[{"data":1,"prerenderedAt":531},["ShallowReactive",2],{"document-union-collective-bargaining-agreement-D13859":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":179,"customdescription":6,"mdFm":180,"mdProseHtml":530},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"UNION COLLECTIVE BARGAINING AGREEMENT This Non-Solicitation Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Employer\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [UNION NAME] (the \"Union\"), a labor union duly recognized and authorized to represent the employees of the Employer, with its principal office located at: [COMPLETE ADDRESS] WHEREAS, the Employer and the Union desire to establish the terms and conditions of employment for the employees represented by the Union; WHEREAS, the Parties acknowledge their mutual desire to promote a harmonious and productive working relationship; NOW, THEREFORE, it is agreed as follows: RECOGNITION 1.1 The Employer recognizes the Union as the exclusive representative of all employees within the bargaining unit as defined herein. UNION SECURITY 2.1 All employees covered by this Agreement shall, as a condition of employment, become and remain members in good standing of the Union, or shall, as a condition of employment, pay to the Union, a sum equal to the periodic dues and initiation fees uniformly required as a condition of acquiring or retaining membership. WAGES AND COMPENSATION 3.1 The Parties agree to the following wage and compensation terms: [List wage scales, salary ranges, or hourly rates for different job classifications or levels] HOURS OF WORK 4.1 The Parties agree to the following hours of work and scheduling provisions: [List work hours, breaks, overtime rates, and scheduling guidelines] BENEFITS 5.1 The Parties agree to the following employee benefits: [List benefits such as health insurance, retirement plans, vacation, sick leave, and other applicable benefits] GRIEVANCE AND ARBITRATION PROCEDURE 6",null,"Union Collective Bargaining Agreement","3",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/union-collective-bargaining-agreement-D13859.png","https://templates.business-in-a-box.com/imgs/250px/13859.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13859.xml",{"title":15,"description":6},"union collective bargaining agreement",[17,20],{"label":18,"url":19},"Legal Agreements","/templates/business-legal-agreements/",{"label":21,"url":22},"Litigation & Settlement","/templates/litigation-settlement/","Union Collective Bargaining Agreement Template","https://templates.business-in-a-box.com/imgs/400px/13859.png","https://templates.business-in-a-box.com/imgs/600px/13859.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":34,"url":35},"Employment & Contractors","/templates/employment-and-contractors/",[37,41,45,49,53,57,61,65,69,73,77,81,85,104,119,135,149,164],{"label":38,"url":39,"thumb":40,"extension":10},"Collective Bargaining Agreement","/template/collective-bargaining-agreement-D12998","https://templates.business-in-a-box.com/imgs/250px/12998.png",{"label":42,"url":43,"thumb":44,"extension":10},"Collaboration Agreement","/template/collaboration-agreement-D13222","https://templates.business-in-a-box.com/imgs/250px/13222.png",{"label":46,"url":47,"thumb":48,"extension":10},"Cooperation Agreement","/template/cooperation-agreement-D13003","https://templates.business-in-a-box.com/imgs/250px/13003.png",{"label":50,"url":51,"thumb":52,"extension":10},"Non-Profit Partnership Agreement","/template/non-profit-partnership-agreement-D14023","https://templates.business-in-a-box.com/imgs/250px/14023.png",{"label":54,"url":55,"thumb":56,"extension":10},"Acquisition Agreement","/template/acquisition-agreement-D847","https://templates.business-in-a-box.com/imgs/250px/847.png",{"label":58,"url":59,"thumb":60,"extension":10},"Amalgamation Agreement","/template/amalgamation-agreement-D855","https://templates.business-in-a-box.com/imgs/250px/855.png",{"label":62,"url":63,"thumb":64,"extension":10},"Arbitration Agreement","/template/arbitration-agreement-D856","https://templates.business-in-a-box.com/imgs/250px/856.png",{"label":66,"url":67,"thumb":68,"extension":10},"Attorney Agreement","/template/attorney-agreement-D862","https://templates.business-in-a-box.com/imgs/250px/862.png",{"label":70,"url":71,"thumb":72,"extension":10},"Bonus Agreement","/template/bonus-agreement-D13815","https://templates.business-in-a-box.com/imgs/250px/13815.png",{"label":74,"url":75,"thumb":76,"extension":10},"Caregiver Agreement","/template/caregiver-agreement-D13510","https://templates.business-in-a-box.com/imgs/250px/13510.png",{"label":78,"url":79,"thumb":80,"extension":10},"Charter Agreement","/template/charter-agreement-D13440","https://templates.business-in-a-box.com/imgs/250px/13440.png",{"label":82,"url":83,"thumb":84,"extension":10},"Coaching Agreement","/template/coaching-agreement-D13221","https://templates.business-in-a-box.com/imgs/250px/13221.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":9,"extension":10,"preview":89,"thumb":90,"svgFrame":91,"seoMetadata":92,"parents":94,"keywords":93,"url":103},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":93,"description":6},"employment agreement_at will employee",[95,98,101],{"label":96,"url":97},"Human Resources","human-resources",{"label":99,"url":100},"Hire an Employee","hire-employee",{"label":18,"url":102},"business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":105,"descriptionCustom":6,"label":106,"pages":107,"size":108,"extension":10,"preview":109,"thumb":110,"svgFrame":111,"seoMetadata":112,"parents":113,"keywords":117,"url":118},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[114],{"label":115,"url":116},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":120,"descriptionCustom":6,"label":121,"pages":122,"size":123,"extension":10,"preview":124,"thumb":125,"svgFrame":126,"seoMetadata":127,"parents":128,"keywords":133,"url":134},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. 