77236493 collective bargaining

7/31/2019 77236493 Collective Bargaining

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Late Narayan MeghajiLokhande

MAHARASHTRA INSTITUTE OFLABOUR STUDIES


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TOPIC

COLLECTIVECOLLECTIVEBARGAININGBARGAINING


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GROUP MEMBERS AREGROUP MEMBERS ARE

16. Vishal Dalvi16. Vishal Dalvi

17. Adinath Damale17. Adinath Damale

18. Reshma Desai18. Reshma Desai19. Sudhir Deshmukh19. Sudhir Deshmukh

20. Riya Dhaimade20. Riya Dhaimade


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OVERVIEWOVERVIEW

WHAT IS COLLECTIVES BARGAINING?

PROCESS OF COLLECTIVE BARGAINING.

FACTORS LEAD TO EFFECTIVE COLLECTIVE

BARGAINING.

ROLE OF TRADE UNION IN COLLECTIVE

BARGAINING.

OBLIGATION TO MANAGEMENT AND TRADE UNION.

COLCLUSION AND PROSPECTS.


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COLLECTIVE BARGAININGCOLLECTIVE BARGAINING

EVOLUTION

CONCEPT AND DEFINATION

FEATURES

IMPORTANCE


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EVOLUTIONEVOLUTION

INTRODUCED BY BRITISH LABOUR REFORMER

SIDNEY AND BEATRICE WEBB.

RESULT OF INDUSTRIAL CONFLICT AND GROWTHOF TRADE UNION MOVEMENT.

INDIVIDUAL BARGAINING WAS NOT GIVEN THE

IMPORTANCE.

IN CASE OF INDIA ;IT IS MAHATMA GANDHI WHO

CONCLUDED COLLECTIVE BARGAINING IN 1920.


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CONCEPT ANDCONCEPT AND

DEFINATIONDEFINATION

METHOD WHERE IN EMPLOYER AND EMLOYEES

CAN SETTLE THEIR DISPUTE.

METHOD BY WHICH PROBLMS OF WAGES ANDCONDITION OF EMPLOYMENT ARE RESOLVED

PEACEFULLY AND VOLUNTARILY.

ILO DEFINATION;

NEGOTIATION ABOUT WORKING CONDITION AND

TERMS OF EMPLOYMENT BETWEEN AN EMPLOYER

AND EMPLOYEES.


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FEATURESFEATURES

GROUP PROCESS

FLEXIBILITY AND MOBILITY

BILATERAL PROCESS

CONTINUOUS PROCESS

IT IS DEMOCRATIC

IT IS COMPLEX

IT IS AN ART


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IMPORTANCEIMPORTANCE

IMPORTANCE TO EMPLOYEES

IMPORTANCE TO EMPOLYERS

IMPORTANCE TO SOCIETY


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COLLECTIVE

BARGAINING PROCESS


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Collective BargainingProcess


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Prepare

Involves composition ofnegotiation team

Representatives examine theirsituations

Time & venue are decided fornegotiating meeting


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Discuss

Parties decide ground rule

Environment of mutual trust &unerstanding


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Propose

Involves the initial openingstatement

possible options to resolve them


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Settlement

Agreement is reached uponwherein both the parties agreeto a common decision regarding

the problem or the issue.

Effective joint implementation ofthe agreement


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Collective BargainingAgreement

Result of Collective BargainingProcedure

Forms of CBA

- Procedurial Agreement

- Substantive Agreement Enforcement of CBA


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Bargaining Forms &Tactics

Distributive Bargaining

Integrative Bargaining

Attitudinal Restructuring

Intra-organizational Bargaining


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Levels of CollectiveBargaining


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Levels of CollectiveBargaining

Economy-wide (national) Level

Sector or Industry Level

Company or Enterprise Level


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PRE-REQUISITES

RECOGNITION OF THE BRGAININGAGENT

DECIDING THE LEVEL OF BARGANING

DETERMINING THE SCOPE AND

COVERAGE OF BARAINING

SPIRIT OF GIVE AND TAKE


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ON INTERNATIONALBACKGROUND

Duration of bargining process : -One year, but may extend to two tothree years

Reopening the issue of wages once

during the period

Continued relationship

Equality of terms: -

union derive strength from workersand not employer.

employers representative should be

authorized by management and


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Contd.

