Collective Bargaining

The Los Angeles County (California) physician strike of January 1976 resulted in a partial withdrawal of physician services. Among recorded impacts were a $17.5 million loss in hospital revenues and an $8.5 million pay loss for hospital employees. Several surveys revealed no evidence of a significant impact on the general public in finding medical care. Analysis of emergency room visits and paramedical ambulance calls showed no significant increases during the strike. County mortality statistics for the strike were not affected. Eighty-eight fatalities among 2,171 patients transferred during the strike were analyzed; a

The paper examines variation in union density in advanced Western countries. It employs newly updated data on unionization which show that differences among industrialized Western nations persist overtime. The analysis includes examination of the role of corporatism, Left party power, Catholic party power, ethnic and linguistic diversity, the religious composition of the population, size of countries and labor force markets, proportion of the government and industry employment, government‟s share of GDP revenue. In addition to cross-national statistical analysis, union density rates are examined by major geographical and cultural clusters of countries, i.e., Northern countries, the Low Countries, English-speaking countries, German-speaking countries and Southern countries. We focus on divergence of union density between the United States and Canada, which belong to the same cluster of Western nations and have similar economic structures. We examine the role of social values and structural, economic, and political factors in divergence of unionism in Canada and the United States. Our analysis employs 1996 Lipset-Meltz survey data on attitudes towards unions in the United States and Canada as well as data from other surveys, such as the World Values Surveys.

This paper presents and evaluates two interpretations of the eastern German labour market. These interpretations are called `wage gap’ and `innovation gap’. The former follows standard neoclassical thinking and regards high eastern German unemployment as the consequence of too high a wage level. The latter follows endogenous growth theory and regards a lack of product innovations as the main constraint on output and employment growth in the eastern German economy. The paper argues that the `innovation gap’ explains the facts much better than the `wage gap’. From this, the paper draws conclusions for economic policy: given the high interregional mobility of the workforce and the erosion of collective bargaining in eastern Germany, the wage level is not an appropriate policy instrument anymore. Instead, policy should aim at strengthening the innovative power of the eastern German economy by supporting research and development in the region.

We present an experiment where two players bargain with a third player. They can bargain either separately or form a joint venture to bargain collectively. Our theoretical benchmark solution predicts decentralized bargaining, as only one player has an interest in forming a joint venture. However, we observe a significant amount of collective bargaining. Collective bargaining, when compared with decentralized bargaining,

Nepal with a view that the concerned parties of industrial relations will be acquainted with the methods and procedure of dispute settlement and establishes industrial peace. Though the process and period of dispute settlement in different methods differ depending on the types of disputes, the dispute settlement mechanism starts from the negotiation between worker and management in individual dispute and between group of workers or trade union and management in collective disputes. However, both of disputes end at judiciary process. The article suggests for voluntarily resolution of disputes by establishing mutual trust and understanding between the disputants before entering into the legal procedure for the permanent solution of disputes and makes the organisation free from industrial conflict and disagreement.

This article emphasizes the contribution of International Framework Agreements (IFAs) to collective bargaining within multinational companies (MNC). For this purpose, we used various data, including content analysis of 42 IFAs and interviews with representatives of the five Global Union Federations (GUFs) involved in the negotiation of these IFAs, in order to assess the content and efficiency of these agreements. Our

Building on a new labor-management partnership, Kaiser Permanente and its nearly seventy thousand union employees negotiated a five-year contract agreement in 2000 based on the principles of "interest-based negotiations. " The people who made this remarkable achievement happen, as well as the historic background of the case, are described and analyzed. A key element to the success of this initiative was the back-and-forth work of many different groups, including joint labor-management committees, coalitions of unions, bargaining task groups focused on particular subject areas, and local and national leaders of the company and its unions. Using illustrative comments from actual participants in this complex, nearly year-long negotiation process, the authors explore how the parties crafted their agreement.

We provide evidence that firms in more unionized industries strategically hold less cash to gain bargaining advantages over labor unions and shelter corporate income from their demands. Specifically, we show that corporate cash holdings are negatively related with industry unionization rates. We also find that this relation is stronger for firms that are likely to place a higher value on gaining a bargaining advantage over unions and weaker for those firms in which lower cash holdings provides less credible evidence that a firm is unable to concede to union demands. Additionally, we document that unionized firms manage their cash holdings downward prior to labor negotiations and that increases in cash holdings raise the probability of a strike. Finally, we show that unionization decreases the market value of a dollar of cash holdings. Overall, our findings indicate that firms trade-off the benefits of corporate cash holdings with the costs resulting from a weaker bargaining position with labor.