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NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":142,"description":6},"non disclosure agreement nda",[144,145],{"label":18,"url":102},{"label":146,"url":147},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":150,"descriptionCustom":6,"label":151,"pages":152,"size":9,"extension":10,"preview":153,"thumb":154,"svgFrame":155,"seoMetadata":156,"parents":158,"keywords":157,"url":163},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":157,"description":6},"employee dismissal letter",[159,160],{"label":96,"url":97},{"label":161,"url":162},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":165,"descriptionCustom":6,"label":166,"pages":167,"size":168,"extension":10,"preview":169,"thumb":170,"svgFrame":171,"seoMetadata":172,"parents":173,"keywords":177,"url":178},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[174,175,176],{"label":96,"url":97},{"label":99,"url":100},{"label":18,"url":102},"employment agreement executive","/template/employment-agreement-executive-D543",false,{"seo":181,"reviewer":192,"legal_disclaimer":196,"quick_facts":197,"at_a_glance":199,"personas":203,"variants":228,"glossary":255,"clauses":289,"how_to_fill":340,"common_mistakes":381,"faqs":406,"industries":434,"comparisons":459,"diy_vs_lawyer":474,"jurisdictions":487,"related_template_ids_curated":508,"schema":517,"classification":518},{"meta_title":182,"meta_description":183,"primary_keyword":184,"secondary_keywords":185},"Union Collective Bargaining Agreement Template (Free Word)","Free union collective bargaining agreement template covering wages, benefits, grievance procedures, and union rights. Used in 190+ countries. Free Word and PDF download.","union collective bargaining agreement template",[186,187,188,189,190,191],"collective bargaining agreement template word","collective bargaining agreement template free","union contract template","cba template","union agreement template","collective labor agreement template",{"name":193,"credential":194,"reviewed_date":195},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":198,"legal_review_recommended":196,"signature_required":196,"notarization_required":179},"advanced",{"what_it_is":200,"when_you_need_it":201,"whats_inside":202},"A Union Collective Bargaining Agreement (CBA) is a legally binding contract negotiated between an employer and a certified union that governs the terms and conditions of employment for all workers in the bargaining unit. This free Word download gives you a structured starting point covering wages, hours, benefits, grievance procedures, union security, and management rights — ready to edit online and export as PDF for execution by both parties.\n","Use it when a union has been certified or recognized as the exclusive bargaining representative for a group of employees, and both parties are ready to reduce their negotiated terms to a signed written agreement. It is also the reference document for any subsequent contract renewals, mid-term amendments, or grievance arbitrations.\n","Recognition and bargaining unit definition, union security and dues checkoff, management rights, wages and classification schedules, hours of work and overtime, benefits (health, pension, leave), grievance and arbitration procedures, no-strike and no-lockout clauses, seniority and layoff rules, and term and reopener provisions.\n",[204,208,212,216,220,224],{"title":205,"use_case":206,"icon_asset_id":207},"HR directors and labor relations managers","Formalizing negotiated terms into an enforceable written contract before implementation","persona-hr-manager",{"title":209,"use_case":210,"icon_asset_id":211},"Union negotiating committees","Documenting ratified terms that protect members' wages, benefits, and working conditions","persona-union-rep",{"title":213,"use_case":214,"icon_asset_id":215},"Small and mid-size manufacturers","Establishing clear production schedules, job classifications, and overtime rules with a unionized workforce","persona-manufacturer",{"title":217,"use_case":218,"icon_asset_id":219},"Healthcare and public sector employers","Meeting statutory bargaining obligations for unionized nurses, teachers, or government workers","persona-healthcare-admin",{"title":221,"use_case":222,"icon_asset_id":223},"Construction contractors","Complying with project labor agreements or trade union contracts for skilled-trades crews","persona-contractor",{"title":225,"use_case":226,"icon_asset_id":227},"Operations directors at growing companies","Replacing informal side agreements with a single authoritative CBA before a new contract cycle","persona-operations-director",[229,233,237,241,245,249,252],{"situation":230,"recommended_template":231,"slug":232},"Private-sector employer subject to the NLRA","Union Collective Bargaining Agreement (NLRA)","union-collective-bargaining-agreement-D13859",{"situation":234,"recommended_template":235,"slug":236},"Federal government agency with unionized employees","Federal Sector CBA (FSLMRS)","statement-and-policy-prohibiting-illegal-discrimination-D734",{"situation":238,"recommended_template":239,"slug":240},"State