Протокол собрания трудового коллектива образец: Образец протокола собрания трудового коллектива, 2020, 2019 — Документы делопроизводства предприятия — Образцы и бланки договоров

Протокол собрания трудового коллектива. Образец документа и основные нюансы оформления :: SYL.ru

Протокол собрания трудового коллектива, образец которого будет рассмотрен в данной статье, является организационно-распорядительным документом, который фиксирует процесс обсуждения всех вопросов, стоящих на повестке дня. Как верно и без ошибок составить протокол?

Кто и когда составляет

Протокол общего собрания трудового коллектива (образец его представлен далее) ведется во время самого заседания. Если весь процесс записывается на диктофон, то составить протокол можно и после заседания.

Ведет протокол специально назначенное лицо или секретарь организации. Именно от его квалификации зависит правильность составления документа и качество вносимых записей. Для оформления используют фирменный бланк организации.

Для чего нужно собрание

Собрание коллектива необходимо для того, чтобы решить важные вопросы, возникшие в организации. Это касается существующих проблем, разрешения разногласий в коллективе, принуждения руководителя исполнять предписания внутренних локальных документов и т. д. Количество работников, которые должны присутствовать на собрании, варьируется от 50% до 70% от общего числа. Обязательное число присутствующих зависит от вопроса, который выносится на повестку дня. Итоговое решение принимается подавляющим большинством голосующих от половины. Такие собрания актуальны не только на производствах, но и, к примеру, в учебных заведениях.

Рассмотрим протокол собрания трудового коллектива школы (образец документа).

Оформление

Составляя протокол, уполномоченное лицо должно проследить, чтобы документ содержал обязательные сведения:

1. Дата, место, время заседания.
2. Основной вопрос, который стоит на повестке дня (например, протокол собрания трудового коллектива о награждении – образец далее).
3. Общее число всех работников организации и количество принимающих участие в собрании. Помимо этого, необходимо иметь общий список участников собрания, который оформляется отдельным документом.
4. Информация о председателе и делопроизводителе собрания, о его теме, вынесенной на повестку, выступавших работниках, вынесенных предписаниях.
5. Результат заседания, который устанавливается путем подсчета голосов.

Протокол должен быть заверен подписями председателя и секретаря. Также необходимо указать реквизиты всех задействованных работников с указанием должности каждого. Если на повестке несколько вопросов, то каждый из них обсуждается отдельно. По окончании заседания в протоколе должны быть отражены все вопросы и решение по ним.

Положения

Протокол собрания трудового коллектива, образец которого представлен в статье, является основной распорядительной бумагой коллективного управления и оформляется как документ, где указаны основные реквизиты организации.

Типовая форма протокола должна содержать следующую информацию:

• полное наименование предприятия;
• название документа;
• дату формирования;
• если протокол имеет распорядительный характер, указывается индекс;
• место формирования;
• поставленные на повестку дня вопросы;
• подписи председателя и секретаря.

Также в протоколе могут быть указаны дополнительные сведения:

• отметка об утверждении;
• название подразделения;
• пометка о приложениях;
• вид голосования (открытое или тайное).

Основные особенности оформления подобных документов, соблюдение правил заполнения, указание дополнительных сведений, формулировок установлены трудовым законодательством, существующими управленческими ситуациями и деловыми оборотами.

Делопроизводство

На протяжении всего собрания делопроизводитель ведет общий протокол заседания, который должен быть пронумерован и прошит. Также на документе должна стоять подпись руководителя и штамп организации.

Подобные документы ведутся на протяжении всего года, подписываются председателем и секретарем собраний. При этом протоколы собраний формируются систематически, передаются на хранение на основании соответствующего акта и включаются в общую номенклатуру дел. Храниться протоколы заседаний должны все время существования организации.

Рассмотрим подробнее образец выписки из протокола собрания трудового коллектива.

Особенности

Любое действие коллективных трудовых споров, соглашение или разногласие, принимаемое в связи с рассмотрением спора, должно быть оформлено через протокол собрания трудового коллектива. Образец документа считается правомочным, если был составлен на собрании, на котором присутствовало более половины от общего числа всех работников организации либо не меньше 30% от числа избранных делегатов.

У рабочего коллектива могут быть свои представители на подобных собраниях:

• профсоюзы;
• объединения профсоюзов;
• другие объединения, которые предусмотрены уставами межрегиональных профсоюзов;
• иные объединения, которые избираются сотрудниками предприятий и не противоречат закону.

