right to organize bargaining

8/6/2019 Right to Organize Bargaining

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Right to Organize and Collective BargainingConvention, 1949 (No. 98)

Tim De Meyer

Specialist on International Labour Standards & Labour Law, Subregion

Office for East Asia (SRO Bangkok), [email protected]



Rights covered by C. 98

Protection against acts of anti-union discrimination

Protection against acts of interference of workers’ andemployers’ organizations into each other’s existence or

functioning

Protective machinery

Promotion and development of voluntary collective bargaining



C 98ESif hESif hESif hESif h tusKH;0ifaomtusKH;0ifaomtusKH;0ifaomtusKH;0ifaom tcGif hta&;rsmtcGif hta&;rsmtcGif hta&;rsmtcGif hta&;rsm;;;;

or*~ qef @usifa&; cG Jjcm;qufqHr_ vkyf&yfrsm;tm; tumtuG,fay;jcif;

tvkyform;rsm;ESif h tvkyf&Sifrsm;. tzG J @tpnf;rsm;tcsif;csif; wckESif hwck.wnf&S dr_ od k @r[kwf vkyfief;aqmif&Gufr_ud k 0ifa&mufpGufzufr_ vkyf&yfrsm;rStumtuG,fay;jcif;

tumtuG,fay;aom ,EW&m;

rdrdoabmqENjzif h pkaygif;nd ‡E_ dif; ta&;qd kjcif;ud k tm;ay;jr‡if hwifjcif;ESif hðypkysKd;axmifjcif;



All E + W covered, except…

armed forces and police (national law)

public servants engaged in the administration of the State ARE: government ministry officials, ancillary staff, judiciary

ARE NOT: persons employed in public enterprises, autonomous

public institutions, teachers, employees of postal and

telecommunication services, staff of the Central Bank etc

C. 98 rights for these public servants: Labour Relations (Public

Service) Conv. (No. 151), 1978



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vufeufud kif tiftm;pkESif h &JwyfzG J @ (Ed kifiHawmf Oya't&)

Ed k fifiHawmf tkyfcsKyfa&;yd kif;wGif wm0ef,lae&aom tpd k;&0efxrf;rsm;

tpd k;&0ef}uD;Xme 0efxrf;rsm;/ t&H0efxrf;rsm; jzpf=u+yD; tpd k;&pD;yGm;a&; vkyfief;rsm;&S d yk*~ dKvfrsm;/ oD;jcm;vGwfvyfr_&S daom

jynfolyd kifXmersm;/ q&m / r rsm;/ pmwd kufESif h a=u;eef; 0efaqmifr_ 0efxrf;rsm;/A[k db%f0efxrf;rsm; rygyg?

Tjynfol @0efxrf;rsm;twGuf jyXmef;csuf 98 yg tcGif hta&;rsm;

tvkyform; qufqHa&; (jynfolyd kif 0efaqmifr_vkyfief;)

jyXmef;csuf (trSwf 151)/ 1978



1/ or*~tm;1/ or*~tm;1/ or*~tm;1/ or*~tm; qef @usifIqef @usifIqef @usifIqef @usifI cG Jjcm;qufqHjcifcG Jjcm;qufqHjcifcG Jjcm;qufqHjcifcG Jjcm;qufqHjcif;;;;

tvkyform;rsm;ud k or*~tm; qef @usifI cG Jjcm;qufqHjcif; vyf&yfrsm;rS

tvkyform;rsm;rS vk HavmufpGm tumtuG,f ay;&rnf? tvkyform;or*~tzG J @0if jzpfaoma=umif h tvkyform;tjzpf cef @tyf&ef

jiif;qd kaom tvkyf&Sifrsm;

tvkyform;or*~tzG J @0iftjzpfrS xkwfy,fjcif; (od k @r[kwf) or*~vkyfief;rsm;wGifyg0ifaqmif&Gufjcif;rS &yfpJjcif;

a@&$ajymif;jcif;/ &mxl;wd k;ray;jcif;/ &mxl;av#mhcsjcif;/ tvkyfrS tem;ay;jcif;/emrnfysufpm&if;oGif;jcif;/ Oya'ESif htnD oydwfarSmuf&mwGif yg0ifaoma=umif h

vpm/ tusKd;cHpm;cGif hrsm; uef @owfjcif;



or*~tm;or*~tm;or*~tm;or*~tm; qef @usifIqef @usifIqef @usifIqef @usifI cG Jjcm;qufqHjcifcG Jjcm;qufqHjcifcG Jjcm;qufqHjcifcG Jjcm;qufqHjcif;;;;

atmufyg vkyfief;wd k @tm;

tumtuG,fay;onf/ vkyfief;rsm; pnf;&k H;aqmif&Gufjcif;tay: tajccHI tvkyform;or*~

tzG J @0ifjzpfr_ESif h Oya'ESif h nD!Gwfaom vkyfief;rsm;

,cifvkyfief;rsm;ESif h tzG J @0ifjzpfr_ or*~tjzpf todtrSwfðyjcif; rcH&ao;aom ae&mrsm;

or*~acgif;aqmifrsm;twGuf wd k;csJ@tpDtrHrsm;



2. Protection against interference

State must protect employers’ and workers’ organizations

against acts of interference from each other, for example protection from financial control

establishing a particular union as a counterweight to the

existing union

arbitrarily favouring one union over another for collective

bargaining purposes



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Ed kifiHawmfonf tvkyf&SifESif h tvkyform;tzG J @tpnf;rsm; wckESif hwck

