While the effects of COVID-19 were still summed up throughout the economy, collective agreements will end, new units will be given bargaining rights, and the National Labor Relations Act (NLRA) will continue to require good faith negotiations on both sides. The financial turmoil caused by COVID-19 will exacerbate tensions and lead to serious disruptions in future labour negotiations. In this article, we identify and examine issues arising from the experience of the parties to COVID-19 that we expect during labour negotiations. If we look at how COVID-19 can or may not change the collective bargaining process, our discussion will focus on the themes of these negotiations. We do not intend to determine how these issues need to be resolved or can be resolved, but only to identify them so that employers can prepare for these discussions. Among these issues are: trade unions may also propose to identify wage gaps already granted to ensure that they persist in future emergencies. These will be difficult for employers to assess, as it is impossible to predict future emergency conditions. This year`s pay rates are likely to be the most controversial topic in the negotiations. Employers who have experienced the collapse of their businesses and industries could try to reduce wages so that their business can be based on a solid foundation. We have already seen wage cuts from many employers.
COVID-19 has already submitted proposals for a “danger bonus” or “heroic wage” for essential workers. In general, these concepts can lead to demands for additional wages for workers in essential services. The parties must remember that once a contract is reopened, they negotiate as if there was no agreement. If this makes a party uncomfortable, it should take into account the value of negotiating a narrow re-opening clause, so as to limit the scope of negotiations and/or the use of economic weapons (e.g. B strikes). As the provisions on additional sick leave paid by the federal government and the federal states, which target COVID-19, expire, unions may attempt to introduce similar conditions into collective agreements (CBAs). You can offer additional paid sick leave in general, additional paid sick leave in the event of an emergency, or, in the health sector, additional paid sick leave for those exposed to a contagious disease in the workplace.