 states, optional in an additional 10 states, and illegal in seven states.
There are three categories of subjects that are established under the National Labor Relations Act. They are: mandatory; permissive or voluntary; and, illegal subjects. Mandatory subjects are those that directly impact wages, hours or working conditions (or terms and conditions of employment).
The labor relations process that produces a union-management relationship consists of three phases: union organizing, negotiating a labor agreement, and administering the agreement.
They divide bargaining subjects into three categories: mandatory, permissive, and illegal. Mandatory subjects, broadly speaking, relate to wages, hours, pensions, healthcare and working conditions. Employers cannot refuse to bargain over these subjects, and negotiations may continue to the point of mediation or strike.