For successful collectivebargaining the unfair labourpractices from employers as well

as employees should be avoided.

For effective and constructiveuse of collective bargaining both

employers and employee shouldbe strong and functioning well

Sincerely recognize the moral

obligations involved.


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DOS AND DONTS

Outwitting and outweighing andcourting of threats by eitherparty on any issue should be

avoided.

Issues come upon as proposalsand not as demands

positioning atmosphere in veryhot condition

Think fair, Act fair and Do fair


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CONTD..

Avoid always, No, Never andMust attitudes

Avoid apprehending the worst

Time is Essence of collectivebargaining

Negotiators on either side have

full authority to negotiate If no solutions or solution are at

breaking point, parties have tokeep themselves prepared toface worst


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ROLE OF TRADE UNION

Organizational strength Single Table Bargaining

Collective bargainingagreement Acceptable to both parties

Common issues Wages

Hours

Terms and conditions ofem lo ment


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ROLE OF TREAD UNION INCOLLECTIVE BARGAINING

What is Trade Union?

Trade union is an organization

that represents the interest of itsmembers in work and relatedmatters. It seeks to maintain and

improve their employmentrelations through direct collectivebargaining with management.


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Collective Bargaining Involved

Labour

Management

Government

Financial institutions (Indirectly)

Multiunionsiom

Legal role of union


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UNION POWER IN COLLECTIVEBARGAINING


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EXAMPLE :-

All India Oriental Bank Officers Association( Affiliated at AIBOA) Date : 11/03/2010 IBA Public Sector. 9th Baroatiate wage settlementheld at union bank of India, HU, Mumbai.

Proposal 1- 15000 / Proposal 2- 14200

Coal Indian ltd, unions &Hind KhadanMazdoor Union

4 of 5 union demanded 100% to 500% hike

Current wages Rs. 8320 per month

Twise to 16000 per month demanded byAITUC

40000 per month demanded by Hind Khadan


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LAST OPTION USE BYTRADE UNION

PicketingStriking

Boycotting

BoycottOur

EmployerThis UnionOn Strike

UnfairOnStri

ke

DontBuyH

ere


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OBLIGATION TOMANAGEMENT

AND TU IN COLLECTIVE

BARGAINING

&CONCLUSION


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Obligation ofmanagement

To grant recognitions for collectivebargaining- for only the major unionswho will be more responsible.

To meet at reasonable times torepresentative of employee and tobargain on various issues of discussion.

Employers should aim to be as open andhelpful as possible in meeting tradeunion requests for information.

Confer in good faith with respect towages, working hours, other terms and


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CONTD

Management should be aware of therestrictions on the general duty todisclose information for collectivebargaining.

Management can be permitted tounilaterally put its offers.

Polling employees as to theirpreferences concerning alteration ofexisting condition.

Insistence to point of impasse on


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Obligation of trade union

Trade union should be recognise byemployer

The information requested has to be in

the employers possession, or in thepossession of any associated employer,and must relate to the employersundertaking.

Trade unions should keep employersinformed of the names of therepresentatives authorised to carry oncollective bargaining on their behalf.


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CONTD

Trade Unions should be aware of therestrictions on the general duty todisclose information for collectivebargaining.

Where two or more trade unions arerecognised by an employer for collectivebargaining purposes they shouldcoordinate their requests for informationwhenever possible.

Trade unions should review existingtraining programmes or establish newones to ensure negotiators are equipped

to understand and use informationeffectively.

CONCLUSION


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CONCLUSION Develop a sense of self respect

and responsibility among theemployees.

Giving labour an opportunity to

have its voice heard. Promoting peaceful relation

between employee and employer.

Develop ,flourish and play healthy, constructive and effective roll inthe maintenance of peaceful

industrial relation.


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THANK YOU

77236493 collective bargaining

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