Negotiate with the union on generous bargaining issues, but not to go to an impasse. A collective agreement (CBA) is the agreement that is made between the employer and the union and governs the employment of workers who are members of that union. It is important that the agreement be reached between the union and the employer, not between the employer and its individual workers. A “non-compete party,” or “non-compete clause,” is a provision of the employment contract in which a worker agrees not to compete with an employer in a particular occupation or occupation under Demener`s employment relationship. Employers and workers should recognize that non-competition obligations (also known as anti-competitive agreements) have legal limits. Under Texas law, non-competition obligations are subject to certain restrictions and must be proportionate in terms of their scope, duration and geographic area. In general, the non-competition clause should not impose a higher restriction than necessary to protect the overvalue of the business or other commercial interests of the employer. Non-competition obligations that do not meet these requirements may be found to be unenforceable by a court. To this end, employers who wish to include a non-competitive agreement in an employment contract should consult a lawyer to ensure that they have the appropriate conditions for establishing an enforceable agreement. Similarly, workers should consider providing legal advice before signing a non-compete agreement, as they can significantly reduce their ability to seek future employment.

The NLRB lists what employers can and cannot do in collective bargaining: insist on deadlocking a proposal on an illegal bargaining issue or including an illegal clause in an employment contract. Among the illegal issues is, for example, the proposal to enter into the contract as it sees fit or to grant the employer the right to lighten the burden on workers for trade union policy activities. Make changes in the scale and direction of your business – issues that are central to your entrepreneurial control over your business – without negotiating change. However, they must negotiate with the union the consequences of the alternation on the employees of the unit. (Whether a particular change is an unworkable change in “perimeter and direction” or a mandatory bargaining topic may raise a difficult legal issue.