We introduce collective bargaining in a static framework where the firm and its risk-neutral employees negotiate over wages in a non-binding contract setting. Our main result is the equivalence between the non-binding collective equilibrium wage-employment contract and the equilibrium contract under binding risk-neutral efficient bargaining. We also demonstrate that our non-cooperative equilibrium wages and profits coincide with the Owen values of the corresponding cooperative game with the coalitional structure that follows from unionization. JEL Classification: C71, J51, L20 * We are grateful to Bart Cockx, Pieter Gautier, Harold Houba, Philipp Kircher, Glenn Rayp and seminar/conference participants at VU University Amsterdam, the second UECE Lisbon meetings (Lisbon, 2010) and the first annual Christmas meeting of Belgian economists (Louvain-la-Neuve, 2010) for helpful comments. This research is conducted while the second author is visiting VU University Amsterdam which hospitality is gratefully acknowledged.

Sociologiska institutionen. Foto: Lunds universitet Nyhetsarkiv 1978-2023: fack, arbetsgivare, kollektivavtal, parts-relationer, svenska modellen, a-kassa, arbetsvillkor mm News Archive 1978-2023: Trade unions, employers' associations, collective agreements, industrial relations, the Swedish model, unemployment funds etc Anders Kjellberg Med länkar till nedladdningsbara artiklar, bokkapitel, forskningsrapporter mm samt utdrag ur en del av artiklarna. Länk till denna fil:

'JUPITER' sugars India LTD was founded in 1941 in southern India as a private sugar factory. Later it enhanced its production from 1000 TCD to 8500 TCD in the year 1962. It was amalgamating many subunits and multi locational products into its main unit. The company has focused its attention on various projects and substantial resources. Subsequently, they have decided to organize the company into two units one in southern India and one in northern India. Sugar industry is a vital agro industry largely depends on agriculture in India and is extremely accountable for creating a major impact on rural economy in particular and the country's economic status on broad-spectrum. Sugar production has a yield in the Indian subcontinent since ancient times. Then subsequently evolutes around the globe Moxham (2002). Sugarcane is a native of tropical Indian domain and spread over to the vital segments of world. Sugarcane plantation would be carried out twice in every year in India. The majority of the sugar production in India takes at regional sugar mills NFCSF 2018. Subsequently in the post-independence era India contemplated for overall augmentation of sugar industry Indian Sugar Industry (2019). The Indian sugar industry is independent in its energy needs and further makes additional exportable power through cogeneration. The different byproducts of sugar industry likewise add to the economic development of the nation to advancing various additional industries. Sugarcane has developed as a multi-product crop utilized as an essential raw material for the manufacture of sugar, ethanol, paper, electricity and besides a cogeneration of subsidiary product.

Η επιτυχής ολοκλήρωση των συλλογικών διαπραγματεύσεων καταλήγει στη σύναψη ΣΣΕ, οι οποίες ρυθμίζουν με κανονιστικό τρόπο τους όρους εργασίας των δεσμευόμενων εργαζομένων. Σε περίπτωση αποτυχίας των διαπραγματεύσεων, δύναται να ενεργοποιηθεί η διαδικασία της μεσολάβησης-διαιτησίας, με σκοπό την επίτευξη συμφωνίας των μερών ή άλλως την έκδοση ΔΑ που ισοδυναμεί με ΣΣΕ.