0ifa&mufpGufzufjcif;rS tumtuG,f ay;&rnf/ Oyrm- aiGa=u;pDrHcef @cG Jr_rsm;rS tumtuG,fay;jcif;

vuf&S d or*~tm; wefjyefqef @usifvd kaom oabmjzif h or*~w&yf xlaxmifjcif;

pkaygif;nd ‡E_ dif; ta&;qd kjcif;ESif h ywfoufI tzG J @wzG J @tm; tjcm;tzG J @wzG J @xuf yd kIrsufESmomay;jcif;



3. Protective machinery

Objective need for effective and rapid machinery to ensure

application in practice Means impartial, effective, rapid, inexpensive means to redress

the grievances caused by anti-union discrimination

can be preventive or compensatory

inquiries in trade unionists dismissals

financial and occupational compensation

reversal of burden of proof to the employer

penalties



3/3/3/3/ tumtuG,fay;aomtumtuG,fay;aomtumtuG,fay;aomtumtuG,fay;aom ,,,,EW&mEW&mEW&mEW&m;;;;

vufawG @ trSefwu,f tok H;csEd kifonf h xda&mufI jrefqefaom,EW&m;twGuf vufawG @ vd ktyfonf

or*~qef @usifa&; cG Jjcm;qufqHr_a=umif h jzpfay:vmaomxdcd kufepfemr_rsm;ud k ukpm;&ef bufrvd kufaom/ xda&mufjrefqef+yD;tukeftusoufomaom enf;vrf;rsm;[k qd kvd kouJ hod k @

}uKdwifumuG,fjcif;ESif h tpm;xd k;ay; av#mfa=u;ay;jcif;wd k @ud k jzpfEd kifygonf/ or*~a&; v_yf&Sm;olrsm;ud k tvkyfxkwfjcif;tm; pk Hprf;jcif;

av#mfa=u;aiGay;jcif;ESif h tpm;xd k; tvkyfcef @ay;jcif;

oufaojy&ef wm0ef&S dr_tm; tvky&Sifbufod k @ v$ Jajymif;jcif;

tjypfay;jcif;



Suggested Protection: R. 143

(a) detailed and precise definition of the reasons justifying

termination of employment of workers’ representatives: (b) a requirement of consultation with, an advisory opinion

from, or agreement of an independent body, public or private,

or a joint body, before the dismissal of a workers’

representative is final;

(c) a special recourse procedure open to workers’

representatives who consider that their employment has been

unjustifiably terminated, or that they have been subjected to anunfavourable change in their conditions of employment or to

unfair treatment:



t}uHðyxm;aomt}uHðyxm;aomt}uHðyxm;aomt}uHðyxm;aom tumtuG,frsmtumtuG,frsmtumtuG,frsmtumtuG,frsm;;;; oabmwlnDcsufoabmwlnDcsufoabmwlnDcsufoabmwlnDcsuf 143143143143

(u) tvkyform; ud k,fpm;vS,frsm;. tvkyftud kifrsm;tm; &yfpJjcif;ESif hywfoufI w&m;r#wa=umif; ta=umif;jycsufrsm;qd kif&m tao;pdwf

wdusaom t"dy g,f zGif hqd kcsuf/(c) tvkyform; ud k,fpm;vS,fud k tvkyfðzwfjcif;tm; aemufqk H;twnfrðyrD

t}uHay;tzG J @. oabmxm;ud k &,lwd kifyif&ef od k @r[kwf tpd k;& od k @r[kwf

yk*~vdu od k @r[kwf ESpfbufpvk H;yg0ifonf h vGyfvyfaom tzG J @wck.oabmwlnDcsufud k &,l&ef vd ktyfjcif;

(*) rdrdwd k @. tvkyfud k rw&m; &yfpJcH&onf[k ,lqaom od k @r[kwf vkyfief;cGif

tajctaersm;wGif tòi;xm;cH&onf od k @r[kwf rr#rw qufqHcH&onf[k,lqaom tvkyform; ud k,fpm;vS,ftwGuf txl;oD;jcm;vkyfxk H;vkyfenf;



Suggested Protection: R. 143

(d) in respect of the unjustified termination of employment of workers representatives, provision for an effective remedywhich, unless this is contrary to basic principles of the law of the country concerned, should include the reinstatement of such representatives in their job, with payment of unpaidwages and with maintenance of their acquired rights;

(e) provision for laying upon the employer, in the case of anyalleged discriminatory dismissal or unfavourable change in theconditions of employment of a workers’ representative, theburden of proving that such action was justified;

(f) recognition of a priority to be given to workers’representatives with regard to their retention in employment incase of reduction of the workforce.



t}uHðyxm;aomt}uHðyxm;aomt}uHðyxm;aomt}uHðyxm;aom tumtuG,frsmtumtuG,frsmtumtuG,frsmtumtuG,frsm;;;; oabmwlnDcsufoabmwlnDcsufoabmwlnDcsufoabmwlnDcsuf 143143143143

(C) oufqd kif&mwd kif;jynf. Oya'a&;&m tajccHrl0g'rsm;ESif h rqef @usifygutvkyform; ud k,fpm;vS,ftm; rw&m;ojzif h tvkyfrS&yfpJjcif;ESif h

ywfoufI xda&mufaom jyefvnfukpm;r_qd kif&m jyXmef;csufwGifxd ktvkyform;tm; tvkyfjyefcef @jcif;/ &oif h&xd kufaom tcGif hta&;rsm;jzif hxkwfray;&ao;aom vkyftm;cud k jyefvnfay;tyfjcif;wd k @ yg0ifoif honf?

(i) tvkyform;tm; jyefvnfcef @xm;jcif;ESif h ywfoufaom jyXmef;csufwGiftvkyform; ud k,fpm;vS,ftm; cG Jjcm;qufqHaomoabmjzif htvkyfxkwfypfonf (od k @r[kwf) tvkyfcGifwGif cG Jjcm;bufvd kufaomtajctaersm; &S donf[k pGyfpG Jcsufrsm;Y Tod k @ ta&;,laqmif&Guf&efoufaojy&mwGif w&m;r#wr_ &S donf?

