collective bargaining.pptx

collective bargain

1.  Definition  Collective Bargaining Issues  Objectives Of Collective Bargaining  Characteristics Of Collective Bargaining  Types Of Bargaining  Collective Bargaining Members  Collective Bargaining Process  Advantages And Disadvantages  Why Negotiations Fail

2. DEFINITION:- Collective bargaining is a process between employers and employees to reach an agreement regarding the rights and duties of peopleat work. Collective bargaining is an agreement between a single employer or an association of employers on the one hand and a labour union on the other, which regulatesthe terms and conditionsof employment.

3.  Collective Bargaining Is A Process Of Discussion And Negotiation Between Two Parties.

4. Collective bargaining issues such as  employees pay  working hours  training  health and safety  rights to participate in workplace or affairs.

5. OBJECTIVES OF COLLECTIVE BARGAINING  1. To provide an opportunity to the workers, to voice their problems on issues related to employment.  2. To facilitate reaching a solution that is acceptable to all the parties involves.  3. To resolve all conflicts and disputes in a mutually agreeable manner.  4. To prevent any conflict/disputes in the future through mutually signed contracts.

6.  5. To develop a conductive atmosphere to foster good organizations relations.  6. To provide stable and peaceful organization (hospital) relations.  7. To enhance the productivity of the organization by preventing strikes lock –out ect.

7. CHARACTERSTICS OF COLLECTIVE BARGAINING  Collective: Collective bargaining is a two way group process where the employers representative and employees representativessit togethertonegotiatetermsofemployment.  Strength: Both the parties in collective bargaining are strong and equal.  Voluntary: Both parties come to the negotiation table voluntarily in order to go in particular negotiation. It is based on discussion, mutual trustand understanding.  Formal: It is a formal process in which certain employment related issues are to be regulated at National, organization and workplace levels.  Flexible : Itis a flexibleandcontinuous process and not fixed or static.

8.  Improvement: It is a method to improve the employer-employees relation in organization and resolve management and employees conflicts.  Representation: Collective bargaining is between the representatives of employees and management. The management does not directly deal with employees. It carries negotiations with the representatives/executives of unions and association.  Dynamic: Collective bargaining is dynamic, that go on changing over a period and grows and expand the way of agreement, the way of implementation andway of discussion.  Continuous: Collective bargaining is continuous and begins with agreement, the implementation of agreement and further negotiations.  Bipartite Process: Because the employee and employers representatives negotiate directly face to face acrossthe table.

9. TYPES OF BARGAINING  CONJUNCTIVE OR DISTRIBUTIVE BARGAINING: Conjunctive bargaining is the most common type of bargaining & involves zero-sum negotiations, in other words, one side wins and the other loses.

10.  COOPERATIVE /INTEGRATIVE BARGAINING: Integrative bargaining is similar to problem solving sessions in which both sides are trying to reach a mutually beneficial alternative, i.e. a win-win situation.

11. Productivity bargaining Process of reaching an agreement through collective bargaining whereby employees of an organization agree to changes to changes which are intended to improve productivity in return for an increase in pay or other benefits

12. Composite bargaining Emphasizes on various factors not directly related to pay but rather than focused on employee welfare and job security. It ensure long term relationship with employer and employee