Santosh's Presentation on Collective Bargaining

8/4/2019 Santosh's Presentation on Collective Bargaining

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COLLECTIVE BARGAINING

Compiled By:-

Santosh Ashok

V Sem BBM

09SKC18016


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Definition

According to Dale Yoder, Collective

bargaining is defined as essentially a

process in which employees act as a group in

seeking to shape conditions and relationships

in their employment.


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Characteristics

It is a two party process.

It is a continuous process.

It is dynamic and not static in nature.

It is industrial democracy at work.

It is flexible and mobile and not fixed. It is essentially a complementary process.

The main actors in the process of collective bargaining are

employees , employers and their associations.

It is a group action as opposed to individual action and isinitiated through the representatives of workers.

It is an art, an advanced form of human relations.


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Pre-requisites

There must be a change in attitude of employees and

employers.

It is best conducted at plant level.

The employers and employees should enter upon negotiations

on points of difference or on demands with a view to reach an

agreement. Unfair labour practices should be avoided and abondoned by

both sides.

Negotiations can be successful only when the parties rely on

facts and figures to support their points of view.

The terms of the agreement should be clearly and precisely

written down in detail.

The agreement that is reached between the parties must be

honoured and fairly implemented.


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Approaches As a process of social change.

As a peace treaty between the conflicting parties. As a system of industrial jurisprudence.


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Process

Preparing for negotiations.

Identifying bargaining issues. Negotiation.

Reaching the agreement.

Ratifying the agreement.

Administration of the agreement.


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Principles of collective bargaining for

trade union Trade union should eliminate racketeering and other types of

undemocratic practices within their own organisation.

Trade unions should not limit themselves to higher wages,

shorter hours of work, better working conditions , etc. Trade union should be realistic to their demands, especially the

economic implications of their demand.

Trade union leaders work for the welfare of the employees,

follow ethical practices, assist the management to reduce costs

and prices.

Trade unions should use strike as a method of last resort.

Trade unions should cultivate discipline among their members

and inculcate a sense of devotion, duty and sincerity among

their employees towards their work and company.


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Principles of collective bargaining for

management Management must develop and consistently follow a realistic policy

which should be uniformly accepted and implemented by all its

officers.

Management should not wait for the trade union to bring employees

grievances.

Management must critically assesses its rules and regulations and must

amend it.

Management must grant recognitions to the union without any

reservations and accept it as a constructive force.

The management should deal with only one trade union in theorganisation.

Management should place greater emphasis on social consideration

while weighing the economic consequences.

Management must have a positive mindset and must not consider

union to be its rival.


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Essential conditions for the success of

collective bargaining

Freedom of association.

A favourable political condition or climate.

Stability of workers organisation.

Recognition to trade unions.

Feeling of mutual benefits among the parties.

Fair play and practices.


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Importance of collective bargaining

It helps increase in economic strength of both the parties at

the same time protecting their interests.

It helps in establishing uniform conditions of employment with

a view to avoid occurrence of industrial disputes.

It helps in resolving disputes when they occur. It lays down rules and norms for dealing with labour.

It helps usher in democratic principles into the industrial

world.


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Conciliation

It is a process by which representatives of both

workers and employers are brought together before

a third party with a view to persaude them to arrive

at a sort of settlement.

It is an extension of collective bargaining.


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Qualities of a conciliator

A conciliator should be physically and psychologically

fit for his task.

He/she must have strong and deeply held conviction

for the importance and usefulness of conciliation andthe person must like or learn to like the work.

A conciliator should have a friendly personality, good

sense of humour, specially for relieving tensions of

joint discussions.


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THANK YOU

Documents

Santosh's Presentation on Collective Bargaining