or municipal public employees","Public Sector Collective Agreement","collective-bargaining-agreement-D12998",{"situation":242,"recommended_template":243,"slug":244},"Construction project with multiple trade unions","Project Labor Agreement","labor-agreement-D13359",{"situation":246,"recommended_template":247,"slug":248},"Amending specific terms during a contract's active term","CBA Amendment / Letter of Understanding","letter-of-understanding-regarding-terms-of-proposed-contract-D1244",{"situation":250,"recommended_template":251,"slug":240},"First contract with a newly certified union","First Collective Agreement (Mediated)",{"situation":253,"recommended_template":254,"slug":240},"Cross-border employer with Canadian bargaining units","Canadian Collective Agreement",[256,259,262,265,268,271,274,277,280,283,286],{"term":257,"definition":258},"Bargaining Unit","The defined group of employees — by job classification, location, or craft — that the union is certified to represent in contract negotiations.",{"term":260,"definition":261},"Union Security Clause","A provision requiring employees in the bargaining unit to join the union or pay dues (or an agency fee) as a condition of employment, to the extent permitted by applicable law.",{"term":263,"definition":264},"Dues Checkoff","An arrangement under which the employer deducts union dues directly from employee paychecks and remits them to the union, based on signed employee authorization.",{"term":266,"definition":267},"Management Rights Clause","A provision reserving to the employer the authority to direct the workforce, set production standards, assign work, and make operational decisions, except as explicitly limited by the agreement.",{"term":269,"definition":270},"Grievance Procedure","The multi-step internal process — typically three to four steps escalating from supervisor to arbitration — by which disputes over contract interpretation or application are resolved.",{"term":272,"definition":273},"Interest Arbitration","A process in which a neutral arbitrator resolves a bargaining impasse by imposing contract terms, used primarily in public-sector or essential-service contexts.",{"term":275,"definition":276},"Seniority","A system ranking employees by length of continuous service within the bargaining unit, used to govern layoff order, recall rights, shift preference, and promotion.",{"term":278,"definition":279},"No-Strike / No-Lockout Clause","Mutual promises by the union not to strike and by the employer not to lock out employees during the term of the agreement, in exchange for binding arbitration of disputes.",{"term":281,"definition":282},"Letter of Understanding (LOU)","A signed side agreement between the employer and union that clarifies or modifies a specific CBA provision without reopening the full contract.",{"term":284,"definition":285},"Reopener Clause","A provision allowing either party to reopen negotiation on specified subjects — typically wages — at a defined point during the contract term without waiting for full expiration.",{"term":287,"definition":288},"Past Practice","A consistent, longstanding way of doing something at the workplace that arbitrators may treat as an implied term of the contract even if not explicitly written.",[290,295,300,305,310,315,320,325,330,335],{"name":291,"plain_english":292,"sample_language":293,"common_mistake":294},"Recognition and bargaining unit definition","Identifies the union as the exclusive bargaining representative and defines precisely which job titles, classifications, and locations are covered.","The Employer recognizes [UNION NAME] as the sole and exclusive collective bargaining representative of all [JOB CLASSIFICATIONS] employed at [FACILITY/LOCATION], excluding supervisors, managers, confidential employees, and guards as defined by the NLRA.","Defining the bargaining unit by department name rather than job classification. Department names change with reorgs; classification-based definitions survive restructuring without triggering a recognition dispute.",{"name":296,"plain_english":297,"sample_language":298,"common_mistake":299},"Union security and dues checkoff","States the union membership or fee obligations for employees in the unit and authorizes the employer to deduct dues from paychecks and remit them to the union.","As a condition of continued employment, all bargaining-unit employees shall become and remain members of the Union, or pay an agency fee equal to dues, within [30] days of hire, to the extent permitted by applicable law. The Employer shall deduct dues from wages upon receipt of a signed authorization card.","Using a union security clause without checking state right-to-work law. In the 28 US right-to-work states, mandatory membership or fee requirements are unenforceable — including this clause as written exposes the employer to unfair labor practice charges.",{"name":301,"plain_english":302,"sample_language":303,"common_mistake":304},"Management rights","Reserves to the employer the right to direct operations, set policies, hire and discipline employees, and make business decisions, except where expressly limited elsewhere in the agreement.","The Employer retains the exclusive right to manage its operations, direct the workforce, establish work rules, determine methods of production, subcontract work, and take all actions necessary to run the business efficiently, subject only to the express limitations set forth in this Agreement.","Omitting the