(p) tvkyform;tiftm; av#mhcsonf h udpP&yfrsm;Ytvkyform;ud k,fpm;vS,ftm; tvkyfjyefcef @xm;&mwGif OD;pm;ay;cH&&eftodtrSwfðyjcif;



4. Collective bargaining

States must promote voluntary collective bargaining to

regulate terms and conditions of employment by means of collective agreements

Employers’ and workers’ organizations must enjoy conditions

that allow the organizations concerned to negotiate in the

widest sense among themselves with a view of regulatingconditions of employment

further standards are laid down in the Collective Bargaining

Convention (No. 154), 1981



4/4/4/4/ pkaygif;ndpkaygif;ndpkaygif;ndpkaygif;nd‡ ‡‡ ‡E_ d kifE_ d kifE_ d kifE_ d kif;;;; ta&;qd kjcifta&;qd kjcifta&;qd kjcifta&;qd kjcif;;;;

pkaygif;oabmwlnDjcif; enf;vrf;jzif h tvkyftud kif cef @xm;zl;qd kif&mtajctae owfrSwfjyXmef;r_ud k a&;qG J&ef rdrdqENjzif h pkaygif;n‡ dE_ dif;

ta&;qd kjcif;ud k tpd k;&rS wd kufwGef;tm;ay;&rnf? tvkyftud kifcef @xm;zl;qd kif&m tajctaersm; owfrSwfjyXmef;jcif;qd kif&m

oabmxm;jzif h tvkyf&Sifrsm;ESif h tvkyform;rsm;t=um;

us,fjyef @aomtjrifrsm;ESif h n‡ dE_ dif;aqG;aEG;&ef cGif hðyaom tajctaersm;ud koufqd kif&mtvkyf&SifESif h tvkyform;tzG J @tpnf;rsm; &&S dcHpm;&rnf/

aemufqufwG J pHE_ef;rsm;ud k pkaygif;n‡ dE_ dif; ta&;qd kjcif; jyXmef;csuf (trSwf-

154) 1981 wGif csrSwfxm;onf?



What is CB (C. 154) ?

Collective bargaining extends to all negotiations which take

place between an employer, a group of employers or one ormore employers’ organizations, on the one hand, and one or

more workers’ organizations, on the other, for –

(a) determining working conditions and terms of employment;

(b) regulating relations between employers and workers; (c) regulating relations between employers or their organizations and a

workers’ organization or workers’ organizations.



pkaygif;npkaygif;npkaygif;npkaygif;n‡ ‡‡ ‡dE_ dif dE_ dif dE_ dif dE_ dif;;;; ta&;qd krta&;qd krta&;qd krta&;qd kr_ _ _ _ qd konfrSmqd konfrSmqd konfrSmqd konfrSm tb,fenftb,fenftb,fenftb,fenf; (; (; (; (jyXmef;csufjyXmef;csufjyXmef;csufjyXmef;csuf 154)154)154)154)

pkaygif;nd ‡E_ dif;ta&;qd kr_onf tvkyf&SifwOD;/ tvkyf&SiftzG J @wzG J @ od k @r[kwftvkyf&Sifrsm;. tzG J @tpnf;rsm;t=um; jzpfay:aomnd ‡E_ dif;aqG;aEG;r_rsm;tm;vk H;ESif hvnf; oufqd kifouJ hod k @tvkyform;tzG J @tpnf;wck od k @r[kwf tzG J @tpnf;rsm;t=um;&S dn‡ dE_ dif;r_rsm;ESif hvnf; oufqd kifygonf? Tn‡ dE_ dif;r_onf

(u) tvkyfcGif tajctaersm;ESif h tvkyftud kifcef @xm;jcif;ESif hywfoufaom oabmwlnDr#r_rsm;ud k qk H;jzwfowfrSwfjcif;

(c) tvkyf&SifESif h tvkyform;rsm;t=um; qufqHa&;ud k a&;qG JowfrSwfjcif;

(*) tvkyf&Sifrsm; (od k @) ‚wd k @. tzG J @tpnf;rsm;ESif h tvkyform;rsm;.tzG J @tpnf;wck od k @r[kwf tzG J @tpnf;rsm;t=um; qufqHa&;ud ka&;qG JowfrSwfjcif;



C. 154: means of CB promotion

(a) made possible for all employers and all groups of workersin the branches of activity covered by this Convention;

(b) collective bargaining should be progressively extended toall matters covered by (a), (b) and (c) on the previous slide;

(c) rules of procedure agreed between the parties should be

encouraged; (d) CB should not be hampered by the absence of rules

governing the procedure to be used or by the inadequacy orinappropriateness of such rules;

(e) bodies and procedures for the settlement of labour disputesshould be so conceived as to contribute to the promotion of collective bargaining.



C 154 CB ud kud kud kud k tm;ay;jrtm;ay;jrtm;ay;jrtm;ay;jr‡ ‡‡ ‡if hwifjcifif hwifjcifif hwifjcifif hwifjcif;;;; enf;vrf;rsmenf;vrf;rsmenf;vrf;rsmenf;vrf;rsm;;;;

(u) TjyXmef;csuft& tusKH;0ifaom vkyfief;cG Jrsm;tm;vk H;wGif tvkyf&Sifrsm;tm;vk H;ESif htvkyform;tzG J @rsm;tm;vk H; yg0ifEd kif&ef aqmif&Gufjcif;

(c) +yD;cJ honf h wifjycsufyg (u) (c) ESif h (*) wGif tusKH;0ifaom udpP&yfrsm;tm;vk H;od k @pkaygif;n‡ dE_ dif; ta&;qd kr_onf wqif h+yD;wqif h wd k;csJ @oif hygonf?