A Book Summary on "Getting to YES" A book by Roger Fisher and William Ury, with Bruce Patton as Editor The book, "Getting to YES", co-created by Fisher and Ury, is a manual for the laymen to using negotiation techniques that are based on principles, as opposed to positional bargaining, that is thought to be a facilitator for rather less successful negotiations. This so-called positional bargaining is the type that happens when two people reach an arbitrary compromise. In arbitrary compromise, the interests of two people are usually left partially unaddressed, as both have sacrificed a part of one's interest in order to cater to the other. The danger of positional bargaining is that it can produce unwise agreements and also decisions that are detrimental to the relationship between the two because one may concede or yield to the other in order to hasten the process of negotiation. In conceding or yielding, one has already failed to acknowledge his or her interests. In addition to such, a negotiation that considers the relationship of both parties leads to a rather sloppy agreement. On the other hand, a principled negotiation is the type that transcends to a more creative and wise outcomes to conflicts that cater to the interests of both sides. This type of negotiation separates the people from the problem, focuses on interests and not positions, generates a variety of possibilities before deciding what to do, and insists that the result be based on some objective standard. This so-called principled negotiation is the central topic of the book. The authors introduce the book by addressing the reason why there is a need to understand negotiation. It is, as the authors suggest, a universal problem that is dealt with by all of us. Negotiation is somehow inherent in our day-today transactions to face negotiations. However, much to our dismay, this everyday transaction is not an easy fit. As the book suggests, we often negotiate by way of arbitrary compromise. We consider less of our interests and think of the relationship and the person we are negotiating with. In this type of negotiation, people tend to be faced with a dilemma. Meaning, people tend to see negotiation as either soft or hard. The soft negotiator, as the adjective suggests, is the type to consider the relationship between the persons and readily concede in order to reach to an agreement. In the end, this type of negotiator often feels exploited and feeling as if his or her interests were below the interests of the other. In the contrary, a hard negotiator sees the negotiation as a competition; whoever holds his ground the longest fares better and can

La reforma de la Gesetz zur Reform des  Betriebsverfassungsgesetzes en Alemania pretende fortalecer el derecho de participación de los representantes de los trabajadores en las empresas y, al mismo tiempo, adaptar la Ley de Comités de Empresa, invariable en lo sustancial desde hacía varias décadas, a las nuevas formas de organización del trabajo. Entre otras medidas, el legislador alemán ha incrementado el número de miembros del comité de
empresa, el número de representantes «liberados», ha simplificado el procedimiento electoral, ha aceptado la participación en el mismo de los trabajadores en misión y ha consolidado la delegación juvenil. Finalmente, se han adoptado también importantes medidas contra actitudes xenófobas o de discriminación sexual en el centro de trabajo y en el propio seno del comité de empresa.

Collective Bargaining, he demonstrates that he's up to the task. The main argument presented by Hogler is simple. This argument is that "embedded cultural values" in the United States, particularly those in the south, shaped strong anti-union attitudes and corporate campaigns that have enabled entire regions to erode unionism through prohibitive labor regulations. The key policy tool used by states for achieving this outcome is right-to-work legislation. This legislation, argues Hogler, has created a patchwork of labor regulation across the country which is in no small part responsible for the demise of American labor unions, hence the title.

Tariffavtaler har normativ virkning for og skaper gjensidig bindende rettigheter og plikter mellom partene i individuelle arbeidsavtaleforhold-normativt be-stemte vilkår inngår i arbeidsavtalene. Slike vilkår faller ikke bort selv om tariff-avtalen opphører å gjelde, de har «individuell eftervirkning». I artikkelen drøftes dette med utgangspunkt i et upublisert manuskript som ble lagt frem for og spe-sielt vektlagt av Oslo tingrett i en dom fra juni 2019. Tingrettsdommen og tariff-avtalers eftervirkning i henhold til arbeidstvistlovens § 8 tredje ledd berøres kort. Artikkelen er en kritisk kommentar til manuskriptet, men med det også til Tarjei Thorkildsens artikkel foran i dette heftet.
nøkkelord: tariffavtaler, normativ effekt, arbeidsavtalevilkår, individuell ettervirkning, tariffavtalers ettervirkning

In the spring/summer 2017 edition of Our Schools/Our Selves, most of the articles are related to the resistance by the Nova Scotia teachers to the repressive liberal government of Stephen McNeil. Brian Forbes' article " The Assault on Teachers' Collective Bargaining Rights in Nova Scotia, " for instance, outlines how this government passed legislation that restricted the capacity of public sector unions to negotiate with their employer—the government of Stephen McNeil. The purpose of this article, though, is not to review the articles in the journal. Rather, it is to point out and criticize the hidden standard that is uncritically assumed by most of the authors of articles in the journal. To that end, a summary of some of Forbes' description of teachers' points of resistance to the high-handed methods of the McNeil government is provided in the first section. The purpose of this summary, however, is to provide the background for a critique of the implicit assumption by Forbes (and many of the other authors of the spring/summer edition) that the typical model of collective bargaining and the corresponding collective agreements constitute something that is fair or just to the members of the contract. That critique is first found in the second section of the article. Jane McAlevey's alternative approach to collective bargaining (only briefly referred to by Ben Sichel, (2017) in his article, " Teachers Unions Can Win: Let's Get to Work ") is described, and it is argued that her alternative model is superior to the typical model implicitly advocated by most of the authors. On the other hand, since McAlvey's approach also has its limitations-given the context of a class of employers-her approach is in turn criticized for assuming that a collective agreement ratified using her approach is somehow fair or just. Such a critique is found in the third section, and has both a practical aspect and a theoretical aspect to it.

