Clean up data in the Collective Bargaining Agreement

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How to Clean up data in the Collective Bargaining Agreement

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hello and welcome to BMG lounge comm in this video we are talking about collective bargaining agreement this is a part of procurement management knowledge area this is something that you may see in your PMP exam you may not see as well but there's not a great deal that you should know about this concept in order to clear your PMP exam as always if you are into reading articles rather than watching videos then first link in the description is going to take you to a relevant article on this topic over at our official website PMC lounge dot-com so do check that out also second link in the description will contain every single video it is a playlist of every single video that we have done on procurement management knowledge area so two important links check them out anytime during the course of this video for now let's get started and discuss collective bargaining agreement so two things that you need to know here are Union and union agreement collective bargaining agreement is also known...

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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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