(*) yg0ifywfoufolrsm;tm;vk H; vkyfxk H;vkyfenf; pnf;rsOf;Oya'rsm;ud k tm;ay;oif hygonf/

(C) tok H;ðy&ef vd ktyfaom vkyfxk H;vkyfenf;rsm; uif;rJ hjcif; od k @r[kwf rvk Havmufr_od k @r[kwf xd kpnf;rsOf;Oya'rsm;ESif h ud kufnDr_ r&S dr_wd k @a=umif h pkaygif;n‡ dEd _if;r_qd kif&mud kt[ef @twm; rjzpfapoif hyg/

(i) tvkyform; yÉdyuQrsm; ajz&Sif;a&;tzG J @ESif h vkyfxk H;vkyfenf;rsm;onf pkaygif;n‡ dE_ dif;r_ud k

tm;ay;jr‡if hwifjcif;tm; taxmuftyh Hjzpfap&ef &nf&G,foabmxm;oif honf/



Promotion of voluntary CB

… full development and utilization of machinery for voluntary

negotiations… to regulate conditions of employment bycollective agreements

sets a minimum standard requiring the State to take measures

to promote and implement collective bargaining

by, for example, setting the framework depending on

economic structure of the country



rdrdoabmqENtav#mufrdrdoabmqENtav#mufrdrdoabmqENtav#mufrdrdoabmqENtav#muf pkaygif;npkaygif;npkaygif;npkaygif;n‡ ‡‡ ‡dE_ dif dE_ dif dE_ dif dE_ dif;;;; ta&;qd kr_ud kta&;qd kr_ud kta&;qd kr_ud kta&;qd kr_ud k tm;ay;jrtm;ay;jrtm;ay;jrtm;ay;jr‡ ‡‡ ‡if hwifjcifif hwifjcifif hwifjcifif hwifjcif;;;;

pkaygif;oabmwlnDr_jzif h tvkyftud kiftajctaersm;ud k pnf;rsOf;a&;qG J&ef

rdrdoabmqENjzif h nd ‡E_ dif;aqG;aEG;jcif; ,EW&m;w&yfud k xlaxmifjcif;ESif htok H;csjcif;

pk / n‡ d ud k tm;ay;jr‡if hwif&efESif h taumiftxnfazmf&ef

tpDtrHrsm;csrSwf&mwGif Ed kifiHawmftwGuf vd ktyfaom tedrf hqk H;pHE_ef;w&yf owfrSwf&ef

Oyrmtm;jzif h wd kif;jynf. pD;yGm;a&; wnfaqmufzG J @pnf;yk Hay: rlwnfI

t!$ef;abmifw&yf owfrSwfjcif;



Machinery and procedures to facilitate CB

examples:

setting up jointfacilitating bodies at

the enterprise level

mediation and

conciliation

machinery

set up legal

framework andinstitutional stracture

- guidelines



pkaygif;npkaygif;npkaygif;npkaygif;n‡ ‡‡ ‡dE_ dif dE_ dif dE_ dif dE_ dif;;;; ta&;qd kr_ud kta&;qd kr_ud kta&;qd kr_ud kta&;qd kr_ud k taxmuftultaxmuftultaxmuftultaxmuftul jzpfapaomjzpfapaomjzpfapaomjzpfapaom ,,,,EW&m;ESif hEW&m;ESif hEW&m;ESif hEW&m;ESif h

vkyfxk H;vkyfenf;rsmvkyfxk H;vkyfenf;rsmvkyfxk H;vkyfenf;rsmvkyfxk H;vkyfenf;rsm;;;;

Oyrmrsm;-

pD;yGm;a&; vkyfief;rsm;tqif hYyl;wG J yh Hyd k;ulnDa&;tzG J @rsm;

zG J @pnf;jcif;

=um;0ifn‡ dE_ dif;a&;ESif haphpyfa&;,EW&m;

Oya'qd kif&m t!$ef;abmifxlaxmifjcif;ESif h

tzG J @tpnf; zG J @pnf;yk Hvrf;!$efcsufrsm;



Voluntary collective bargaining

autonomy of the parties of the parties is essential

machinery should promote voluntary bargaining of autonomous parties

level of bargaining

scope of bargaining

approval of collective agreements,

permitted to the extent to verify compliance with procedural

requirements and national minimum standards

Should bedecided by theparties



rdrdoabmqENjzif h pkaygif;nrdrdoabmqENjzif h pkaygif;nrdrdoabmqENjzif h pkaygif;nrdrdoabmqENjzif h pkaygif;n‡ ‡‡ ‡dE_ dif; ta&;qd kr_ dE_ dif; ta&;qd kr_ dE_ dif; ta&;qd kr_ dE_ dif; ta&;qd kr_

yg0ifywfoufaom tzG J @rsm;. tzG J @rsm;. tzG J @0ifrsm;. oD;jcm;vGwfvyfpGm

&yfwnfEd kifr_onf r&S drjzpf vd ktyfonf? oD;jcm;&yfwnfaeaom tzG J @rsm;. rdrdqENjzif h n‡ dE_ dif;ta&;qd kjcif;ud k,EW&m;u tm;ay;jr‡if hwifoif honf/

n‡ dE_ dif;ta&;qd kr_tqif h n‡ dE_ dif;ta&;qd kaom e,fy,f pkaygif; oabmwlnDr_ud k twnfðyjcif;

vkyfxk H;vkyfenf;qd kif&m vd ktyfcsufrsm;ESif h wEd kifiHvk H;&S d tedrf hqk H;pHE_ef;owfrSwfcsufjzif h oabmwlnD vd kufavsmr_ud k twnfðy&ef twd kif;twm wcktxd cGif hðyxm;onf/

rsm;ud k oufqd kif&myg0ifaom tzG J @rsm;u

qk H;jzwfoif honf?



