Therefore, although there are no exceptions to some recordings, the usual practice is to keep records such as recordings of an executive meeting confidential. (5) refuse to bargain collectively with the representatives of its workers in the provisions of paragraph 159 under a) of this title. . When a union submits a request for confidential information and is relevant to an ongoing litigation, a mandatory bargaining topic or an employer argument in the negotiation, the employer should not simply refuse to provide the information. Instead, identify your interest in confidentiality, propose appropriate provisions and express their willingness to discuss it. If the information gathered to prepare the position of management – and the position itself – is private if it is not provided during the collective bargaining process. Mr. Minn. Stat. 1 (c) and 2 (a). C.
The employer skips meetings, will only meet for a short period of time, spends time in negotiations on fee control, arbitration and the appeal procedure, but is reluctant to talk about other issues such as wages and working conditions. The employer reduces the economic offer in each round of negotiations and says that the longer it takes to reach an agreement, the less money there will be. It is interesting to note that this term is not common in the decisions of the RBA and that, to my knowledge, it does not exist in the decisions of the MERC either. The language of the NLRB is instructive on the obligation to negotiate under the National Labor Relations Act. It appears to have been developed in 301 NLRB, 835 (American Meatpacking Corporation) trading material to influence an employer`s bargaining position are confidential. Op. 76 Att`y Gen. 514, 519 (March 18, 1976).