management rights clause entirely to avoid union pushback. Without it, arbitrators apply the 'reserved rights' doctrine inconsistently — an explicit clause creates a cleaner, more predictable baseline.",{"name":306,"plain_english":307,"sample_language":308,"common_mistake":309},"Wages, job classifications, and schedules","Sets out base wage rates by job classification and step, specifies effective dates for any scheduled increases, and attaches a wage schedule as an exhibit.","Effective [DATE], wage rates for each classification shall be as set forth in Schedule A. Effective [DATE + 12 MONTHS], rates shall increase by [X]%. Step progression from Step 1 to Step [N] shall occur after [X] months of satisfactory service in the classification.","Embedding specific dollar amounts in the body text rather than a Schedule A exhibit. When rates change mid-term or at renewal, an embedded rate requires a formal amendment; a Schedule A can be replaced without amending the main agreement.",{"name":311,"plain_english":312,"sample_language":313,"common_mistake":314},"Hours of work, overtime, and scheduling","Defines the standard workday and workweek, the overtime threshold and premium rate, shift differentials, and the employer's scheduling obligations.","The standard workday is [8] hours; the standard workweek is [40] hours, Monday through Friday. Overtime at 1.5× the regular rate is paid for hours in excess of [8] per day or [40] per week. A shift differential of $[X] per hour applies to all hours worked between 6:00 p.m. and 6:00 a.m.","Setting an overtime trigger only at 40 hours per week without a daily overtime provision in states like California that require daily overtime after 8 hours. The state statutory floor applies regardless of what the CBA says.",{"name":316,"plain_english":317,"sample_language":318,"common_mistake":319},"Benefits: health, pension, and leave","Describes employer contributions to health insurance and pension or retirement plans, vacation and sick leave accrual, and any other negotiated benefits.","The Employer shall contribute $[X] per hour worked to the [HEALTH FUND NAME] and $[Y] per hour worked to the [PENSION FUND NAME] on behalf of each covered employee. Employees accrue vacation at [X] days per year for Years 1–5 and [Y] days per year thereafter.","Describing benefit plan terms in the CBA body rather than referencing the plan documents. If the plan changes and the CBA language doesn't match, the employer faces a breach-of-contract claim even if the plan change was lawful.",{"name":321,"plain_english":322,"sample_language":323,"common_mistake":324},"Grievance and arbitration procedure","Establishes the step-by-step process for filing and resolving complaints about contract violations, ending in binding arbitration by a neutral third party if the earlier steps fail.","Step 1: Employee and steward present grievance to supervisor within [5] business days of the incident. Step 2: Union presents written grievance to HR within [10] business days of Step 1 denial. Step 3: Meeting with senior management within [15] business days. Step 4: Binding arbitration administered by [AAA / FMCS] if unresolved after Step 3.","Setting arbitration filing deadlines without a clear tolling rule for holidays and weekends. Missed arbitration deadlines are typically held to be fatal to the grievance — even meritorious ones — because courts enforce CBA time limits strictly.",{"name":326,"plain_english":327,"sample_language":328,"common_mistake":329},"No-strike and no-lockout","Mutual promises by the union to refrain from strikes, slowdowns, or work stoppages, and by the employer to refrain from lockouts, for the duration of the agreement.","During the term of this Agreement, the Union agrees that there shall be no strike, work stoppage, slowdown, or concerted refusal to work. The Employer agrees that there shall be no lockout of bargaining-unit employees. Violations of this clause shall be subject to immediate disciplinary action up to and including discharge.","No-strike clauses without a corresponding obligation on the employer to use the grievance procedure rather than unilateral action. Courts have found that an employer's material breach of the CBA can excuse the union from its no-strike obligation under Boys Markets principles.",{"name":331,"plain_english":332,"sample_language":333,"common_mistake":334},"Seniority, layoff, and recall","Defines how seniority is calculated, how it governs layoff order and recall rights, and the time limit within which a laid-off employee retains recall standing.","Seniority is defined as continuous length of service in the bargaining unit from the most recent date of hire. In the event of a reduction in force, employees shall be laid off in inverse order of seniority within the affected classification. Laid-off employees retain recall rights for [24] months.","Failing to specify whether seniority is unit-wide or classification-specific. Classification seniority can trap a senior employee in a dying job class; unit-wide seniority creates bumping rights across classifications that supervisors may not anticipate.",{"name":336,"plain_english":337,"sample_language":338,"common_mistake":339},"Term, expiration, and reopener","States the effective date, expiration date, and automatic renewal or termination notice requirements, along with any mid-term reopener rights.","This Agreement shall be effective [DATE] and shall remain in full force through [DATE], a period of [X] years. Either party may reopen negotiations