Difference between revisions of "Permissive item"
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| − | [[Permissive | + | [[Permissive item]] are those items not related to wages, benefits, working conditions, or other mandatory subjects that may be negotiated in collective bargaining if both parties agree; If one party refuses to negotiate a permissive item, the other party cannot claim bad-faith bargaining or declare an impasse in negotiations over the item. |
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==Definitions== | ==Definitions== | ||
According to [[Labor Relations and Collective Bargaining by Michael R. Carrell and Christina Heavrin (10th edition)]], | According to [[Labor Relations and Collective Bargaining by Michael R. Carrell and Christina Heavrin (10th edition)]], | ||
| − | :[[Permissive | + | :[[Permissive item]]. Those items not related to wages, benefits, working conditions, or other mandatory subjects that may be negotiated in collective bargaining if both parties agree; If one party refuses to negotiate a permissive item, the other party cannot claim bad-faith bargaining or declare an impasse in negotiations over the item. |
==Related concepts== | ==Related concepts== | ||
Latest revision as of 21:54, 2 November 2019
Permissive item are those items not related to wages, benefits, working conditions, or other mandatory subjects that may be negotiated in collective bargaining if both parties agree; If one party refuses to negotiate a permissive item, the other party cannot claim bad-faith bargaining or declare an impasse in negotiations over the item.
Definitions
According to Labor Relations and Collective Bargaining by Michael R. Carrell and Christina Heavrin (10th edition),
- Permissive item. Those items not related to wages, benefits, working conditions, or other mandatory subjects that may be negotiated in collective bargaining if both parties agree; If one party refuses to negotiate a permissive item, the other party cannot claim bad-faith bargaining or declare an impasse in negotiations over the item.
Related concepts
- Labor relations. The systematic study of attitudes, motivations, and behaviors which two or more job-market actors assume toward each another.