Интересы сотрудников представляет первичная профорганизация либо избранные представители. Если на повестке дня стоят вопросы о заключении, разрешении или изменении коллективного договора, а также о контроле за его исполнением, интересы сотрудников могут быть представлены профсоюзом.

Те сотрудники, которые уклоняются от участия в собрании, а также представители, которые отказываются предоставлять помещение для собрания, могут привлекаться к дисциплинарным взысканиям или административной ответственности.

Выше представлен протокол собрания трудового коллектива (образец документа), соответствующий нормам трудового права.

90000 Basic Sample of Board of Directors Meeting Minutes 90001 90002 90003 90004 Vast majority of content in this topic applies to for-profits and nonprofits. This book also covers this topic. 90005 90006 90007 90008 90009 90010 © Copyright Carter McNamara, MBA, PhD 90011 90012 Description 90013 90010 The following sample agenda represents typical format and content of a board meeting minutes report. This sample should be customized to the particular culture and purpose of the organization.Note that board meeting minutes are very important. Minutes are considered legal documents by the auditors, IRS and courts, and they represent the actions of the board. Many assert that if it’s not in the minutes, it did not happen. 90011 90010 There is no standardized level of content and format for board minutes. In courts, as important as what you did is that you were reasonable when you did it. Therefore, sufficient information should be included to describe how board members reasonably came to reasonable decisions.90011 90010 Include the name of the organization, date and time of meeting, who called it to order, who attended and if there a quorum, all motions made, any conflicts of interest or abstainments from voting, when the meeting ended and who developed the minutes. 90011 90010 The secretary of the board usually takes minutes during meetings. Written minutes are distributed to board members before each meeting for member’s review. Minutes for the previous meeting should be reviewed right away in the next meeting.Any changes should be amended to the minutes and a new version submitted before the next meeting where the new version is reviewed to be accepted. Minutes should be retained in a manual and shared with all board members. 90005 90011 90023 90024 90025 Sample of Board Meeting Minutes 90005 Name of Organization 90005 90028 (Board Meeting Minutes: Month Day, Year) 90005 (time and location) 90011 90010 90005 90025 Board Members: 90028 90005 90036 Present: 90037 Bhata Bhatacharia, Jon White Bear, Douglas Carver, Elizabeth Drucker, Pat Kyumoto, Jack Porter, Mary Rifkin and Leslie Zevon 90005 90036 Absent: 90037 Melissa Johnson 90005 90036 Quorum present? 90037 Yes 90011 90010 90036 Others Present: 90037 90005 Exec.Director: Sheila Swanson 90005 Other: Susan Johns, Consulting Accountant 90011 90010 90025 Proceedings: 90028 90005 · 90036 Meeting called to order 90037 at 7:00 p.m. by Chair, Elizabeth Drucker 90005 · (Last month’s) meeting minutes were amended and approved 90011 90010 90036 · Chief Executive’s Report: 90037 90005 — Recommends that if we not able to find a new facility by the end of this month, the organization should stay where in the current location over the winter. After brief discussion, Board agreed.90005 — Staff member, Jackson Browne, and Swanson attended the National Practitioner’s Network meeting in Atlanta last month and gave a brief extemporaneous presentation. Both are invited back next year to give a longer presentation about our organization. After brief discussion, Board congratulated Swanson and asked her to pass on their congratulations to Browne as well. 90005 — Drucker asserts that our organization must ensure its name is associated with whatever materials are distributed at that practitioner’s meeting next year.The organization should generate revenues where possible from the materials, too. 90005 — Swanson mentioned that staff member, Sheila Anderson’s husband is ill and in the hospital. MOTION to send a gift to Anderson’s husband, expressing the organization’s sympathy and support; seconded and passed. 90011 90010 90036 · Finance Committee report 90037 provided by Chair, Elizabeth Drucker: 90005 — Drucker explained that consultant, Susan Johns, reviewed the organization’s bookkeeping procedures and found them to be satisfactory, in preparation for the upcoming yearly financial audit.Funds recommends that our company ensure the auditor provides a management letter along with the audit financial report. 90005 · — Drucker reviewed highlights, trends and issues from the balance sheet, income statement and cash flow statement. Issues include that high accounts receivables require Finance Committee attention to policies and procedures to ensure our organization receives more payments on time. After brief discussion of the issues and suggestions about how to ensure receiving payments on time, MOTION to accept financial statements; seconded and passed.90011 90010 · Bo 90036 ard Development Committee’s report 90037 provided by Chair, Douglas Carver: 90005 — Carver reminded the Board of the scheduled retreat coming up in three months, and provided a drafted retreat schedule for board review. MOTION to accept the retreat agenda; seconded and passed. 