Clean up data in the Collective Bargaining Agreement

How to clean up data in Collective Bargaining Agreement and save time

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How to Clean up data in the Collective Bargaining Agreement

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In this video tutorial, the topic of discussion is the Collective Bargaining Agreement, which is a part of the procurement management knowledge area that may appear in the PMP exam. It is important to understand the concept to clear the exam. If you prefer reading articles, there is a link provided for more information. The tutorial also includes a playlist of videos on procurement management. The key points to know are Union and union agreement in relation to the collective bargaining agreement.

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What kinds of basic records are required to be kept for at least 3 years?

How Long Should Records Be Retained: Each employer shall preserve for at least three years payroll records, collective bargaining agreements, sales and purchase records.

What HR records should be kept?

In addition, employers must keep for at least two years all records (including wage rates, job evaluations, seniority and merit systems, and collective bargaining agreements) that explain the basis for paying different wages to employees of opposite sexes in the same establishment.

What recruitment records should be retained?

Retain personal records, performance appraisals, employment contracts etc for 6 years after the employee has left to reflect the main limitation period.

What are some of a union's common organizing tactics?

In this article, we discuss some of the most important union organizing strategies.... Card checks. Salting. Striking. Collective bargaining. Picketing. Boycotting. Using technology.

What techniques did labor unions use to reach their goals?

Two of the most powerful tools that unions have to promote their members' interests are collective bargaining and strikes. Fair labor practices were written into law in 1935 with the passing of the National Labor Relations Act, often called the NLRA.

What personnel records need to be retained for 7 years?

Personnel records for 7 years after termination. Medical and benefits for 6 years after the plan date. I-9 forms for 3 years after termination. Hiring records for 2 years after hiring date.

How do you prepare for collective bargaining negotiations?

How to Prepare for Collective Negotiations With a Union Step 1: Form and Train the Negotiating Team on its Legal Obligations. ... Step 2: Review Experience During the Life of the Last CBA. ... Step 3: Review Previous Negotiations. ... Step 4: Take the Unit's Composition into Account. ... Step 5: Prepare a Wage and Benefit Analysis.

What is the first thing you should do to prepare for a negotiation?

The 6 Things You Should Do Before Any Negotiation Research, research, research. ... Determine the absolute worst deal you'll take – and what you'll do if you don't get it. ... Prioritize what's most important to you and what you'd be willing to give up. ... Do your best to determine your counterpart's needs.

What documents should be retained?

Important papers to save forever include: Birth certificates. Social Security cards. Marriage certificates. Adoption papers. Death certificates. Passports. Wills and living wills. Powers of attorney.

How long does an employer need to keep employee records?

Effective January 1, 2022, employers must now preserve these records for a minimum of four years, and possibly longer if a DFEH complaint has been filed. This means records must be kept four years from the date of creation and four years from the date of termination of an employee or non-hire of an applicant.

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