Employee givebacks, also known as concession bargaining or union givebacks, are a form of negotiation between employers and employees. In this process, employees agree to relinquish certain benefits, wages, or working conditions they have previously obtained in exchange for job security. The objective is to safeguard employees from potential layoffs or other uncertainties related to their employment. This practice is a component of collective bargaining, which involves employers and employees discussing and reaching agreements on the terms and conditions of employment.
Concession bargaining, also known as employee givebacks, involves negotiations between employers and employees where the latter agree to relinquish previously gained improvements in wages, benefits, or working conditions in exchange for job security, such as protection against layoffs. To illustrate, a union may accept a wage freeze or reduction to prevent layoffs or prevent a company from outsourcing jobs. Similarly, employees may agree to pay a larger portion of their healthcare expenses in exchange for job security. These examples demonstrate how employee givebacks operate in practical terms. Employers may request concessions during challenging economic times or when facing financial difficulties, and employees may agree to sacrifice some of their benefits or pay to retain their jobs.
Generally, an employer cannot unilaterally require employees to give back part of their salary or benefits. Any changes to compensation or benefits must be agreed upon by both the employer and the employee.
In most cases, an employer cannot reduce an employee’s pay or benefits without their consent. However, there may be exceptions in certain circumstances, such as financial hardship for the company.
No, it is illegal for an employer to require employees to work for free. All work performed must be compensated at the appropriate rate.
Any changes to employment contracts must be agreed upon by both parties. An employer cannot unilaterally change the terms of a contract to require givebacks.
Generally, an employer cannot reduce or eliminate employee benefits without their consent. Changes to benefits must be communicated and agreed upon by the employees.
In certain circumstances, such as during a temporary business slowdown, an employer may be able to require employees to take unpaid leave. However, this must be done in compliance with labor laws and any applicable employment contracts.
Generally, an employer cannot reduce employee hours or change their schedules without their consent. Any changes to work hours must be communicated and agreed upon by the employees.
An employer can require employees to reimburse the company for legitimate business expenses, as long as the expenses were incurred in the course of employment and are reasonable.
It depends on the specific circumstances and the laws in the relevant jurisdiction. In some cases, an employer may require employees to pay for their own training or certifications, but this must be clearly communicated and agreed upon in advance.
An employer can request that employees sign a new contract with giveback provisions, but the employees are not obligated to agree to the new terms. Any changes to employment contracts must be mutually agreed upon.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 17th April 2024.
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