90005 — Carver presented members with a draft of the reworded By-laws paragraph that would allow members to conduct actions over electronic mail. Carver suggested review and a resolution to change the By-laws accordingly.Kyumoto suggested that Swanson first seek legal counsel to verify if the proposed change is consistent with state statute. Swanson agreed to accept this action and notify members of the outcome in the next Board meeting. 90011 90010 · 90036 Other business: 90037 90005 — Porter noted that he was working with staff member, Jacob Smith, to help develop an information management systems plan, and that two weeks ago he (Porter) had mailed members three resumes from consultants to help with the plan.In the mailing, Porter asked members for their opinions to help select a consultant. Porter asked members for their opinions. (NOTE: Zevon noted that she was also a computer consultant and was concerned about conflict of interest in her Board role regarding this selection, and asked to be ABSTAINED from this selection. Members agreed.) The majority of members agreed on Lease-or-Buy Consultants. MOTION to use Lease-or-Buy Consultants; seconded and passed. 90005 — Swanson announced that she had recently hired a new secretary, Karla Writewell.90011 90010 · 90036 Assessment of the Meeting: 90037 90005 — Kyumoto noted that the past three meetings have run over the intended two-hour time slot by half an hour. He asked members to be more mindful and focused during discussions, and suggested that the Board Development Chair take an action to identify solutions to this issue. Chair, Carver, agreed. 90011 90010 · Meeting adjourned at 9:30 p.m. 90005 · Minutes submitted by Secretary, Bhata Bhatacharia. 90011 90010 Return to Board Meeting Minutes 90005 90011 90023 90012 For the Category of Boards of Directors: 90013 90010 To round out your knowledge of this Library topic, you may want to review some related topics, available from the link below.Each of the related topics includes free, online resources. 90011 90010 Also, scan the Recommended Books listed below. They have been selected for their relevance and highly practical nature. 90011 90010 Related Library Topics 90011 90010 Recommended Books 90011 90005 .90000 Collective Bargaining — Canada.ca 90001 90002 Federal Mediation and Conciliation Service (90003 FMCS 90004) — About Us 90005 90006 The Federal Mediation and Conciliation Service was established to provide dispute resolution and dispute prevention assistance to trade unions and employers under the jurisdiction of the Canada Labour Code (the Code). 90007 90006 The Service thus offers employers and unionized employees tools for: 90007 90010 90011 dispute resolution through the services of conciliation and mediation officers-third parties whose mandate is to assist both parties in reaching a mutual agreement; and 90012 90011 dispute prevention services that, in this case, are intended to prevent disputes before they occur.This is achieved by training workshops on collective bargaining and joint conflict resolution, among other things. This section also contains information on grievance mediation. These are all ways of resolving disagreements and improving industrial relations during the term of the collective agreement. 90012 90015 90006 The Federal Mediation and Conciliation Service also plays an important role in another method of conflict resolution: arbitration. The Service coordinates the appointment of arbitrators to resolve certain types of disputes governed by the Canada Labour Code, such as grievances, unjust dismissals and wage recovery, and by the Wage Earner Protection Program Act.90007 90002 Collective Bargaining Process 90005 90020 90021 90006 90023 Collective Bargaining Process timeline 90024 90007 90010 90011 The collective bargaining process begins with a notice to bargain, a written notification given by either the employer or the union requiring the other party to commence collective bargaining for the purpose of renewing or revising a collective agreement or entering into a new collective agreement.As soon as notice to bargain is given, it is the responsibility of the employer and union to negotiate in good faith. 90012 90011 If an impasses is reached or if the negotiations have not started within the time specified in Section 50 of the Canada Labour Code, either party may file a notice of dispute to the Minister of Labour. 90012 90011 In the event of a notice of a dispute which has been filed in full compliance as stipulated in section 6 of the Canada Industrial Relations Regulations, the Minister of Labour appoints a conciliation officer within fifteen days to assist the parties in resolving their differences.90012 90011 The conciliation officer has a 60 day mandate, but the parties may, if they both agree, request an extension of the time for conciliation. At the end of the conciliation period, a 21-day cooling off period begins. 90012 90011 During the cooling off period, the Minister of Labour can appoint a mediator to continue to assist the parties in reaching an agreement. During this time, parties acquire the legal right to strike or lockout. However, a legal work stoppage can not take place until the 21-days have expired.90012 90011 As a requirement to obtain the legal right to declare a strike or lockout, a seventy-two hours ‘notice to the other party and to the Minister of Labour is needed. In addition, the union must obtain a strike mandate (60 days — section 87.3 of the Code) from its membership in order to commence strike action. 