Sommario: 1. I casi concreti che hanno condotto al pronunciamento della Consulta. – 2. Alle origini della questione giuridica. – 3. Le novità recenti e i nuovi argomenti addotti nelle ordinanze di rimessione. – 4. Il riconoscimento del diritto di associazione sindacale dei militari. – 5. I limiti frapposti dalla Corte all’esercizio del nuovo diritto.

This article examines attitudes and behavior of white-collar employees and professionals towards unions in the framework of post-industrial economy which challenges traditional industrial and manual-based model of unionism. We use data from a 1996 survey of union members and non-members, other surveys and government reports. White-collar employees still have lower rate of union membership than blue-collar workers. However, unionism among some groups of professionals, such as teachers, has grown significantly. Stratification variables and public employment remain important determinants of unionization. Variation in the rate of adherence to unions is inversely related to membership in professional associations.

Labour standards adopted under the auspices of the ILO constitute the principal international influences on public sector collective bargaining; it is those standards that are the subject of this article. Focusing on the position of essential public sector employees, ILO principles concerning collective bargaining, dispute settlement and the right of workers to withdraw their services as part of bargaining are examined. Particular attention is devoted to the application of ILO standards to essential public sector employees and police officers; and the extent to which Australian law complies with these standards. The ILO supervisory bodies have acknowledged that restrictions on the general right of workers to collectively bargain and to strike can be justified in the case of essential public employees, but only on a minimal or proportional analysis. The ILO has also emphasised that any restrictions on the right to strike must be compensated by adequate, impartial and speedy conciliation and arbitration processes. It is shown, however, that with respect to essential public employees and police officers operating under the Fair Work Act 2009 (Cth), Australian law falls short on both of these scores, with a resultant uncertainty regarding the right of these workers to bargain collectively.

This paper overviews and explains the fundamental shift away from collective bargaining and industry arrangements to individualised and workplace based employment relations in New Zealand in the last two decades. While researchers have pointed to many explanatory factors driving‟ this shift away from collectivism, this paper will overview the changes in legislative frameworks and then focus on the role played by employers and their associations. This is partly because the role of employers has been under-researched in New Zealand employment relations and partly because it allows us to draw on several recent research projects and their empirical research findings. The paper suggests that the decline in collectivism may have serious unanticipated outcomes which have yet to feature prominently in employer discourses on employment relations. In particular, it is argued that it may jeopardise a move towards a high-skill, high-wage economy as tripartite efforts in training and education are undermined and a low-cost, low-skill equilibrium is becoming embedded.

5 7 8 9 12 UN MUNDO EN CAMBIO VERTIGINOSO La acumulación de conocimiento y el cambio tecnológico Las nuevas formas de organizar el trabajo Democracia y organización social Los cambios en la socialización de los individuos LA TRANSFORMACIÓN DE LOS SISTEMAS EDUCATIVOS Hacia un nuevo paradigma de gestión Seis prioridades estratégicas Nuevas competencias profesionales para la gestión El concepto de competencia CAJA DE HERRAMIENTAS PARA LA PROFESIONALIZACIÓN Contexto y objetivos Alcance de esta propuesta ACTIVIDADES NOTAS PARA LA MEMORIA BIBLIOGRAFÍA EL CAMBIO EN LAS ORGANIZACIONES Hervé, Sérieyx. LA EDUCACIÓN O LA UTOPÍA NECESARIA Jacques, Delors. 19 19 21 23 24 29 29 32 34 35 36 3

