Collective bargaining pdf

The voice of an individual worker in relation to the total working force is insignificant. It implies flexible in the place of fixed positions. The implication is obvious, there is enough scope for a compromise of a mental give and take before reaching any final agreement or settlement. The resulting bargain is an understanding as to the terms and conditions under which a continuing service is to be performed.

July-August; 7 4 : specifically collective bargaining is a procedure by which employers and a group of employees agree upon the conditions of work. Collective bargaining hence is a process to reach at a common objective through mutual relationship between the management and the workers and their union representative. Hence the most appropriate vehicle for co- operation between labour and management is free and good faith collective bargaining.

In agreements under collective bargaining system, workers do have an opportunity to influence the very fundamental of their job. The basic collective bargaining agreements can provide provisions for grievance procedures, protected local working conditions, incentive coverage, job description, incentive coverage, job description and classification programmes, shift differentials, bonus, seniority rules and pools, pension plans, leave, safety and health programmes etc. So broadly collective bargaining can be defined as the change in the attitude of the management vs.

A comprehensive labour relations policy with a positive legislation for collective bargaining providing the growth of all its constituent aspects is the need of the hour. History of Collective Bargaining in India Collective bargaining as a term came in existence and gained importance in the writings of Beatrice and Sydney.

This movement started in Great Britain and found traces of its use as early as among coal miners. It has been used in different forms and has also undergone major modifications from time to time.

It has acquired different characteristics and patterns in different countries. As the process of industrialization started late in India the history of collective bargaining also is not very big compared to its history in developed countries specially Great Britain or USA.

July-August; 7 4 : The importance of collective bargaining came into existence when the unions realized that settlement of disputes through industrial courts was wasteful in terms of time, energy and money and also a hindrance to industrial peace and harmony. The Imperial Tobacco company started with this concept in and by many big companies in India like Tata Iron and Steel Company, Hindustan Lever and many small companies started with this concept of collective bargaining.

The history of collective bargaining in India shows that the practice of collective bargaining in true sense was done in private sector; no real attempt was made in public sector except in the case of Indian Railways. In , Bharat Heavy Electricals Limited made an experiment by workers representatives.

There has been very little legal support for the growth of this practice. Even after independence no legal provisions were made for the practice of collective bargaining. There is still no law which enforces the use of collective bargaining as a tool for the peace of industrial relations. The I. Collective Bargaining Issues and Strategies Collective bargaining involves discussions and negotiations between two groups as to the terms and conditions of employment. Forms of Collective Bargaining A collective bargaining process generally consists of four types of activities-distributive bargaining, integrative bargaining, attitudinal restructuring and intra-organizational bargaining.

Distributive bargaining: It involves haggling over the distribution of surplus. Under it, the economic issues like wages, salaries and bonus are discussed. This is most commonly explained in terms of a pie. It is a stage where ground rules for carrying out negotiations in between both the parties are decided. The prime negotiator of meeting is from management side who leads the entire discussion.

This stage recognizes the issues which form basis for holding meeting. The issues may be administrative issues workplace health and safety, work conditions, technological changes, security of job , institutional issues ESOP plan, rights and duties , wages and salaries and other various economic benefits health insurance, paid holidays, paid leaves etc. Propose stage is where conversation initiates in between both the parties.

The chief negotiator with an opening statement starts the conversation and then both parties present their initial demands. This session is also termed as brainstorming where both the parties give their opinions which leads to arguments and counter arguments.

Negotiation in between union representatives and employer begin here where each party tries to win over the other. The negotiation continues for long till the time of reaching a final agreement. Many times the amicable solution is reached soon by both the parties but in many cases, even third party had to intervene in the form of arbitration for reaching solution and settling down dispute.

Settlement is defined as the final stage in process of collective bargaining. It is the point where both of the parties finally agree to common solution for issues they have discussed so far. Therefore, these parties form and sign the mutual agreement for giving the decision a universal acceptance. These all steps are necessary steps to be followed by every management in order to settle the dispute systematically and maintain health relations with workers.

It gives employees an equal chance to speak freely and keep their points inform of management without any fear. Collective bargaining is of four types which differ from one another on the basis of their nature and objectives. End of Days by Brad Taylor. The Summer Proposal by Vi Keeland. It Ends with Us by Colleen Hoover. Field of Prey by John Sandford.