Why gender equality bargaining?

Because it’s fair

Women’scontributions

undervalued

Increasing inworkforce

Persisting

misconceptionsWomen count

Because it works

Key to initiatingchange

Changes attitudes

Improves onlegislation

Attracts women

Non-pay issues-easier to bargain



rnfonf htwGufarnfonf htwGufarnfonf htwGufarnfonf htwGufa= == =umif humif humif humif h usm;usm;usm;usm; / rrrr wef;wlnDr#r_qd kif&mwef;wlnDr#r_qd kif&mwef;wlnDr#r_qd kif&mwef;wlnDr#r_qd kif&m nnnn‡ ‡‡ ‡dE_ dif;ta&;qd kr_u dE_ dif;ta&;qd kr_u dE_ dif;ta&;qd kr_u dE_ dif;ta&;qd kr_u

t&nf;}uD;oenft&nf;}uD;oenft&nf;}uD;oenft&nf;}uD;oenf;;;;

r#waoma=umif hjzpfonf?

- trsKd;orD;rsm;. aqmif&Gufr_ud k- wefbd k;xm;tm;enf;- vkyftm; wd k;yGm;vmjcif;- vG JrSm;aom t,ltqrsm;

qufvuftm;aumif;aejcif;- trsKd;orD;rsm;u¾ xif&Sm;vmjcif;

tvkyfjzpfaoma=umif h jzpfonf?

- tajymif;tvJrsm; pwifvkyfaqmif&mY t"duusvm

- ajymif;vJvmaomoabmxm;rsm;

- Oya'ðya&;wGif wd k;wufvm- trsKd;orD;rsm;tm; pnf;&k H;r_

rsm; &S dvm- vkyfcray;aom jy\emwGif

n‡ dE_ dif;ta&;qd k&ef vG,ful



The issues: traditional

Convention No. 98

Wages Overtime

Bonus

Job classification

Pensions



jzpfaeusjzpfaeusjzpfaeusjzpfaeus jyjyjyjy\\\\emrsmemrsmemrsmemrsm;;;;

jyXmef;csuftrSwf 98

vkyftm;c tcsdefyd k

tyd kqka=u;

tvkyftud ktqif h owfrSwfjcif;

yifpifvpmrsm;



New Issues ?

For women only ?

Equal pay

Part-time, flex time

Job-sharing

Family responsibilities

Parental leave

Affirmative action

Sexual harassment



jyjyjyjy\\\\emtopfrsmemtopfrsmemtopfrsmemtopfrsm;;;; trsKd;orD;rsm;twGuf oufoufyJvm;

wef;wlvpm/ vkyftm;c

tcsdefyd kif;/ n‡ dE_ dif;tcsdef

tvkyftud kif cG Ja0r_

rdom;pk wm0ef0wW&m;rsm; rdbrsm;rS om;orD;tm; apmif ha&Smuf&efcGif h

OD;pm;ay; qufqHjcif;

vdifyd kif;qd kif&m aESmif h,Sufr_



Summary Principles CB

A. The right to collective bargaining is a fundamental right

endorsed by the members of the ILO in joining the

Organization, which they have an obligation to respect, to

promote and to realize, in good faith (ILO Declaration on

Fundamental Principles and Rights at Work and its Follow-

up).



pkaygif;npkaygif;npkaygif;npkaygif;n‡ ‡‡ ‡dE_ dif dE_ dif dE_ dif dE_ dif;;;; ta&;qd kcGif hqd kif&mta&;qd kcGif hqd kif&mta&;qd kcGif hqd kif&mta&;qd kcGif hqd kif&m oabmw&moabmw&moabmw&moabmw&m;;;; tusOf;csKyftusOf;csKyftusOf;csKyftusOf;csKyf

(u) pkaygif;n‡ dE_ d kif; ta&;qd kyd kifcGif honf ILO tzG J @0ifrsm;tzG J @0ifumpwGif av;pm;&ef/ tm;ay;jr‡if hwif&efESif h,k H,k H=unf=unfjzif h usif hok H;&ef wm0ef&S daom tajccHtcGif hta&;

w&yfjzpfonf? (tajccHrl0g'rsm;ESif h tvkyfcGiftcGif hta&;rsm;qd kif&m ILO a=ujimcsufESif h ‚.aemufqufwG J)



B. Collective bargaining is a right of employers and their

organizations, on the one hand, and organizations of workers,

on the other hand (first-level trade unions, federations and

confederations); only in the absence of these latter

organizations may representatives of the workers concerned

conclude collective agreements.



(c) pkaygif;n‡ dE_ dif; ta&;qd kjcif;onf tvkyf&Sifrsm;ESif h ‚wd k @.tzG J @tpnf;rsm;/

tvkyform; tzG J @tpnf;rsm; (yxrtqif h tvkyform;or*~rsm;tvkyform;or*~tzG J @csKyfESif h or*~tzG J @aygif;csKyfrsm;) twGufygoufqd kifaom tcGif hta&;jzpfonf? tvkyform;tzG J @tpnf;rsm; r&S drSom

oufqd kif&m tvkyform;rsm;. ud k,fpm;vS,frsm;upkaygif;oabmwlnDcsufrsm; csrSwfvdrf hrnf?



C. The right to collective bargaining should be recognized

throughout the private and public sectors, and it is only the

armed forces, the police and public servants engaged in the

administration of the State who may be excluded from the

exercise thereof (Convention No. 98).

D. The purpose of collective bargaining is the regulation of

terms and conditions of employment, in a broad sense, and the

relations between the parties.