90012 90011 If need be, the Minister of Labour can refer specific issues to the Canada Industrial Relations Board (90003 CIRB 90004). For example, parties must have an agreement on the maintenance of minimal services during a work stoppage to prevent an immediate and serious danger to the safety or health of the public.Where they can not reach such an agreement, the Minister of Labour may refer the matter to the 90003 CIRB 90004 for adjudication. 90012 90011 Another possibility is the appointment of an arbitrator to resolve outstanding issues, however 90023 both parties must agree 90024. 90012 90011 In summary, parties may not exercise their right to strike or lockout until a notice to bargain has been given, the conciliation process has taken place, twenty-one days have elapsed since the end of the conciliation process, a strike vote has been taken , and a 72-hour strike notice or lockout has been given.90012 90011 In rare instances, the period of the conciliation process (60 days) may be shortened by agreement of the parties or eliminated if the Minister decides not to appoint a conciliation officer, a conciliation commissioner or a conciliation board. 90012 90011 In rare instances, a strike or lockout may have such a significant impact on the public interest that back-to-work legislation or pre-emptive legislation is needed. Back-to-work legislation or special legislation has always been seen as a last resort.90012 90015 90002 Notice of dispute 90005 90006 A notice of dispute is a formal written notification advising the Minister of Labour that the parties to a collective agreement have reached an impasse in their efforts to enter into, renew or revise a collective agreement and that the intervention of a neutral party is needed. By means of the notice of dispute, the Minister is requested to provide conciliation assistance to the parties. 90007 90006 As specified in Section 71 of the Canada Labour Code, a notice of dispute may be provided by either party to the Minister of Labour once the parties have bargained collectively and reached an impasse, or have failed to enter into negotiations within the time specified in Section 50 of the Code.When a notice of dispute has been served, the Minister has the option to appoint a conciliation officer, a conciliation commissioner, establish a conciliation board or choose to not provide assistance. Under normal circumstances, a conciliation officer, who is a member of the staff of the Federal Mediation and Conciliation Service (90003 FMCS 90004), is appointed no later than 15 days following receipt of the notice of dispute which has been filed in full compliance as stipulated in section 6 of the Canada Industrial Relations Regulations.90007 90002 Conciliation 90005 90006 When the employer and unionized employees can not reach an agreement, and negotiations to renew the collective agreement reach an impasse, the Minister of Labour may decide to appoint a conciliation officer. 90007 90006 However, the employer or the union representing the employees must make a request to the Minister by filing a «notice of dispute». Once appointed, the conciliation officer will meet the parties to assist them in resolving the impasse and reaching a collective agreement.Conciliation officers have considerable expertise in industrial relations gained through years of practical experience. 90007 90006 The conciliation process may take up to 60 days, although the parties may mutually agree to extend this time period. 90007 90006 To request conciliation assistance, employers or unions may do so by completing the form «Notice of dispute and request for conciliation assistance» and by sending it to the Federal Mediation and Conciliation Service. 90007 90006 The form can be submitted by: 90007 90006 Mail: 165 Hôtel-de-Ville Street 90021 Place du Portage, Phase 90078 II 90004, 7th Floor 90021 Gatineau, Quebec K1A 0J2 90021 Fax: 819-953-3162 90021 Email: [email protected] (then dial 819-654-4084) 90007 90006 Required documentation to be included with the Request is also mentioned on the form. A complete copy of the submission should be retained for your records and future reference. 90007 90006 For more information, you may call a Federal Mediation and Conciliation Service regional office of the Labour Program, from 8 a.m. to 4 p.m .: 90007 90010 90011 Toll free phone number: 1-855-249-2290 (then dial 819-654-4084) 90012 90011 Phone number: 819-654-4084 90012 90015 90006 or through the 90003 FMCS 90004 -on-line contact form.90007 90006 Mediation appointments are often made once formal conciliation procedures under the Canada Labour Code have been completed. 90007 90006 The Minister of Labour may appoint a mediator at any time, either at the request of one or both parties, or on the Minister’s own initiative. The appointment of a mediator does not influence the acquisition of the right to strike or lockout. In almost all cases, mediation is provided by officers of the Federal Mediation and Conciliation Service.90007 90002 Maintenance of activities 90005 90006 A maintenance of activities agreement is an agreement between the employer and the trade union confirming that in the event of a lockout or a strike, the supply of services, operation of facilities or production of goods to the extent necessary must continue to prevent an immediate and serious danger to the safety or health of the public. 