Collective Bargaining Agreement Template for United States

A Collective Bargaining Agreement is a formal contract between employers and workers' unions that sets the rules for employment. In the Philippines, these agreements typically cover wages, benefits, work hours, overtime pay, and workplace safety standards under the Labor Code.

Think of it as a workplace constitution that protects both sides - employees get fair treatment and clear rights, while companies get stable labor relations and clear procedures for handling disputes. Once signed, it binds both parties legally for a set period, usually 3-5 years, though some terms can be reviewed annually under Philippine labor laws.

Use a Collective Bargaining Agreement when your company has unionized workers or faces potential unionization. It's especially important in Philippine industries with strong labor unions, like manufacturing, transportation, and service sectors, where clear employment terms prevent disputes and work stoppages.

The agreement becomes necessary during union certification, when existing contracts expire, or when major workplace changes affect employee rights. Getting it right helps avoid costly labor disputes, DOLE violations, and unfair labor practice claims. Many Philippine companies start negotiations 3-6 months before their current CBA expires to ensure smooth transitions.

• Collective Bargaining Agreement Contract: Standard comprehensive version covering all basic employment terms and conditions
• Collective Agreement: Simplified format for smaller organizations with fewer negotiation points
• Union Agreement: Focuses specifically on union-management relations and grievance procedures
• Collective Employment Agreement: Detailed version with industry-specific provisions and performance metrics
• Collective Workforce Agreement: Enhanced version with flexible work arrangements and modern benefits packages

• Labor Unions: Act as workers' representatives during CBA negotiations, ensuring members' interests are protected
• Company Management: Represents employer interests, negotiates terms, and ensures business sustainability
• HR Department: Implements agreement provisions, handles day-to-day compliance, and maintains records
• DOLE Officials: Mediate disputes, oversee compliance, and register approved agreements
• Legal Counsel: Reviews terms, ensures legal compliance with Philippine labor laws, and advises both parties
• Employee Representatives: Participate in negotiations and communicate workers' concerns to union leadership

• Current Terms Review: Gather existing employment policies, wage rates, and benefits packages
• Union Documentation: Obtain union registration details and membership records from DOLE
• Industry Standards: Research similar CBAs in your sector for competitive benchmarking
• Financial Data: Prepare company financial statements to support wage negotiations
• Compliance Check: Review latest Philippine labor laws and DOLE regulations
• Stakeholder Input: Collect feedback from department heads and employee representatives
• Draft Generation: Use our platform to create a legally-sound CBA template with all required elements

• Party Details: Full legal names of union and employer, registration numbers, and addresses
• Duration Clause: Agreement period, typically 3-5 years per Philippine labor law
• Compensation Terms: Wage scales, benefits, allowances, and performance bonuses
• Working Conditions: Hours, leaves, overtime rules, and safety protocols
• Grievance Procedure: Step-by-step dispute resolution process
• Union Security: Membership rules, dues check-off, and representation rights
• No-Strike Clause: Peace obligation during CBA term
• Signatures Section: Authorized representatives from both parties with DOLE attestation

A Collective Bargaining Agreement differs significantly from an Enterprise Bargaining Agreement in several key aspects, though both deal with workplace relations in the Philippines.

• Scope of Coverage: CBAs cover entire unions and apply uniformly across all members, while EBAs can be tailored to specific departments or business units
• Negotiation Process: CBAs require formal union involvement and DOLE oversight, whereas EBAs can be negotiated directly with employee groups
• Legal Requirements: CBAs must follow strict Labor Code provisions for union recognition and certification, while EBAs have more flexible requirements
• Duration and Modification: CBAs typically last 3-5 years with limited modification options, but EBAs can have shorter terms and more flexible amendment processes
• Enforcement Mechanisms: CBAs have stronger legal protections and union-backed enforcement, while EBAs rely more on internal dispute resolution