on wages only during the [MONTH] of the final year. Notice of intent to terminate or modify shall be given at least [60] days prior to expiration.","Omitting the 60-day written notice requirement before expiration. Under NLRA Section 8(d), failure to give timely notice before a CBA expires can strip the union of its right to strike in support of new demands and expose the employer to unfair labor practice claims for premature unilateral changes.",[341,346,351,356,361,366,371,376],{"step":342,"title":343,"description":344,"tip":345},1,"Define the bargaining unit precisely","List every job classification covered by the agreement by its exact title, and explicitly exclude supervisors, managers, confidential employees, and any other categories your labor board has determined are outside the unit.","Use the job titles from the union's certification order or recognition agreement — any deviation creates a recognition dispute that can delay ratification.",{"step":347,"title":348,"description":349,"tip":350},2,"Complete the wages and classification schedule","Build Schedule A as a separate exhibit listing each job classification, every step in the pay progression, the effective date of current rates, and the date and percentage of any negotiated increases.","Express increases as percentages rather than flat dollar amounts so compounding is unambiguous across multi-year agreements.",{"step":352,"title":353,"description":354,"tip":355},3,"Set overtime and scheduling rules against your state's statutory floor","Enter the daily and weekly overtime thresholds, premium rates, and shift differential amounts. Cross-reference the applicable state wage-and-hour law to confirm the CBA meets or exceeds the legal minimum.","In California, daily overtime after 8 hours and double-time after 12 are mandatory — a CBA cannot waive these below the statutory floor.",{"step":357,"title":358,"description":359,"tip":360},4,"Draft the grievance procedure with specific time limits","Assign a specific number of business days to each step and name the decision-maker at each level. Include a clear statement that the arbitrator's decision is final and binding.","Keep Step 1 informal — supervisor and steward only — so minor issues are resolved quickly without consuming HR and union resources.",{"step":362,"title":363,"description":364,"tip":365},5,"Specify benefit contribution rates and reference plan documents","Enter the employer's hourly or per-employee contribution to each benefit fund, and reference the governing plan document rather than describing plan terms in the CBA body.","Confirm contribution rates with your benefits administrator before signing — even a one-cent-per-hour discrepancy in a large bargaining unit creates a significant underpayment liability over a three-year term.",{"step":367,"title":368,"description":369,"tip":370},6,"Calibrate seniority and layoff rules to your operations","Choose between unit-wide and classification-specific seniority and set the recall period. If bumping rights apply across classifications, define the minimum qualifications an employee must meet to exercise a bump.","A skills-based bumping test ('employee must be able to perform the job with minimal training') is generally upheld by arbitrators and prevents senior employees from displacing junior workers in roles they genuinely cannot perform.",{"step":372,"title":373,"description":374,"tip":375},7,"Insert the term, expiration date, and notice requirements","Enter the effective and expiration dates, the length of the term (typically 2–4 years), and the required notice period — at least 60 days under the NLRA — before either party can terminate or modify the agreement.","Calendar the 60-day notice deadline as soon as the agreement is signed — missing it is a statutory unfair labor practice, not just a contract breach.",{"step":377,"title":378,"description":379,"tip":380},8,"Execute before implementation of any new terms","Both the authorized employer representative and the union president or designee must sign before any changed wages, benefits, or rules take effect. Attach all schedules and letters of understanding as exhibits.","Provide each signatory with a fully executed copy the same day — delays in circulating the signed agreement create ambiguity about which version governs.",[382,386,390,394,398,402],{"mistake":383,"why_it_matters":384,"fix":385},"Including a union security clause in a right-to-work state","In the 28 US states with right-to-work laws, mandatory union membership or agency fee requirements are illegal. Including them exposes the employer to NLRB unfair labor practice charges and the union to litigation from affected employees.","Check the applicable state law before drafting. In right-to-work states, replace mandatory membership language with a dues checkoff authorization that is voluntary and individually revocable.",{"mistake":387,"why_it_matters":388,"fix":389},"Embedding specific benefit plan terms in the CBA body","When the plan changes — as health plans routinely do annually — the CBA language becomes incorrect. The discrepancy can be cited as a breach of contract in arbitration even if the plan change was otherwise lawful.","Reference the plan by name and document date only. State that employees are entitled to participate 'as the plan is in effect from time to time' and attach the summary plan description as a non-binding appendix.",{"mistake":391,"why_it_matters":392,"fix":393},"Missing the 60-day statutory notice before expiration","NLRA Section 