90007 90006 To comply with section 87.4 of the Canada Labour Code, an employer or a trade union may, not later than fifteen days after notice to bargain has been given, give notice to the other party specifying the supply of services, operations of facilities or production of goods that, in its opinion, must be continued in the event of a strike or a lockout.If an agreement is reached, either party may file a copy with the Canada Industrial Relations Board (90003 CIRB 90004). The agreement has the same effect as an order of the 90003 CIRB 90004. 90007 90006 When the parties have not been able to reach an agreement on the maintenance of activities, the 90003 CIRB 90004 shall, on application made by either party no later than fifteen days after a notice of dispute has been given, determine any question with respect to the application of subsection 87.4 (1) of the Code. In addition, at any time after a notice of dispute has been given, the Minister of Labour may refer to the 90003 CIRB 90004 any question with respect to the application of subsection 87.4 (1) of the Code, or any question with respect to whether an agreement entered into by the parties is sufficient to ensure that subsection 87.4 (1) is complied with. 90007 90002 Strike or lockout notice 90005 90006 A strike notice is an advanced written notice that must be given by the union to the employer indicating the date and time on which a strike will begin.A lockout notice is an advanced written notice that must be given by the employer to the union indicating the date and time on which a lockout will begin. 90007 90006 If no agreement is reached during the conciliation process, there is a 21-day waiting period (known as a cooling-off period) before the parties may acquire the legal right to strike or lockout. As per article 87.2 of the Canada Labour Code, advance notice of strike or lockout to the other party and the Minister of Labour is required to be served at least seventy-two hours in advance.Furthermore, to strike, the union must have sought and received a positive strike vote from its members within the previous 60 days. 90007 90006 Strike or lockout notice must be filed in full compliance as stipulated in section 7 of the Canada Industrial Relations Regulations. 90007 90002 Filing of Collective Agreements 90005 90006 pending legislation 90007 .90000 How To Write Effective Meeting Minutes with Templates and Examples 90001 90002 90003 New to writing meeting minutes? 90004 90005 Whether you’ve been tasked with taking notes for a committee or you’ve been appointed Secretary to the Board of your organization, preparing meeting minutes does not have to be an arduous task. Here are some tips and ideas that will help you get started with writing and preparing effective meeting minutes, as well as a meeting minutes sample and a meeting minutes template that you can follow.90006 90005 This guide on how to write meeting minutes was prepared by Wild Apricot to help the volunteers and / or staff of small non-profits and membership organizations who may be new to the task of taking and preparing minutes of meeting for committees or Boards of Directors . 90006 90005 Please note that since the format, style and content requirements for meeting minutes varies depending on the organization and the type of committee or Board, this article offers only general guidelines to help get you started.90006 90002 90003 What is the purpose of meeting minutes? 90004 90005 You should not be intimidated by the term «minutes» since it’s actually a little misleading. After all, your committee or Board does not want or need a record of its meeting proceedings minute by minute! But it is important to capture the essence of the meeting, including details such as: 90006 90016 90017 decisions made (motions made, votes, etc.) 90018 90017 next steps planned 90018 90017 identification and tracking of action items 90018 90023 90005 Minutes are a tangible record of the meeting for its participants and a source of information for members who were unable to attend.In some cases, meeting minutes can act as a reference point, for example: 90006 90016 90017 when a meeting’s outcomes impact other collaborative activities or projects within the organization 90018 90017 minutes can serve to notify (or remind) individuals of tasks assigned to them and / or timelines 90018 90023 90005 Download our Meeting Minute Checklist for Associations and Nonprofits with examples and learn how to take better minutes. 90006 90003 Why are they called minutes of a meeting? 90004 90005 According to Today I Found Out, the «minutes» of «meeting minutes» do not refer to the minute measurement of time, but to the «minute» (my-newt) notes taken during meetings.90006 90003 What’s involved with meeting minutes? 90004 90005 As mentioned above, there are essentially five steps involved with meeting minutes: 90006 90042 90017 Pre-Planning 90018 90017 Record taking — at the meeting 90018 90017 Minutes writing or transcribing 90018 90017 Distributing or sharing of meeting minutes 90018 90017 Filing or storage of minutes for future reference 90018 90053 90054 1. Pre-planning meeting minutes: 90055 90005 A well-planned meeting helps ensure effective meeting minutes.If the Chair and the Secretary or minutes-taker work together to ensure the agenda and meeting are well thought out, it makes minute taking much easier. For example, depending on the meeting structure and the tools you use, the minutes-taker could work with the Chair to create a document format that works as an agenda and minutes outline as well. 90006 90054 What is the agenda of a meeting? 