The key purpose of the analysis is to examine the status of employment contracts and collective labour agreements from the perspective of the new piece of legislation in the Republika Srpska. The main hypothesis is that the Government deliberately regulates certain issues through the law, as there is no expectation that the Collective Agreement will be reached soon.
The methodology has been based on contemporary analysis of labour legislation which is based not only on the idea of self-regulation, but also on the need to regulate the market in order to make it more efficient, or in line with political intentions. There are two aspects of this approach: regulation as exogenous factors that influence economic flows, and also “perfect” regulation, enabling perfect market competition. More specifically, the focus is on certain mechanisms that are regulated by the new law in an innovative way, which has given rise to argumentative discussion on the new normative mechanisms and their practical implementation.
One of the most important novelties in the Labour Law is the provision under which collective agreements are concluded for a period of three years, creating the possibility to track cyclical movements in the economy and to adapt to the market situation. On the other side the legislator has decided for certain issues that used to be defined under collective agreements to be regulated in detail by law, hence reducing the manoeuvre space for collective bargaining between the workers and the employers.
Latest developments are showing that the Union of Employers’ Associations of Republika Srpska is losing interest for tough negotiations with syndicate, as collective agreement is not obligatory requirement in front of them, similarly like in Great Britain, where it depends on the goodwill of the signatories, it seems that the Labor Law directly contributed to these developments.

Football is currently facing a “concussion epidemic” with no fix-all solution in sight. “You got your bell rung, that’s all!” “Shake out the cob- webs!” Coaches and medical experts alike have commonly made comments like these on football fields across the country. While the intent of such “encouragement” is usually to challenge young athletes to toughen up and learn to persevere through adversity—to become better versions of them- selves—what these comments really portray is a dark story of our society’s misunderstanding about, and mishandling of, brain injuries and their associated health consequences.
    There is no better example of this mishandling than the NFL’s past management of the concussion epidemic. After recent advances in neurologi- cal knowledge have revealed the devastating short and long-term conse- quences of concussions, the NFL now finds itself scrambling to mitigate the threat being posed to what makes the NFL, and football in general, so popu- lar—the gladiator-esque nature of the game. High concussion rates threaten to shrink the NFL’s talent pool, erode public support, decrease viewership (and consequently advertising and TV revenue), and expose the NFL to significant employment-related legal liability.
    While some of the NFL’s responses to date hold promise for helping to mitigate the concussion epidemic, they are nonetheless inadequate because a fix-all is unlikely to be developed soon, if ever. As such, this article argues the NFL should commit, through their collective bargaining agreement, to developing (1) genetic screening techniques that will inform players if they are acutely susceptible to substandard concussion recovery outcomes and long-term effects; (2) diagnostic tests that enable objective confirmation of concussion occurrence and recovery (or lack thereof); and (3) pre-mortem testing for concussion-related neurological diseases such as chronic traumatic encephalopathy (CTE).
    A genuine commitment to these initiatives will not only accelerate the innovation of concussion epidemic-mitigating technologies, but also ensure the NFL is providing its players with the necessary information for them to properly “assume the risk” of playing football.

This paper deals with the different collective bargaining strategies commonly used in SA. it also tests the effectiveness of the strategies and further looks at some of the emerging trends or strategies in the field of collective bargaining.

This paper is a review of a case study in human resource management with a slant towards the legal aspect of contract of employment and renegotiation of contracts. As none of the authors is a lawyer, the paper is reviewed from the managerial rather than from the legal point of view. Cindy is the lady employee in question who worked for a company for many years and never thought that a time would come when her employer would transfer her to a far off and forlorn place in the midst of nowhere. Her relocation puts her off and she thought she had been unfairly treated by her employer.  In the analysis of the issues at stake in the scenario, the authors came to the conclusion that both Cindy and her employers had merit in their case should they go to court for adjudication and pronouncement of a verdict. Cindy on her part did not follow due process at the onset to ask questions about her job. It seemed also that her employers on their part did not do full disclosure about the nature of the job and the need to relocate staff when necessary.  The authors decided to use the exploratory approach methodology in this case study review as there was not much information in the scenario to go by. The case study method has been found to be a suitable method of research that enables a phenomenon to be examined closely at a micro level so that knowledge from a small sample can be extended to cover generalizations of all similar cases, using the deductive and inductive approaches. Therefore the authors made some assumptions and used the deductive and inductive approach to arrive at logical conclusions. This article is therefore a narrative article and a commentary that does not include any primary research material. Readers are free to come to their own conclusions on the merit of the case as the main objective of the authors of this article is  to generate knowledge for academic discourse. Human Resource practitioners and theoreticians will hopefully find the article stimulating food for thought and pertinent to their work.

