INDUSTRIAL RELATIONS Collective Bargaining.pptx

INDUSTRIAL RELATIONS Collective Bargaining

1. INDUSTRIAL RELATIONS Collective Bargaining

2. Collective Bargaining G roup process of negotiating work-related issues with the anticipation of agreeing. Bargaining is done between two parties: the employer & the employees. Collective:- both the employer & the employee act as a group rather than as individuals. Bargaining:- the method of reaching an agreement involves proposals and counter proposals, offers & counter offers & other negotiations.

3. Example Collective bargaining is a process in which the representatives of a labor organization and the representatives of the business organization meet and attempt to negotiate a contract or agreement which specifies the nature of the employee-employer union relationship for example, Bargaining to ensure safe working conditions and job safety.

4. Features of Collective Bargaining Group and Collective Action Group and Collective action is the main feature of collective Bargaining. Group and Collective action is a collective process in two ways. First , the workers collectively bargain for their shared interests and benefits. Secondly , the workers and management jointly arrive at an amicable solution through negotiations. Strength both parties bargain from a position of equal power. In collective Bargaining, the bargaining power of both parties is equal.

5. Continuous Process collective Bargaining is a constant process. collective Bargaining establishes a regular and stable relationship between the parties involved. collective Bargaining involves not only the contract negotiation but also the contract’s administration or application. The continuous process is the main feature of Collective Bargaining. collective Bargaining means that Bargaining is a day-to-day process consisting of several steps: organising, recognition, preparation for negotiation, negotiation, and contract administration.

6. Flexible the parties must adopt a flexible attitude throughout the Bargaining process since no party can afford to be rigid and inflexible. The unique feature of collective Bargaining is that both the parties concerned start negotiations with entirely different views. But finally, reach a point acceptable to both parties. It is, therefore, not a one-way street but a give-and-take process. Voluntary Collective Bargaining is a voluntary process by the management and workers. Both the parties come to the Bargaining to have a meaningful dialogue on various troubling issues.

7. Dynamic Collective Bargaining is a relatively new concept and is growing, expanding, and changing. it is scientific, factual, and systematic. Power Relationship Collective Bargaining involves a power relationship. Workers want to gain the maximum from the management, and management wants to extract the maximum from workers by paying as little as possible. Both must retreat from their positions to reach a solution, accept less than what is asked, and give more than offered.

8. Scope of Collective Bargaining

9. The Cooperation & Communication b/w Trade Union Organization and the Management covers matters such as employers’ duties to consult, inform & decide in cooperation with the union and confidentiality clauses. employers support trade union activities by providing them with technical facilities, etc. Employment & Working Conditions employment contracts & termination of employment; principles of redundancy policy. working time & working time schedules; & holiday & paid leave is included in it.

10. Wages & Remuneration It covers matters such as the wage system & minimum wage tariffs; payment for working overtime & working on holidays. However, extra payments for difficult & risky working conditions & night work; & severance payment in the event of collective redundancies. In this area, the scope of Collective Bargaining is wide. Occupational Safety & Health These matters such as employee duties & cooperation with trade unions on safety and health issues. Preventive & corrective measures to improve working conditions & to reduce risk at work. Also, the establishment of trade union Safety & health delegates in companies .

11. Human Resource Development & Other Social Issues It covers matters such as Training & human resources development activities. Moreover, the creation & utilization of the Social fund in an enterprise. Reduction of Conflict between Management & Trade Unions It covers the procedures applied in serious disagreements between social partners.

12. Functions of Collective Bargaining

13. 1. Economic Strength Increase the economic strength of employees & management. 2. Uniformity Establish uniform conditions of employment. 3. Fair Redressal Secure a prompt & fair redressal of grievances. 4. Norms Lay down Fair rates of wages & other norms of working conditions. 5. Efficiency Achieve an efficient functioning of the organization. It is the main collective bargaining function. 6. Stability Build the stability & prosperity of the Company .

14. 7. Regulation It provides a method of regulating the conditions of employment of those directly concerned about them. It is the very essential function of Collective Bargaining . 8 . Solution It solves the problem of sickness in industry and ensures old benefits, age pension benefits & other fringe benefits. 9. New Procedures It creates new & varied procedures for the solution of problems as and when they arise. The employee is assured that he will be required to work under the stipulated condition incorporated in the agreement. Also, the employer is protected from unfair competition by those in similar industries.

15. 10. Flexible Means It provides a flexible means for the adjustment of wages & employment conditions to economic & technological changes in the industry. Flexible means are the collective bargaining function. As a result of which, the changes in conflicts are reduced . 11 . Democratic Principles As a vehicle of industrial peace, Collective Bargaining is an essential & significant aspect of labor -management relations. Therefore, it extends the democratic principle from the political to the industrial field. 12. Industrial Jurisprudences It builds up a system of industrial jurisprudence by introducing civil rights in the industry. In other words, it ensures that rules rather than arbitrary decisions conduct management.

16. Scope of the Impacts of Collective Bargaining Agreements

17. The scope of collective bargaining includes: Wages & Remuneration Occupational Safety & Health Employment & Working Conditions Reduction of conflict between Management & trade unions Human resource development & Other Social issues

18. functions of the bargaining councils Bargaining council have all the knowledge of the accounting information for fair redressal . Bargaining council has power to solve the industrial disputes and resolve the conflicts. Economic strength of the employees increases with the help of collective bargaining.

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