90055 90005 90061 Meeting agenda = outline: 90062 90006 90005 At the very least, it’s important to get a copy of the meeting agenda and use it as a guide or outline for taking notes and preparing the minutes — with the order and numbering of items on the minutes of meeting matching those of the agenda.90006 90005 In addition, the agenda and / or meeting notice also provides information that will need to be included in the minutes, such as: 90006 90016 90017 the names of all the meeting attendees, including guests or speakers 90018 90017 documents that are sent out with the agenda or handed out in the meeting — copies (digital or hard copy) of handouts should be stored with the meeting minutes for future reference and for sharing with those who were unable to attend the meeting (and others as determined by the meeting’s Chair).90018 90023 90074 Clarifying Expectations: 90075 90005 When you take on a new role as minutes-taker or Secretary, be sure to ask the Chair of the committee or Board what their expectations are of your role during the meeting, as well as the type of detail he / she expects in the minutes. For example, if your Board or committee will be dealing with motions, or voting on items / issues, be clear on whether you need to offer names of those making motions, seconding, etc. If you will be dealing with this type of procedures, you (and your Chair) may want to refer to Robert’s Rules of Order.90006 90054 2. What should be included in meeting minutes? 90055 90005 Before you start taking notes, it’s important to understand the type of information you need to record at the meeting. As noted earlier, your organization may have required content and a specific format that you’ll need to follow, but generally, meeting minutes usually include the following: 90006 90016 90017 Date and time of the meeting 90018 90017 Names of the meeting participants and those unable to attend (e.g., «regrets») 90018 90017 Acceptance or corrections / amendments to previous meeting minutes 90018 90017 Decisions made about each agenda item, for example: 90016 90017 Actions taken or agreed to be taken 90018 90017 Next steps 90018 90017 Voting outcomes — e.g., (if necessary, details regarding who made motions; who seconded and approved or via show of hands, etc.) 90018 90017 Motions taken or rejected 90018 90017 Items to be held over 90018 90017 New business 90018 90017 Next meeting date and time 90018 90023 90018 90023 90005 You can find more templates and details on formatting meeting minutes here.90006 90005 90061 Tips that might help your note taking: 90062 90006 90016 90017 90061 Create an outline 90062 — as discussed earlier, having an outline (or template) based on the agenda makes it easy for you to simply jot down notes, decisions, etc. under each item as you go along. If you are taking notes by hand, consider including space below each item on your outline for your hand-written notes, then print these out and use this to capture minutes. 90018 90017 90061 Check-off attendees as they enter the room 90062 — if you know the meeting attendees, you can check them off as they arrive, if not have folks introduce themselves at the start of the meeting or circulate an attendance list they can check- off themselves.90018 90017 90061 Record decisions or notes on action items 90062 in your outline as soon as they occur to be sure they are recorded accurately 90018 90017 90061 Ask for clarification if necessary 90062 — for example, if the group moves on without making a decision or an obvious conclusion, ask for clarification of the decision and / or next steps involved. 90018 90017 90061 Do not try to capture it all 90062 — you can not keep up if you try to write down the conversation verbatim, so be sure to simply (and clearly) write (or type) just the decisions, assignments, action steps , etc.90018 90017 90061 Record it 90062 — literally, if you are concerned about being able to keep up with note taking, consider recording the meeting (eg, on your smart phone, iPad, recording device, etc.) but be sure to let participants know they are being recording. While you do not want to use the recording to create a word-for-word transcript of the meeting, the recording can come in handy if you need clarification. 90018 90023 90005 Download our Meeting Minute Checklist for Associations and Nonprofits with sample minutes taken at a meeting and learn how to take better minutes.90006 90054 Meeting Minutes Template: 90055 90005 Here’s a simple template you can refer to next time you need to take meeting minutes. 90006 90054 90055 90005 You can also find more meeting minutes templates made for Microsoft Word here. 90006 90054 Meeting Minutes Sample: 90055 90005 Still wondering if you’re taking notes correctly? Here’s a sample of what meeting minutes at a board meeting might look like. 90006 90054 3. The Minutes Writing Process 90055 90005 Once the meeting is over, it’s time to pull together your notes and write the minutes.Here are some tips that might help: 90006 90054 4. Do meeting minutes have to be approved? 90055 90005 Before you share your meeting minutes, make sure that the Chair has reviewed and either revised and / or approved the minutes for circulation. They are not an official record of a meeting unless this has taken place. Depending on your Board, minutes may also be formally approved at the beginning of the next meeting. 