(*) pkaygif;n‡ dE_ dif;ta&;qd kr_ tcGif hta&;onf yk*~vduESif h jynfolyd kif

u¾rsm;Yyg todtrSwf ðyoif honf? vufeufud kifwyfzG J @rsm;/ &JwyfzG J @ESif hEd kifiHawmftkyfcsKyfa&;wGif yg0ifaeaom tpd k;&0efxrf;rsm;omv#if TtcGif hta&; usif hok H;jcif;rSty csefvSyfxm;oif honf?

(jyXmef;csuftrSwf- 98)(C) pkaygif;n‡ dE_ dif;ta&;qd kr_. &nf&G,fcsufonf tvkyftud kif.

tajctaersm; taetxm;rsm;ESif h oufqd kif&m tzG J @rsm;t=um;

qufqHa&;ud k us,fus,fjyef @jyef @ a&;qG JowfrSwfjcif; jzpfonf?



E. Collective agreements should be binding. It must be

possible to determine terms and conditions of employment

which are more favourable than those established by to

individual contracts over collective agreements, except where

more favourable provisions are contained in individual

contracts.



(i) pkaygif;n‡ dE_ dif; oabmwlnDr_onf rjzpfrae vd kufem&rnf h

oabmwlnDcsufrsm; jzpfoif honf? tvkyftud kifrsm;. tajctaersm;ud kowfrSwfjyXmef;&mY Oya't& wnfaxmifxm;jcif;xuf yd krd kIoabmwlauseyfjcif;rsKd; jzpfoif honf? wOD;wa,mufcsif;oabmwlnDr_rsKd;ud k OD;pm;ray;oif hyg?



F. To be effective, the exercise of the right to collective

bargaining requires that workers’ organizations are

independent and not “under the control of employers or

employers’ organizations” and that the process of collective

bargaining can proceed without undue interference by the

authorities.



(p) yd krd kxda&muf&ef pkaygif;n‡ dE_ dif;ta&;qd kcGif h usif hok H;&mwGif tvkyform;tzG J @tpnf;rsm;onf vGyfvyf+yD; tvkyf&Sif od k @r[kwftvkyf&SiftzG J @tpnf;rsm;. xdef;csKyfatmufwGif r&S d&ef vd ktyfonf?xd k @jyif pkaygif;n‡ dE_ dif;ta&;qd kjcif; jzpfpOfonf tm%myd kifrsm;.0ifa&mufpGufzufjcif; r&S dyJ aqmif&GufEd kif&efvnf; vd ktyfonf?



G. A trade union which represents the majority or a high

percentage of the workers in a bargaining unit may enjoy

preferential or exclusive bargaining rights. However, in cases

where no trade union fulfils these conditions or such exclusive

rights are not recognized, workers’ organizations should

nevertheless be able to conclude a collective agreement onbehalf of their own members.



(q) n‡ dE_ dif;ta&;qd kaomtzG J @wGif tvkyform;trsm;pkud k ud k,fpm;ðyaom

tvkyform; or*~onf txl;n‡ dE_ dif; ta&;qd kcGif h &S dEd kifonf? od k @aomfvnf;TowfrSwfcsufud k jznf hqnf;Ed kifaom or*~rsm;r&S dv#if od k @r[kwfTod k @aom txl;tcGif hta&;ud k todtrSwfrðyv#iftvkyform;tzG J @tpnf;rsm;u rdrdwd k @tzG J @0ifrsm;. ud k,fpm;ompkaygif;oabmwlnDr_ud k &,loif honf?



H. The principle of good faith in collective bargaining implies

recognizing representative organizations, endeavouring to

reach an agreement, engaging in genuine and constructive

negotiations, avoiding unjustified delays in negotiation and

mutually respecting the commitments entered into, taking into

account the results of negotiations in good faith.



(Z) pkaygif;n‡ dE_ dif;ta&;qd kr_ud k aumif;pGm,k H=unfjcif;. oabmw&m;rsm;wGif

ud k,fpm;ðyaom tzG J @rsm;ud k todtrSwfðyjcif;/ oabmwlnDr_&atmif}udK;pm;jcif;/ ppfrSefI tðyoabm aphpyf aqG;aEG;r_rsm;wGif yg0ifjcif;/aphpyfaqG;aEG;&mwGif ,kwW dr&S daom tcsdefqG Jr_rsm;ud k a&Smif=uOfjcif;ESif h &&S dvmaom oabmwlnDr_rsm;ud k ESpfOD;ESpfbuf av;pm;jcif;/aphpyfaqG;aEG;I &&S dvmaom tusKd;&vm'frsm;ud k ,k H,k H=unf=unfjzif hxnf hoGif;pOf;pm;jcif;wd k @ yg0ifygonf?



I. In view of the fact that the voluntary nature of collective

bargaining is a fundamental aspect of the principles of freedom

of association, collective bargaining may not be imposed upon

the parties and procedures to support bargaining must, in

principle, take into account its voluntary nature; moreover, the

level of bargaining must not be imposed unilaterally by law orby the authorities, and it must be possible for bargaining to

take place at any level.



(ps) pkaygif;n‡ dE_ dif; ta&;qd kjcif;onf vGyfvyfpGm toif;tyif;zG J @pnf;cGif h

oabmw&m;rsm;. tajccHtpdwftyd kif;wck jzpfonf[laom tjrifjzif h yg0ifywfoufaom tzG J @tpnf;rsm;ud k pkaygif;I rjzpfraen‡ dE_ dif;ta&;qd k&rnf[k twif;wd kufwGef;jcif; rðyvkyfoif hyg?n‡ dE_ dif;ta&;qd kjcif;tm; taxmuftyh Hðy&ef vkyfxk H;vkyfenf;rsm;onf rltm;jzif h rdrdoabm qENtav#muf aqmif&Gufjcif;obm0ud k xnf hoGif;pOf;pm;xm;&rnf? xd k @tjyif n‡ dE_ dif;ta&;qd kr_tqif hud k Oya'jzif h od k @r[kwf vkyfyd kifcGif htm%mjzif h wbufowf twif;t=uyf owfrSwfjcif;

rðy&yg? tqif hwd kif;wGif n‡ dE_ dif;ta&;qd kr_ jzpfay:vm&ef jzpfEd kifacs &S d&rnf?