Over fifty years ago George Taylor, one of the most highly respected labor-management neutrals of his time, called for third parties to take on what he termed "a mantle of responsibility for labor-management relations." Today, wide ranges of practitioners are assuming this responsibility. They are playing a variety of internal and external roles, as labor arbitrators, mediators, consultants, facilitators, dispute

Act No. 6356 on Trade Unions and Collective Labour Agreements-Turkey

Part I - Purpose and Definitions
Part II - Principles of Establishment and Bodies
Part III - Membership
Part IV - Protection
Part V - Activities
Part VI - Revenues, Audit and Dissolution of the Organizations
Part VII - General Principles of Collective Labour Agreements
Part VIII - Conclusion of Collective Labour Agreement
Part IX - Settlement of Collective Labour Disputes
Part X - Establishment and Working Principles of the High Board of Arbitration
Part XI - Strikes and Lockouts
Part XII - Miscellaneous and Final Provisions

in Turkish: https://www.academia.edu/24051416/SEND%C4%B0KALAR_VE_TOPLU_%C4%B0%C5%9E_S%C3%96ZLE%C5%9EMES%C4%B0_KANUNU_-_2_May%C4%B1s_2016_G%C3%BCncel

In a national framework labour law constantly evolves in a system of forces and purposes, and such evolution shapes the relevant labour market. Labour law systems result from political and social contention informed by theory, legal tradition, and other variables. During this process, in fact, the labour market develops its own regulations, as it does not rely upon a theoretical scheme of vacuums and gravities. The tension between the labour law’s pressure to make labour markets conform to the law, on one hand, and the labour markets’ pressure to make labour law adapt itself to economic changes, on the other hand, generates the ‘duality’ of labour law that is the subject of this paper.

Preface of H. Arthurs

With inequality growing and competitive market forces on the march, can unions play a constructive role in solving the problems of capitalist economic development? Should they try? In this study of coalition building in Buffalo, New York we find that regular procedures of problem solving involving multiple coalition partners -what we call a high-road social infrastructure -have developed in the city. We discuss the progression of union approaches to economic development, including in-plant and regional labor-management partnership, community coalitions and the creation of labor-led nonprofit organizations. In response to long-term economic and social crisis, a group of union leaders has begun carrying out projects to help attract investment from outside the region and improve the quality of jobs in the region. Coalition-building, however, is hampered by uncertainty about the best union strategy, enmity from some business and political elites, and the scale of the region's long-term structural problems.

This article explores the effects on employees of co-operation and conflict in the workplace, outlining six workplace types. A survey of union representatives in the UK steel industry reveals evidence of co-operative industrial relations linked to some
superior terms and conditions, employee involvement and health and safety outcomes. However, it fails to find evidence that co-operative industrial relations are associated with
a broader HRM package of workplace restructuring, high performance work teams or job security provisions. Nor is any association revealed between co-operation and a greater
role for trade unions. These findings suggest workplace co-operation in this industry remains part of a traditional gainsharing package and an 'alliance of insiders' rather
than an HRM partnership or union incorporation. This raises broader questions about the ability of co-operation to deliver important aspects of organizational competitive advantage.

One of the most crucial factors which enhance the sustainability of an organisation is its human resources. Employee productivity affects the overall performance of an organisation. In order to enhance the job security, employees form unions who collective negotiate issues such as wages

This article argues that the right to bargain collectively should be given to every person working for others for pay who suffers a significant degree of democratic deficits or economic dependency in this work relationship. This would constitute a much broader scope of application compared with the current situation in most countries. This change is justified based on an inquiry into the purpose of laws that allow and promote the practice of collective bargaining, on the one hand; and the purpose of laws that prevent cooperation among potential competitors, on the other. Collective bargaining laws promote workplace democracy, redistribution of resources, and efficiency. It is shown that, as far as the broadened group of workers suggested here is concerned, the goals of competition laws are not contradictory.

In this study, the regulation of working conditions in the collective bargaining agreements between Turkish Airlines (THY) - the largest company of Turkish air transport sector - and trade union (Hava-İş) was evaluated.  Here, changes in the provisions relating to working conditions are discussed under the context of the factors such as political environment, the effects of changing in trade union’s leadersip and company’s managers, changes in legislation, strikes and privatization practices. Data was collected by literature review and 19 collective agreements (between 1968-2013) which were signed between Turkish Airline and trade union (Hava-İş). It is concluded that changes in the provisions regulating the working conditions in the collective agreements have been resulted against workers over time.