90006 90054 5. Distributing or Sharing Meeting Minutes 90055 90005 As the official «minutes-taker» or Secretary, your role may include dissemination of the minutes.90006 90074 Online sharing 90075 90005 The method of sharing or distribution will depend on the tools that you and your organization use. Since minutes and other documentation can create a pile of paper, it’s great if you can use a paperless sharing process. For example, if you are using a word processing tool (e.g., Microsoft Word) that does not offer online sharing, you might want to create a PDF of the document and send this and the other attachments or meeting documentation via email. Alternately, if you are all using Google docs — for meeting invitations, agenda and additional document sharing — you can simply «share» the document with that group once it has been finalized.Committee or Board members can simply read the documents online and save a few trees! 90006 90074 Sharing in the Cloud? 90075 90005 If your organization is using a cloud-based membership management system (like Wild Apricot), you can publish the minutes as a web page and give access only to the committee or Board members, depending on your organization’s needs. Through members-only webpages, you can create a secure online Intranet for your Board and committees. 90006 90074 90061 Tools Specifically For Meeting Minutes: 90062 90075 90005 If you are wondering about the types of tools you might use specifically for meeting minutes, here are some tools that organizations we’ve worked with have found helpful: 90006 90016 90017 90061 Google Docs: 90062 Also supports collaborative note taking.[Here are some meeting minute sample templates in Google docs. If you send out a meeting request using Google Calendar, you can attach a Google doc agenda outline. Once minutes are crafted (using the outline), you can simply share the document with the group using their email addresses.] 90018 90017 90061 OneNote: 90062 (if you are a Microsoft user) — Very fast and allows for organization of notes. Also support audio recording with corresponding note time-stamping. 90018 90017 90061 Lucid Meetings: 90062 Fantastic meeting-tool to automate your meeting processes like notes, attendance, and organization.90018 90017 90061 Evernote: 90062 Great note taking tool. 90018 90017 90061 Agreedo 90062: supports creation of meeting minutes and tracking the results. 90018 90017 90061 minutes.io: 90062 allows you to quickly take meeting minutes with hotkey shortcuts and the ability to work online or offline. 90018 90023 90054 6. Filing / Storage of Meeting Minutes 90055 90005 Most committees and Boards review and either approve or amend the minutes at the beginning of the subsequent meeting.Once you’ve made any required revisions, the minutes will then need to be stored for future reference. Some organizations may store these online (e.g., in Google docs or SkyDrive) and also back these up on an external hard drive. You may also need to print and store hard copies as well or provide these to a staff member or Chair for filing. 90006 90054 And … If You’re a Nonprofit with Regular Board and Member Meetings 90055 90005 If you’re a nonprofit with regular board and member meetings and you want to save time and money managing your organization, get a free trial of Wild Apricot, an all-in-one membership management software which allows you to: 90006 90016 90017 Easily schedule online events with instant online payment processing and automated invoices.90018 90017 Create a stunning website with online member applications. 90018 90017 Access an easy-to-search and filter contact database. 90018 90017 Send out professionally-designed newsletters and emails. 90018 90017 and much more. 90018 90023 90005 Find out all the features of Wild Apricot’s free membership management software here. 90006 90005 90006 90005 Wild Apricot is also the the # 1 rated membership management software used by over 20,000 organizations every day.Get your free trial now. 90006 90005 90006 90054 90055 90005 Additional Resources on How to Write Meeting Minutes: 90006 90054 In closing … enjoy your new role 90055 90005 Meeting minutes are important — after all, they capture the essential information of a meeting. But taking and preparing minutes does not have to be a daunting task. We hope this article helps meeting minutes newbies in getting started in creating effective meeting minutes for your organization. 90006 90005 Thank you for reading our guide on how to write meeting minutes! 90006 .90000 Collective Bargaining | Wex | US Law 90001 90002 Definition 90003 90004 Collective bargaining refers to the negotiation process between an employer and a union comprised of workers to create an agreement that will govern the terms and conditions of the workers ’employment. 