By Esther Fefoame (MBA, PEM.ADR, CIHRMP, CHRG) – Industrial Relations& ADR Specialist & Managing Partner, EF and Associates Ltd.
One thing I have noticed in working with unionized workplaces is that when people hear Collective Agreement (CA), the conversation often goes straight to Money:
- Salary increases
- Allowances
- Bonuses
- Benefits
Of course, these are important.
But a Collective Agreement is much more than the monetary provisions.
Every Clause Matters
The clauses on working hours, overtime, leave, transfers, promotion, disciplinary procedures, grievance handling, health and safety, union activities, redundancy, termination, dispute resolution and other conditions of service can have a significant impact on the employment relationships.
And sometimes, it is the clause nobody paid much attention to during negotiations that becomes the source of a serious disagreement years later.
That is why I believe that a Collective Agreement (CA) should not be treated as a documents that is opened only when negotiations are due or when Management and the Union have a disagreement.
It should be read, understood and reviewed continuously.
For HR and Industrial Relations practitioners, this means keeping an eye on how the CA is actually being applied.
- Are Managers interpreting the clauses correctly?
- Are workers receiving what the agreement provides?
- Are there provisions that have become outdated because the organisation’s operations have changed?
- Are there clauses that repeatedly generate grievances?
- Are Management and the Union interpreting the same provision differently?
These are signs that the CA may need to be reviewed.
And there is another important reason to take this seriously.
A well-managed Collective Agreement (CA) can contribute to making an organization, an employer of choice.
- Workers want to know that the rules governing their employment are clear, fairly applied and respected.
- Unions also want an employer that honours its commitments and is willing to engage constructively.
- Employers, on the other hand need an agreement that is practical, sustainable and aligned with the realities of the business / organization.
This balance is where good Industrial Relations comes in.
So whether you are an HR Professional, Employer, Union Officer, or a Worker don’t only turn to the CA when you want to know how much you are getting.
- Read the whole document
- Understand every clause
- Review it regularly
Because the clause you ignore today may become the dispute you are trying to resolve tomorrow.
BixHRWisdom Insight
A Collective Agreement is not just a document for negotiating money.
It is one of the key documents governing the employment relationship in a unionized workplace.
- Take it seriously
- Read it
- Review it
- Apply it consistently
Stay tuned for more workplace insights from BixHRWisdom – Practical Lessons from the workplace
About the Author
Esther Fefoame is an experienced HR Management, Industrial Relations, and Alternative Dispute Resolution (ADR) practitioner with extensive hands-on experience in the Ghanaian and African workplace. She also authors the BixHRWisdom Series on Workplace related issues.
Esther works with employers, HR teams, and workers to resolve workplace disputes, strengthen people management systems, and promote fair and sustainable Labour practices. She writes on practical HR and workplace relations issues with a focus on clarity, fairness, and early conflict resolution.
Connect with Esther:
LinkedIn: linkedin.com/in/esther-fefoame-mba-pem-adr-cihrm-chrg-0548a71b5
Facebook: Esther Fefoame / BixHRWisdom
For HR consulting, workplace mediation, or training engagements: Email: efandassociatesgh@gmail.com / fefoame@gmail.com