8(d) requires written notice at least 60 days before a party seeks to terminate or modify a CBA. Failure to give notice strips the union's right to strike over new demands and can constitute an independent unfair labor practice.","Calendar the notice deadline at contract signing. Send written notice by certified mail and email to the other party's designated representative, and retain proof of delivery.",{"mistake":395,"why_it_matters":396,"fix":397},"Failing to define seniority as unit-wide or classification-specific","An ambiguous seniority clause generates grievances every time there is a layoff or job posting. Arbitrators resolve ambiguity inconsistently, meaning the same contract produces different outcomes in different arbitrations.","State explicitly whether seniority applies across the full bargaining unit or within individual job classifications, and define any bumping rights and the qualifications required to exercise them.",{"mistake":399,"why_it_matters":400,"fix":401},"Omitting time limits in the grievance procedure","Without specific deadlines at each step, grievances accumulate unresolved for months or years, creating large back-pay exposure. Courts and arbitrators routinely dismiss stale grievances — but only if the CBA contains a clear time limit to trigger the defense.","Assign a specific number of business days to every step, including the time to request arbitration after a final denial. Include a clear waiver clause for grievances not advanced within the stated deadline.",{"mistake":403,"why_it_matters":404,"fix":405},"No-strike clause without a corresponding employer duty to arbitrate","A no-strike clause is generally enforceable only so long as the employer honors its corresponding obligation to resolve disputes through the grievance and arbitration process. An employer that refuses arbitration on a meritorious grievance may be held to have excused the union's no-strike obligation.","Pair the no-strike clause with an explicit employer commitment to submit all grievances to binding arbitration at the union's request, and include a clause confirming that arbitration is the exclusive remedy for contract disputes.",[407,410,413,416,419,422,425,428,431],{"question":408,"answer":409},"What is a union collective bargaining agreement?","A union collective bargaining agreement (CBA) is a legally binding contract negotiated between an employer and a certified union that sets the terms and conditions of employment — wages, hours, benefits, discipline procedures, and grievance rights — for all workers in the bargaining unit. Once ratified and signed, it governs the employment relationship for its stated term, typically two to four years, and neither party can unilaterally change its terms without the other's consent.\n",{"question":411,"answer":412},"What must be included in a collective bargaining agreement?","A complete CBA covers: recognition of the union and definition of the bargaining unit, union security and dues checkoff, management rights, wage and classification schedules, hours of work and overtime rules, health and retirement benefits, grievance and arbitration procedure, no-strike and no-lockout commitments, seniority and layoff rules, and the term and expiration date with notice requirements. Missing any of these creates interpretive gaps that arbitrators fill in unpredictable ways.\n",{"question":414,"answer":415},"Is a collective bargaining agreement legally required?","In the US, the NLRA requires private-sector employers to bargain in good faith with a certified union over wages, hours, and working conditions, but it does not mandate that the parties reach agreement. However, once agreement is reached, reducing it to a signed written CBA is standard practice and effectively required to create enforceable obligations on both sides. In the UK, Canada, and most EU member states, statutory frameworks create similar or stronger obligations.\n",{"question":417,"answer":418},"How long does a collective bargaining agreement last?","Most private-sector CBAs run two to four years. Public-sector agreements often run one to three years, depending on budget cycles. Under the NLRA, either party may notify the other of intent to terminate or modify the agreement at least 60 days before expiration. The agreement continues in force during negotiations for a successor contract unless it is formally terminated after proper notice.\n",{"question":420,"answer":421},"What happens when a collective bargaining agreement expires?","When a CBA expires, the employer generally must maintain the status quo — continuing existing wages, benefits, and conditions — while bargaining in good faith for a new agreement. Unilaterally changing terms after expiration without bargaining to impasse is an NLRA unfair labor practice. The union regains the right to strike in support of new demands once the 60-day notice period has passed.\n",{"question":423,"answer":424},"Can an employer change a CBA without union consent?","No. Mandatory subjects of bargaining — wages, hours, and working conditions — cannot be changed unilaterally during the contract term or during negotiations without bargaining to a good-faith impasse. Changes made without consent constitute an unfair labor practice. The only exception is where the CBA itself explicitly grants the employer the right to make specific changes, such as a broad management rights clause.