J. It is acceptable for conciliation and mediation to be imposed

by law in the framework of the process of collective

bargaining, provided that reasonable time limits are

established. However, the imposition of compulsory

arbitration in cases where the parties do not reach agreement is

generally contrary to the principle of voluntary collectivebargaining and is only admissible:



(n) usKd;a=umif;qDav#mfaom tcsdefumvowfrSwfcsuf owfrSwfxm;ay;v#if

ausat;jcif;ESif h =um;0ifaphpyfjcif;ud k pkaygif;n‡ dE_ dif;ta&;qd kjcif; jzpfpOf.uef @owfr_ abmiftwGif;rS Oya'jzif h owfrSwf&ef vufcHEd kifzG,f &S dygonf?od k @aomfvnf; yg0ifaqG;aEG;olrsm;u oabmwlnDr_r&onf h tajztaersKd;wGif rjzpfrae jzefajzaphpyfay;jcif;ud k twif;ðyvkyfygurdrdoabmqENtav#muf pkaygif;n‡ dE_ dif;ta&;qd kjcif; tajccHoabmESif h qef @usifbuf jzpfEd kifygonf?



(1) in essential services in the strict sense of the term (those

whose interruption would endanger the life, personal safety or

health of the whole or part of the population);

(2) with regard to public servants engaged in the

administration of the State;

(3) where after prolonged and fruitless negotiations, it is clearthat the deadlock will not be overcome without an initiative by

the authorities; and

(4) in the event of an acute national crisis. Arbitration which is

accepted by both parties (voluntary arbitration) is always

legitimate.



Interventions

K. Interventions by the legislative or administrative authorities

which have the effect of annulling or modifying the content of

freely concluded collective agreements, including wage

clauses, are contrary to the principle of voluntary collective

bargaining.

=um;0ifaqmif&ufr=um;0ifaqmif&ufr=um;0ifaqmif&ufr=um;0ifaqmif&ufr



=um;0iaqmi&Gur_=um;0iaqmi&Gur_=um;0iaqmi&Gur_=um;0iaqmi&Gur_

(É) vkyftm;cqd kif&m oabmwlnDcsuftygt0if vGyfvyfpGm pkaygif;n‡ dE_ dif;oabmwlxm;+yD; jzpfaom ta=umif;t&mrsm;ud k ysufjy,fapjcif;od k @r[kwf jyefvnfjyifqifjcif;ud k jzpfay:apaom w&m;a&;qd kif&mtm%myd kifrsm; od k @r[kwf tkyfcsKyfa&; tm%myd kifrsm;.=um;0ifaqmif&Gufr_onf rdrdoabmqENtav#muf pkaygif;n‡ dE_ dif; ta&;qd kr_

tajccHoabmESif h qef @usifonf?



Examples of interventions

the suspension/derogation of collective agreements by decreewithout parties’ agreement

the interruption of agreements which have already beennegotiated;

the requirement that freely concluded collective agreements berenegotiated;

the annulment of collective agreements;

the forced renegotiation of agreements which are currently inforce

(only admissible in emergency and for short periods) thecompulsory extension of the validity of collective agreementsby law

=um 0if qmif&uf e em sm= f f f= f f f=um 0if qmif&uf e em sm



=um;0iaqmi&Gur_ erlemrsm;=um;0iaqmi&Gur_ erlemrsm;=um;0iaqmi&Gur_ erlemrsm;=um;0iaqmi&Gur_ erlemrsm;

yg0ifaqG;aEG;olrsm;. oabmwlnDcsuf rygyJ pkaygif;oabmwlnDcsufrsm;ud k qd kif;ih Hxm;jcif;/ ðyjyifajymif;vJjcif;

n‡ dE_ dif;xm;+yD;jzpfaom oabmwlnDcsufrsm;ud k 0ifa&muf[ef @wm;jcif;

vGyfvyfpGm pkaygif;n‡ dE_ dif; oabmwlnDcsufrsm;ud k jyefvnfn‡ dE_ dif;aqG;aEG;&ef vd ktyfjcif;

pkaygif;oabmwlnDr_rsm;ud k ysufjy,fapjcif;

twif;t=uyf aqG;aEG;n‡ dE_ dif;apr_jzif h oabmwlnDapjcif;

pkaygif;oabmwlnDcsufrsm;. w&m;0ifjzpfr_ud k Oya'jzif h oufwrf;wd k;jcif;



Restrictions on content

L. Restrictions on the content of future collective agreements,

particularly in relation to wages, which are imposed by the

authorities as part of economic stabilization or structural

adjustment policies for imperative reasons of economic

interest, are admissible only in so far as such restrictions are

preceded by consultations with the organizations of workers

and employers and fulfill the following conditions:

g fg fg fg f ==== f df df df d f fj ff fj ff fj ff fj f



yg0ifaomyg0ifaomyg0ifaomyg0ifaom tatatata= == =umif;t&mrsm;ud kumif;t&mrsm;ud kumif;t&mrsm;ud kumif;t&mrsm;ud k uef @owfjcifuef @owfjcifuef @owfjcifuef @owfjcif;;;;

