trade Unionism and collective bargaining

MPA

1. UNIONISM AND COLLECTIVE BARGAINING Presented by: Jyoti Ranabhat MPA 1 ST Semester HRM

2. Bargaining- Meaning It is a technique that has been adopted by union and management to reconcile their conflicting interests . It is called collective because the employees, as a group, select representatives to meet and discuss differences with the employer. The negotiations for collective bargaining require joint sessions of the representatives of labour and management .

3. Trade union Definition : Labour   unions  or  trade unions  are organizations formed by workers from related fields that work for the common interest of its members. They help workers in issues like fairness of pay, good working environment, hours of work and benefits . Trade unionism: the policies and practices of trade unions, particularly those concerned with protecting and furthering the rights of workers.

4. Collective bargaining   Collective bargaining  is a process of   negotiation  between employers and a group of employees aimed at agreements to regulate working salaries, working conditions, benefits, and other aspects of workers' compensation and rights for workers. The interests of the employees are commonly presented by representatives of trade union  to which the employees belong. The  collective agreement reached by these negotiations usually set out wage scales, working hours, training, health and safety,  overtime, grievance mechanisms , and rights to participate in workplace or company affairs.

5. DEFINITION Encyclopedia of Social Sciences, “Collective bargaining has been defined as the process of discussion and negotiation between two parties ,one or both of whom is a group of persons acting in concert .More specifically , collective bargaining is the procedure by which an employer and a group of employees agree upon the conditions of work .” Harrinon , “is a process of accommodation between two institutions which have both common andconflicting interests.”

6. Collective bargaining ILO Manual 1960“Negotiations about working conditions and terms of employment between an employer, a group of employees or one or more employers organization on the other, with a view to reaching an agreement.” Collective bargaining involves discussion between two groups as to the terms and condition of employment it is called collective because the employer and the employee act as group rather than as individuals .it is know as bargaining because the method of teaching and agreement involves proposals , counter proposals ,offer and counter offers and other negotiation.

7. CHARACTERISTICS OF COLLECTIVE BARGAINING :- It is a collective process as both employer and employee participate . It is continuous process, which aims at establishing stable relationship between two parties involved . It involves not only bargaining but also implementation 4 . It attempts n achieving discipline in industry. It is a flexible approach ,as the parties involved have to adopt a flexible attitude towards negotiations

8. CHARACTERISTICS OF COLLECTIVE BARGAINING :- 1 . It is a collective process as both employer and employee participate . 2. It is continuous process, which aims at establishing stable relationship between two parties involved . 3. It involves not only bargaining but also implementation . 4. It attempts n achieving discipline in industry. 5. It is a flexible approach ,as the parties involved have to adopt a flexible attitude towards negotiations

9. OBJECTIVES OF COLLECTIVE BARGANING :- To maintain cordial relations between employer and employee. To promote democracy. To avoid the government intervention . To ensure the participation of trade unions. To save the time and money spent on legal battle. To promote participative management.

10. Contd.. Protect the interests of workers through collective action. Carry out negotiations voluntarily, without interference from a third party. Arrive at an amicable agreement through a process of give and take. To arrive at an agreement on wages and other conditions of employment. To have peaceful co-existence for the mutual benefits and progress. To maintain employee employer relation bilaterally.

11. IMPOTRANCE OF COLLECTIVE BARGAINING Collective bargaining results better understanding between both parties. Both employer and employee gain better insight into the problems and aspirations of workers. Collective bargaining is a democratic and pragmatic method of regulating the terms and conditions of employment. Here parties are directly concerned with problems related to issues of their industry .whether it is health industry or any other enterprise. Collective bargaining provides flexible means of adjusting wage structure and physical facilities provided by the employer .both parties can meet any time to solve the problems faced by the employers and employees of an institution with democratic way .

12. Contd … Collective bargaining helps the employees from the exploitation of employer .rights of both parties are saved with mutual understanding . Collective bargaining helps in implementation of decisions because of direct involvement of both parties in any type of issues. It helps in motivating the employers that leads to more production and achieving the laid down objective of any organization.

13. Issues of collective bargaining 1 . Wages and working conditions 2. Work norms 3. Incentive payments 4. Job security 5. Changes in technology 6. Work tools, techniques and practices 7. Staff transfers and promotions 8. Grievances 9. Disciplinary matters 10. Health and safety 11. Insurance and benefits 12. Union recognition 13. Union activities/responsibilities 14. Management rights

14. POINTS TO KEPT IN MIND BEFORE COLLECTIVE BARGAINING Be sure to set clear objectives for every bargaining item, and be sure you understand the reason for each. Do not hurry. When in doubt, discuss with your associates. Be well prepared with firm data supporting your position. Always strive to keep some flexibility in your position. Don't concern yourself just with what the other party says and does; find out why. Respect the importance for face saving for the other party. Be alert to the real intentions of the other party-not only for goals, but also for priorities

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