Bricker & Eckler has extensive experience in collective bargaining, with services ranging from advising on negotiation strategies to conducting negotiation sessions that involve employee representatives with bargaining units of 15 to over 1,000 employees.

Bricker & Eckler has helped a number of school districts, county MR/DD boards, and other public sector entities conclude contract negotiations positively, cooperatively and efficiently. Our attorneys experienced in collective bargaining have successfully completed contract negotiations through non-traditional means based on three main principles:

• Bargaining focused on mutual recognition of each side’s interests.

• Collaborative, non-confrontational problem solving of a limited number of issues of genuine concern.

• A commitment to conduct negotiations in a limited period of time, compelling the parties to focus on the real issues and reach agreement quickly.

We represent school clients in all stages of negotiations, mediation, fact-finding, and impasse procedures and regularly appear in grievance arbitrations and before the State Employment Relations Board.

Plan of Action. Each organization has a unique situation when it comes to collective bargaining. Therefore, Bricker & Eckler begins preparations for bargaining by discussing with the Board and/or its representatives various matters, including the bargaining history, necessary preparations for bargaining, goals for bargaining and options for nontraditional bargaining such as concentration bargaining.

The role of legal counsel is also discussed during the planning stage. Bricker & Eckler can serve as consultants outside the process, manage and coordinate the process, or fulfill any function in between these two roles.

Bricker & Eckler then will assist in developing an action plan based on the identified goals and negotiation options. The action plan begins with the composition of the bargaining team. The action plan then serves as a guide for discussion of many other documents that are necessary for a good bargaining plan. A timetable should be developed with Board agreement and/or its representative and the union officials.

Following the initial planning session(s), the progression of the negotiations completely depends upon the parties involved. Experience of persons at the bargaining table is also critical. However, Bricker & Eckler has found that the most important factor to obtaining the Board's goals in negotiation is thorough preparations through the use of clear goals with specific objectives that outline definite parameters.

Nontraditional Bargaining. In addition to offering all of the traditional collective bargaining services, Bricker & Eckler also utilizes concentration bargaining. It is an efficient approach that allows the parties to focus on the important issues and work on a constructive resolution satisfactory to management and union members alike. This helps to eliminate the special interest issues that can cloud the negotiation process. Most importantly, concentration bargaining promotes cooperative problem solving rather than adversarial arguing. The result is better employee morale and better labor relations.

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