(X) pD;yGm;a&;wnf+idrfr_. tpdwftyd kif;t& od k @r[kwf pD;yGm;a&;

tusKd;pD;yGm;qd kif&m cd kifrmaom ta=umif;t&mrsm;a=umif h pD;yGm;a&;taqmuftOD; jyifqifa&; rl0g'rsm;t& tm%myd kifrsm;utwif;tusyfðyvkyfaom txl;ojzif h vkyftm;cESif hywfoufonf htem*wf pkaygif;oabmwlnDcsufqd kif&m yg0ifaom ta=umif;t&mrsm;ud kuef @owfjcif;onf tqd kyg uef @owfcsufrsm;tm; tvkyform;ESif htvkyf&SiftzG J @tpnf;rsm;ESif h }uKdwifn‡ dE_ dif;wd kifyif+yD; atmufygtajctaersm;jzif h jynf hpk HrSomv#if vufcHcGif h ðyEd kifygonf?



they are applied as an exceptional measure, and only to the

extent necessary; do not exceed a reasonable period and are

accompanied by adequate guarantees designed to protecteffectively the standards of living of the workers concerned;

and particularly those who are likely to be the most affected.



txl;vd ktyfaom tajctaew&yft&/ vd ktyfaom twd kif;twm

wcktxdom tok H;ðyjcif;jzpfoif haom tcsdefumvwckud k rausmfvGefyJ oufqd kif&m tvkyform;rsm;(txl;ojzif h txdcd kufEd kifqk H; tvkyform;rsm;) . vlaer_tqif htwef;ud k

xda&mufpGm umuG,fay;xm;aom vk Havmufonf h tmrcHcsufrsm;jzif h,SOfwG Jtok H;ðyjcif;

Glossary relevant to Collective Bargaining &



y g g

Dispute Settlement

Exchange of information

no involvement of discussion between parties

Negotiation

a process in which 2 or more parties with common or conflicting

interests come together and talk with a view to reaching an agreement;

no “third party” present

Conciliation

assistance provided to disputing parties by an independent third party

pkaygif;npkaygif;npkaygif;npkaygif;n‡ ‡‡ ‡dE_ dif dE_ dif dE_ dif dE_ dif;;;; ta&;qd kjcifta&;qd kjcifta&;qd kjcifta&;qd kjcif;/;/;/;/ tjiif;yGm;rtjiif;yGm;rtjiif;yGm;rtjiif;yGm;r_ __ _ ajz&Sif;a&;ESif hajz&Sif;a&;ESif hajz&Sif;a&;ESif hajz&Sif;a&;ESif h oufqd kifaoma0g[m&oufqd kifaoma0g[m&oufqd kifaoma0g[m&oufqd kifaoma0g[m&



k nk nk nk n ____ & kj& kj& kj& kj j Gj Gj Gj G __ __ j &S & Sj &S & Sj &S & Sj &S & S k &k &k &k &

&&&&Sif;vif;csuf Sif;vif;csuf Sif;vif;csuf Sif;vif;csuf

owif;tcsuftvuf zvS,fjcif;

- yg0ifaom tzG J @rsm;t=um; aqG;aEG;ajymqd kr_r&S d/ aqG;aEG;n‡ dE_ dif;jcif;

- wlnDaom od k @r[kwf yÉdyuQjzpfaom tusKd;pD;yGm;rsm;&S donf htzG J @) ESpfzG J @

od k @r[kwf ESpfzG J @xufyd kaomolrsm; oabmwlnDcsufwck &&S d&ef &nf&G,fItwlwuG ajymqd kaqG;aEG;jcif;/ ‘wwd, tzG J @’ ryg&S dyg/

aphpyfay;jcif;

- tjiif;yGm;aeaom tzG J @rsm;od k @ oD;jcm;vGyfvyfaom wwd,tzG J @rSay;aomtultnD

Glossary



Glossary

Mediation

similar to conciliation, but the assistance is more active; the mediator

suggests proposals and methods to resolve the problem Arbitration

method for settling mainly interest disputes whereby the disputing parties

submit the dispute to a mutually agreed “arbitrator”, an pledge to accept the

arbitrator’s award as binding Adjudication

method for settling mainly rights disputes whereby a public court will

establish an infringement of rights and correct it on the basis of the law

a0g[m& &a0g[m& &a0g[m& &a0g[m& &Sif;vif;csuf Sif;vif;csuf Sif;vif;csuf Sif;vif;csuf



S sS s

=um;0ifn‡ dE_ dif;ay;jcif;

aphpyfay;jcif;ESif h qifwlonf? od k @aomf tultnDay;yk HrSm yd kI wufºur_ &S donf?=um;0if n‡ dE_ dif;ay;olonf tqd kðycsufrsm;/ jy\emajz&Sif;&ef enf;vrf;rsm;ud k

t}uHðyavh&S donf? tqk H;tjzwfay;jcif;

tjiif;yGm;rsm;aeaomtzG J @rsm;u ESpfOD;ESpfbuf oabmwlaom ‘tqk H;tjzwfay;Ed kifol’tay: tjiif;yGm;r_ud k wifjy+yD; ol.tqk H;tjzwfud k rjzpfrae vd kufemrnf[k

vufcHuwdðyxm;aom tusKd;pD;yGm;qd kif&m tjiif;yGm;r_rsm;wGif t"duajz&Sif;&eftok H;ðyavh&S daom enf;vrf;

tqk H;tjzwf pD&ifjcif;

tpd k;& w&m;&k H;u Oya't& tcGif hta&;csKd;azmufr_ud k azmfxkwfIjyefvnfjyifqifay;aom t"dutm;jzif h tcGif hta&;qd kif&m tjiif;yGm;r_rsm;ud kajz&Sif;&mY tok H;ðyaomenf;vrf;

right to organize bargaining

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