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- W4255350022 abstract "Experience has also shown that unit proliferation and uncoordinated decentralized bargaining often lead to unintended and unfortunate consequences. While the collective bargaining law specifies “community of interest” as the major criterion for unit determination, Public Employment Relations Commission focused on the definition of “employer.” Unit determination and government organization for collective bargaining are closely related and affect one another. Three major approaches to management organization can be discerned. In the first, state government accepts units as historically determined and allows its bargaining and contract administration structure to correspond. In a second, enabling legislation establishing bargaining rights specifies criteria for unit determination. Such criteria are often intended to support centralized authority for bargaining at a particular level, usually the Office of the Governor. In a third approach the law is permissive, but public management moves aggressively to influence a particular bargaining configuration. Generally, the configuration is one involving a high degree of centralization." @default.
- W4255350022 created "2022-05-12" @default.
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- W4255350022 date "2020-04-30" @default.
- W4255350022 modified "2023-09-29" @default.
- W4255350022 title "Centralization or Decentralization of Bargaining among State Government Employees: An Examination of the Options*" @default.
- W4255350022 doi "https://doi.org/10.1201/9781315224275-12" @default.
- W4255350022 hasPublicationYear "2020" @default.
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