90005 90002 Overview 90003 90004 The result of collective bargaining procedures is a collective agreement. Collective bargaining is governed by federal and state statutory laws, administrative agency regulations, and judicial decisions.90005 90002 National Labor Relations 90003 90004 The main body of law governing collective bargaining is the National Labor Relations Act (NLRA). It is also referred to as the Wagner Act. It explicitly grants employees the right to collectively bargain and join trade unions. The NLRA was originally enacted by Congress in 1935 under its power to regulate interstate commerce under the Commerce Clause in Article I, Section 8 of the U.S. Constitution. It applies to most private non-agricultural employees and employers engaged in some aspect of interstate commerce.Decisions and regulations of the National Labor Relations Board (NLRB), which was established by the NLRA, greatly supplement and define the provisions of the act. 90005 90004 The NLRA establishes procedures for the selection of a labor organization to represent a unit of employees in collective bargaining. The act prohibits employers from interfering with this selection. The NLRA requires the employer to bargain with the appointed representative of its employees. It does not require either side to agree to a proposal or make concessions but does establish procedural guidelines on good faith bargaining.Proposals which would violate the NLRA or other laws may not be subject to collective bargaining. The NLRA also establishes regulations on what tactics (e.g. strikes, lock-outs, picketing) each side may employ to further their bargaining objectives. 90005 90004 State laws further regulate collective bargaining and make collective agreements enforceable under state law. They may also provide guidelines for those employers and employees not covered by the NLRA, such as agricultural laborers. 90005 90002 Arbitration 90003 90004 Arbitration is a method of dispute resolution used as an alternative to litigation.It is commonly designated in collective agreements between employers and employees as the way to resolve disputes. The parties select a neutral third party (an arbiter) to hold a formal or informal hearing on the disagreement. The arbiter then issues a decision binding on the parties. Both federal and state law governs the practice of arbitration. While the Federal Arbitration Act, by its own terms, is not applicable to employment contracts, federal courts are increasingly applying the law in labor disputes.18 states have adopted the Uniform Arbitration Act (2000) as state law. Thus, the arbitration agreement and decision of the arbiter may be enforceable under state and federal law. 90005 90002 Sample of Relevant Supreme Court Cases (in chronological order) 90003 90024 Jones & Laughlin (1937) 90025 90004 In 90027 NLRB v. Jones & Laughlin Steel Corp. 90028, 301 U.S. 1 (1937), the Supreme Court upheld the NLRA as constitutional. 90005 90024 Abood (1977) 90025 90004 In 90027 Abood v.Detroit Bd. of Educ. 90028, 431 U.S. 209 (1977), Michigan authorized an agency shop arrangement. In this arrangement, if an employee is represented by a union, the employee must pay union dues, even if the employee is not a member of the union. Teachers in Detroit public schools claimed that this requirement deprived them of the freedom of association, which was derived from the First Amendment and Fourteenth Amendment and was created by NAACP v. Patterson, 357 U.S. 449 (1958). 90005 90004 The Court held that if the fees are used by the union for «for collective bargaining, contract administration, and grievance adjustment purposes, the agency shop clause is valid.»90005 90004 The Court also clarified that the freedom of association means that an individual has the right to develop his own beliefs, rather than have them coerced by the State. So the unions are prohibited from using the non-members ‘money to further an ideological cause unrelated to the union’s duties as a collective bargaining representative. 90005 90024 Harris (2014) 90025 90004 In Harris v. Quinn, 573 US __ (2014 року), personal care assistants who provide in-home care to disabled participants (in a program created by the state) decided to unionize.The collective bargaining agreement between the union and the state included a «fair share» provision. Similar to an agency shop provision, this «required all personal assistants who are not union members to pay a proportionate share of the costs of the collective bargaining process and contract administration.» Those workers who opted out sued, claiming that the provision violated their freedom of speech and freedom of association. 90005 90004 Here, the Court held that the «First Amendment prohibits the collection of an agency fee [from the workers] who do not want to join or support the union.»In holding this, the Court also drew a sharp contrast with 90027 Abood 90028. While 90027 Abood 90028 focused on public employees, the facts from the present case involve personal assistants, who answer to private customers, rather than to the government. Accordingly, personal assistants «do not enjoy most of the rights and benefits that inure to state employees, and are not indemnified by the State for claims against them arising from actions taken during the course of their employment.» 90005 90004 The key takeaway from 90027 Harris 90028 is that 90027 Abood 90028 does not apply, primarily because the employees in this case are private sector employees, while the employees in 90027 Abood 90028 are public sector employees.Therefore, 90027 Abood 90028 does not extend to 90027 Harris 90028. 90005 90024 Lewis (2018) 90025 90004 In Epic Systems Corp. v. Lewis, 584 U.S. __ (2018), the Supreme Court upheld arbitration agreements which barred employees from pursuing work-related claims on a collective or class basis. The Court held that this is clear under the Arbitration Act (9 U. S. C. §§2, 3, 4), which «requires courts to enforce agreements to arbitrate, including the terms of arbitration the parties select.» 90005 90024 Janus (2018) 90025 90002 Further Reading 90003 90004 For more on collective bargaining, see this Florida State Law Review article, this Nova Southeastern University Law Review article, and this Boston College Law Review article.90005.