There are usually many phases of collective bargaining. At each of these stages, the duty of good faith must be fulfilled. These phases may include: in addition to the registration of general terms and conditions, collective agreements may also indicate the approach of a labour relations organisation and the management of its employees, as well as its business orientations and strategies. For example, a collective agreement may include joint work to improve productivity or employment culture. The presentation should reduce the time required to form an agreement. This means that the parties can focus on issues that may require more attention in negotiations or that are specific to the workplace (e.g. B shift structure or rotation schemes). Preparation for collective bargaining may include selecting and training the bargaining team, developing a potential collective agreement, and implementing the bargaining agreement. If workers are already covered by an agreement, but that agreement ends, negotiations (union or employer) can start at any time within the last 60 days of the agreement, so preparations should begin by then.
In the context of collective bargaining, consideration of the text of clauses may take some time, particularly when: Bargaining agreements could have contained dates for meetings, expected deadlines for negotiations, when and how progress will be recorded and reported, acceptance procedures, and how the parties would determine when they concluded negotiations. . . .