Late Narayan Meghaji Lokhande

MAHARASHTRA INSTITUTE OF LABOUR STUDIES

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TOPIC
COLLECTIVE BARGAINING

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GROUP MEMBERS ARE

16. Vishal Dalvi 17. Adinath Damale 18. Reshma Desai 19. Sudhir Deshmukh 20. Riya Dhaimade
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OVERVIEW
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 BARGAINING
EVOLUTION CONCEPT AND DEFINATION FEATURES IMPORTANCE
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EVOLUTION
INTRODUCED BY BRITISH LABOUR REFORMER SIDNEY AND BEATRICE WEBB. RESULT OF INDUSTRIAL CONFLICT AND GROWTH OF 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 AND DEFINATION

METHOD WHERE IN EMPLOYER AND EMLOYEES CAN SETTLE THEIR DISPUTE. METHOD BY WHICH PROBLMS OF WAGES AND CONDITION 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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FEATURES
GROUP PROCESS FLEXIBILITY AND MOBILITY BILATERAL PROCESS CONTINUOUS PROCESS IT IS DEMOCRATIC IT IS COMPLEX IT IS AN ART
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IMPORTANCE
IMPORTANCE TO EMPLOYEES IMPORTANCE TO EMPOLYERS IMPORTANCE TO SOCIETY

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COLLECTIVE BARGAINING PROCESS

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Collective Bargaining Process

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Prepare
Involves composition of negotiation team Representatives examine their situations Time & venue are decided for negotiating meeting
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Discuss
Parties decide ground rule Environment of mutual trust & unerstanding

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Propose
Involves the initial opening statement possible options to resolve them

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Bargain
Negotiations are easy if a problem solving attitude is adopted. Demand are pitched higher than what one would able to settle for & offer are initially made lower than what one would prepared to give

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Settlement
Agreement is reached upon wherein both the parties agree to a common decision regarding the problem or the issue. Effective joint implementation of the agreement

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Collective Bargaining Agreement

Result of Collective Bargaining Procedure 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 Collective Bargaining

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Levels of Collective Bargaining

Economy-wide (national) Level Sector or Industry Level Company or Enterprise Level

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PRE-REQUISITES
RECOGNITION OF THE BRGAINING AGENT DECIDING THE LEVEL OF BARGANING DETERMINING THE SCOPE AND COVERAGE OF BARAINING SPIRIT OF GIVE AND TAKE
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ON INTERNATIONAL BACKGROUND : Duration of bargining process

One year, but may extend to two to three years Reopening the issue of wages once during the period Continued relationship Equality of terms: union derive strength from workers and not employer. employers representative should be authorized by management and
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Contd.
For successful collective bargaining the unfair labour practices from employers as well as employees should be avoided. For effective and constructive use of collective bargaining both employers and employee should be strong and functioning well Sincerely recognize the moral obligations involved.
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DOS AND DONTS

Outwitting and outweighing and courting of threats by either party on any issue should be avoided. Issues come upon as proposals and not as demands positioning atmosphere in very hot condition Think fair, Act fair and Do fair
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CONTD..
Avoid always, No, Never and Must attitudes Avoid apprehending the worst Time is Essence of collective bargaining Negotiators on either side have full authority to negotiate If no solutions or solution are at breaking point, parties have to keep themselves prepared to face worst
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ROLE OF TRADE UNION

Organizational strength Single Table Bargaining Collective bargaining agreement Acceptable to both parties Common issues
Wages Hours Terms and conditions of employment YBhatt

ROLE OF TREAD UNION IN COLLECTIVE BARGAINING

What is Trade Union? Trade union is an organization that represents the interest of its members in work and related matters. It seeks to maintain and improve their employment relations through direct collective bargaining 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 COLLECTIVE BARGAINING

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 EXAMPLE : All India Oriental Bank Officers Association ( Affiliated at AIBOA) Date : 11/03/2010 IBA Public Sector. 9th Baroatiate wage settlement held at union bank of India, HU, Mumbai. Proposal 1- 15000 / Proposal 2- 14200 Coal Indian ltd, unions &Hind Khadan Mazdoor Union 4 of 5 union demanded 100% to 500% hike Current wages Rs. 8320 per month Twise to 16000 per month demanded by AITUC 40000 per month demanded by Hind Khadan YBhatt

LAST OPTION USE BY TRADE UNION t

On ke Stri

Unfair

Boycott Our Employer

This Union On Strike

Don re uy He B

Striking Boycotting

Picketing

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OBLIGATION TO MANAGEMENT AND TU IN COLLECTIVE BARGAINING & CONCLUSION

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 To grant recognitions for collective bargaining- for only the major unions who will be more responsible. To meet at reasonable times to representative of employee and to bargain on various issues of discussion. Employers should aim to be as open and helpful as possible in meeting trade union requests for information. Confer in good faith with respect to wages, workingYBhatt hours, other terms and

Obligation of management

CONTD
Management should be aware of the restrictions on the general duty to disclose information for collective bargaining. Management can be permitted to unilaterally put its offers. Polling employees as to their preferences concerning alteration of existing condition. Insistence to point of impasse on
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Obligation of trade union

Trade union should be recognise by employer The information requested has to be in the employers possession, or in the possession of any associated employer, and must relate to the employers undertaking. Trade unions should keep employers informed of the names of the representatives authorised to carry on collective bargaining on their behalf.
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CONTD
Trade Unions should be aware of the restrictions on the general duty to disclose information for collective bargaining. Where two or more trade unions are recognised by an employer for collective bargaining purposes they should coordinate their requests for information whenever possible. Trade unions should review existing training programmes or establish new ones to ensure negotiators are equipped to understand and use information effectively. YBhatt

CONCLUSION
Develop a sense of self respect and responsibility among the employees. 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 in the maintenance of peaceful industrial relation.
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THANK YOU

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