\n",{"question":426,"answer":427},"What is the difference between a CBA and an individual employment contract?","An individual employment contract governs the relationship between the employer and a single employee and can be negotiated individually. A CBA is negotiated between the employer and a union representing an entire group of employees, and its terms automatically apply to every worker in the bargaining unit — even those who did not personally agree to them. Where a CBA exists, its terms generally supersede any conflicting individual employment agreement for covered employees.\n",{"question":429,"answer":430},"Do I need a labor lawyer to draft a collective bargaining agreement?","Given the complexity of NLRA compliance, state law variations, and the long-term financial implications of benefit and wage commitments, engaging a labor lawyer for at least a template review is strongly recommended. This is especially true for first contracts, multi-site agreements, or any CBA involving pension fund contributions or public-sector statutory requirements. A typical review costs $1,500–$5,000 and is modest compared to the cost of a single arbitration or unfair labor practice proceeding.\n",{"question":432,"answer":433},"What is a grievance arbitration, and how does it relate to the CBA?","Grievance arbitration is the final step in most CBA dispute resolution procedures, in which a neutral arbitrator — rather than a court — hears and decides a claim that the employer or union violated the contract. The arbitrator's authority is defined entirely by the CBA itself, and decisions are generally final and binding, reviewable by courts only on narrow grounds such as fraud or a clear violation of public policy.\n",[435,439,443,447,451,455],{"industry":436,"icon_asset_id":437,"specifics":438},"Manufacturing","industry-manufacturing","Production classification hierarchies, shift schedules, skilled-trades jurisdictions, and safety committee rights are standard CBA provisions in manufacturing environments.",{"industry":440,"icon_asset_id":441,"specifics":442},"Healthcare","industry-healthtech","Nurse-to-patient staffing ratios, on-call and callback pay, mandatory overtime limits, and licensure maintenance obligations are frequently bargained subjects in hospital CBAs.",{"industry":444,"icon_asset_id":445,"specifics":446},"Construction and Trades","industry-construction","Project labor agreements, trade jurisdictions, apprentice-to-journeyman ratios, and hiring hall dispatch procedures define the CBA structure for building and construction unions.",{"industry":448,"icon_asset_id":449,"specifics":450},"Public Sector and Education","industry-government","Tenure protections, class-size limits, preparation time, and binding interest arbitration replace strike rights in many jurisdictions for teachers and public employees.",{"industry":452,"icon_asset_id":453,"specifics":454},"Transportation and Logistics","industry-logistics","Hours-of-service rules, mileage pay, layover and per diem rates, and seniority-based route bidding are central to CBAs covering truck drivers and transit workers.",{"industry":456,"icon_asset_id":457,"specifics":458},"Retail and Food Service","industry-retail","Scheduling predictability requirements, part-time benefit eligibility thresholds, and premium pay for holiday and Sunday work are common bargained issues in retail and hospitality CBAs.",[460,464,468,471],{"vs":461,"vs_template_id":462,"summary":463},"Employment Contract","employment-agreement_at-will-employee-D541","An individual employment contract governs one employee's relationship with the employer and is negotiated between those two parties directly. A CBA is negotiated with a union and applies automatically to every worker in the bargaining unit. Where a CBA exists, it supersedes conflicting individual contracts for covered employees. Use an employment contract for non-union or management hires; use a CBA where a union holds bargaining rights.",{"vs":465,"vs_template_id":466,"summary":467},"Non-Disclosure Agreement","non-disclosure-agreement-nda-D12692","An NDA protects confidential information and is typically an individual agreement signed by one employee or counterparty. A CBA governs the entire employment relationship for a bargaining unit and contains confidentiality provisions only incidentally, if at all. These documents serve different purposes and are not substitutes for each other.",{"vs":106,"vs_template_id":469,"summary":470},"independent-contractor-agreement-D160","An independent contractor agreement engages a self-employed individual outside the employment relationship — no union rights, no NLRA coverage, no CBA obligations. Misclassifying unionized employees as contractors is a serious NLRA violation. If the workers are employees doing the core work of your business under your direction, a CBA governs their terms — not a contractor agreement.",{"vs":121,"vs_template_id":472,"summary":473},"employee-handbook-D712","An employee handbook sets general workplace policies and can be revised unilaterally by the employer with notice. A CBA is a negotiated contract that cannot be changed without the union's consent. For unionized workforces, the CBA controls on any subject it addresses — the handbook fills gaps but cannot contradict CBA terms. Both documents should be reviewed together for consistency.",{"use_template":475,"template_plus_review":479,"custom_drafted":483},{"best_for":476,"cost":477,"time":478},"Small employers preparing an initial draft to bring to the bargaining table or documenting a simple renewal with minor changes","Free","2–4 hours for initial