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8/13/2019 collectivbargainingsumi-110917230834-phpapp02

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Presented By

Sumi SasiKumar

S2,MBA

GKMCCMT

COLLECTIVE

BARGAINING


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Collective bargaining takes place when

representatives of a labour union meet management

representatives to determine employees wages and

benefits and to solve other issues


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Definition of Collective bargaining

Collective bargaining is a process in which therepresentatives of business organization meet

and attempt to negotiate a contract or agreement

which specifies the nature of the Employee-

Employer union relationship

-Edwin B.Flippo


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Characteristics of collective

bargaining

Its a group action as opposed to individualaction.

It is flexible & mobile and not fixed.

It is a two-party process. It is a continuous process.

it is dynamic and not static.


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It is a democratic function.

Collective bargaining is not a competitive

process but a complementary process.

Its an art, an advanced form of humanrelations.


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Importance of collective bargaining

It helps to increase economic strength of bothparties.

It helps to establish uniform conditions of

employment.

Secure a prompt and fair redressal of grievances.

Avoid strikes, & coercive activities.


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.

Lay down fair rates of wages& norms.

Achieve an efficient operation of the plant.

It ensure old age pension benefits and other

fringe benefits..


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Bargaining Topics

WAGES

Basic payrates

Over time payrates

Retirementbenefits

Travel pay

Pay incentives

HOURS

Over time

Holidays

Vacation Shifts

Flex time

Parental leave

EMPLOYMENTCONDITIONS

Jobdescriptions

Layoff Promotions

Seniorityprovisions

Work rules

Safety rules Grievance

procedure


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Collective bargaining Process

NegotiationContractAdministration

A. Identification of

problem

B. Preparing for

negotiations

C. Negotiations of

agreement

The union see that the

contract had been

understood and takesteps to implement it.


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Conditions for the success of

collective bargaining

Strong consultation between the trade union and the

management is possible only when the bargaining

power of two parties is relatively equal.

Both the parties must accept the principle of freeconsultation & free enterprise.

Must have mutual confidence, good faith& desire to

make collective bargaining a success


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.

The willing acceptance by the management torecognize representative union for this purpose.

Should not await the union raise problems but

should make every reasonable effort to prevent

them.

The process of bargaining should be free from

unfair practices.


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Limited success of Collective

bargaining in India

I. Problems with Unions

II. Problems with government

III. Legal problems

IV. Political InterferenceV. Attitude management


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Recommendations of the

NCL

Government intervention in industrial relations,particularly in the settlement of industrial disputes

should be reduced gradually to the minimum

possible extent. Compulsory adjudication of

disputes should be used only as a last resort.


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Recommendations..

Trade unions should be strengthened bothorganizationally and financially by amending the

Trade Union ACT of 1926:

Make registration of unions compulsory.

Enhance the union membership fee.

Reduce the presence of outsiders in the union

executive & among the office bearers


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Approaches to collective

bargaining

As a PROCESS OF SOCIAL CHANGE.

As a PEACE TREATY between the conflicting

parties.

As a system of INDUSTRIAL JURISPRUDENCE.


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Views of Collective bargaining

From the MANAEMENT point of View:

a)To earn higher profits at lower costs

b)Maximum utilization of workers.

From LABOUR point of View:

Strengthening the Trade union movement

because Trade unions are the bargaining agents

of the workers.


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CONCLUSION


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THANK YOU..

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