draft",{"best_for":480,"cost":481,"time":482},"First contracts, multi-year agreements with pension fund contributions, or any CBA involving public-sector statutory requirements","$1,500–$5,000","3–7 days for attorney review and redline",{"best_for":484,"cost":485,"time":486},"Multi-site or multi-union agreements, project labor agreements, or complex industries such as healthcare and construction with significant financial exposure","$5,000–$25,000+","2–8 weeks including negotiation support",[488,493,498,503],{"code":489,"name":490,"flag_asset_id":491,"note":492},"us","United States","flag-us","Private-sector CBAs are governed by the National Labor Relations Act and enforced under LMRA Section 301. Employers must bargain in good faith over mandatory subjects — wages, hours, and working conditions. State right-to-work laws in 28 states prohibit mandatory union membership or agency fee clauses. California imposes daily overtime requirements that CBAs cannot waive below the statutory floor, and several states have additional public-sector bargaining statutes.",{"code":494,"name":495,"flag_asset_id":496,"note":497},"ca","Canada","flag-ca","Labour relations in Canada are governed provincially for most workers, with separate federal legislation (Canada Labour Code) covering federally regulated industries such as banking, telecommunications, and interprovincial transport. First-contract arbitration is available in most provinces if the parties cannot reach agreement voluntarily. Quebec requires that all workplace documents, including CBAs, be available in French for provincially regulated employers.",{"code":499,"name":500,"flag_asset_id":501,"note":502},"uk","United Kingdom","flag-uk","Collective agreements in the UK are presumed not to be legally binding contracts between the union and employer unless they are in writing and expressly state they are intended to be binding — a statutory default under the Trade Union and Labour Relations (Consolidation) Act 1992. However, CBA terms incorporated into individual contracts of employment are fully enforceable. Statutory recognition procedures under the Employment Relations Act 1999 apply where the employer refuses voluntary recognition.",{"code":504,"name":505,"flag_asset_id":506,"note":507},"eu","European Union","flag-eu","EU member states have widely varying collective bargaining frameworks. In Germany, sectoral CBAs negotiated by industry associations cover entire industries and can be extended by ministerial decree to non-union employers. In France, CBAs are legally binding and sectoral agreements automatically apply to all employers in the sector. The EU Adequate Minimum Wages Directive (2022/2041) targets 80% collective bargaining coverage across member states. GDPR requires that any personal data processing obligations on the employer in the CBA comply with data protection law.",[462,469,472,466,509,510,511,512,513,514,515,516],"employee-dismissal-letter-D508","employment-agreement-executive-D543","fixed-term-contract-D13225","remote-work-agreement-D13282","job-offer-letter-long-D12769","temporary-employment-contract-D12734","termination-agreement-D13787","anti-harassment-policy-D12624",{"emit_how_to":196,"emit_defined_term":196},{"primary_folder":102,"secondary_folder":519,"document_type":520,"industry":521,"business_stage":522,"tags":523,"confidence":529},"employment-and-contractors","agreement","general","all-stages",[524,525,526,527,528],"union-agreement","collective-bargaining","employment-contract","labor-relations","wages-and-benefits",0.92,"\u003Ch2>What is a Union Collective Bargaining Agreement?\u003C/h2>\n\u003Cp>A \u003Cstrong>Union Collective Bargaining Agreement (CBA)\u003C/strong> is a legally binding contract negotiated between an employer and a certified union that governs every material term and condition of employment for all workers in the bargaining unit. It covers wages and job classifications, scheduled hours and overtime premiums, health and retirement benefits, disciplinary standards, grievance and arbitration rights, seniority rules, and the duration of the agreement itself. Unlike an individual employment contract, a CBA is negotiated collectively and applies automatically to every covered employee — whether or not they personally voted for the union or participated in negotiations. Once ratified and signed, neither party may unilaterally change its terms during the contract's life.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a signed CBA, the terms of employment for a unionized workforce exist as a patchwork of verbal understandings, historical practices, and informal side agreements — none of which are reliably enforceable. Employers who fail to reduce negotiated terms to writing expose themselves to unfair labor practice charges for unilaterally changing conditions, unlimited back-pay liability in arbitration, and costly disputes over what was actually agreed during bargaining. Unions face the same risk from the other direction: promises made at the table cannot be enforced without a written contract. A properly drafted CBA fixes the terms for a defined period, channels disputes into a predictable grievance procedure instead of work stoppages, and gives both supervisors and shop stewards a single authoritative source of truth. This template provides the structural framework that experienced labor counsel can tailor to your bargaining unit, jurisdiction, and industry — replacing ambiguity with clarity before the first grievance is filed.\u003C/p>\n",1781185993671]