12 UNION MANAGEMENT RELATIONSHIP

12 OBJECTIVES Describe what a Union is and Explain Factors Leading to UNION MANAGEMENT RELATIONSHIP OBJECTIVES Describe what a Union is and Explain Factors Leading to Unionism Outline the Background of Trade Union in India and Foundation of Different Unions Explain the Acts of Legislative System in India Compare and Analyze the Trade Unions of Various Other Countries Describe the Typical Collective Bargaining Process Discuss the Types of Disputes and their Repercussions Explain how a Grievance System is part of Administering and Interpreting a Union Agreement

12 UNION MANAGEMENT RELATIONSHIP Figure 15.2  Factors leading to Unionization

12 In House and National Unions UNION MANAGEMENT RELATIONSHIP All India Trade Union Congress (AITUC) The India National Trade Union Congress (INTUC) Hindu Mazdoor Sabha (HMS) Union Trade Union Congress (UTUC) Centre for Indian Trade Unions (CITU) Bhartiya Mazdur Sabha (BMS), etc.

12 TRADE UNIONS IN OTHER COUNTRIES Trade Unions in Asia UNION MANAGEMENT RELATIONSHIP TRADE UNIONS IN OTHER COUNTRIES Trade Unions in Asia Trade Unionism in Europe Trade Unionism in the U.S.

12 TYPES OF UNION SECURITY Restricted shop Open shop. Recognition shop UNION MANAGEMENT RELATIONSHIP TYPES OF UNION SECURITY Restricted shop  Open shop. Recognition shop  Agency shop  . Maintenance of membership shop . Modified union shop . Closed shop 

12 COLLECTIVE BARGAINING UNION MANAGEMENT RELATIONSHIP Types of Collective Bargaining Traditional Bargaining: Traditional bargaining is concerned with the distribution of benefits such as wages, working conditions, promotion, layoffs, management rights and so on. The focus is on costs of offers made, demands made, haggling, cajoling, presenting counter offers and threatening strikes and lockouts. It is also known as distribution bargaining. Integrative Bargaining: This tends to grow out of stressful situations. The pressure is placed on the companies to open its books and provide full disclosure of pertinent information or to develop quality circles wherein employee-union members can engage in decision making processes at the workplace. The focus is towards joint problem solving rather than a win-lose kind of conflict resolution.

12 STAGES OF NEGOTIATION Pre-Negotiation Phase UNION MANAGEMENT RELATIONSHIP STAGES OF NEGOTIATION Pre-Negotiation Phase The Negotiators & the Negotiation Strategy of Bargaining Tactics of Bargaining The Contract

12 BARGAINING IMPASSE UNION MANAGEMENT RELATIONSHIP Conciliation and Mediation  In conciliation, the third party attempts to keep union and the management negotiation talking so that they reach a voluntary settlement, but makes no proposals for solutions. In mediation, the third party assists the negotiators in reaching a settlement In neither conciliation nor mediation does the third party attempt to impose a solution. Arbitration  The process of arbitration uses a neutral third party to make a decision by either an individual or a panel of individuals. Arbitration attempts to solve bargaining impasses, primarily in the public and government sectors.

12 FORMS OF DISPUTES UNION MANAGEMENT RELATIONSHIP Strike Types of Strikes 1. Recognition strike  2. Economic strike  3. Jurisdictional strike  4. Wildcat strike . 5. Sit down strike  6. Sympathy strike . 7. Hunger strike. Lockouts Layoffs Gherao – A New Weapon Picketing Demonstration Go Slow

12 PREVENTION OF DISPUTES UNION MANAGEMENT RELATIONSHIP Contacts and consultation with management and employees In case of dispute, bringing about a settlement through persuasive efforts Bringing the employees’ grievance, both individual and collective with a view to secure their expeditious redress Understand the employees' viewpoint and help management shape and formulate policies Maintain impartial attitude during lawful strikes or lockouts and help in peaceful settlement Advising employees against going on illegal strikes and advising management against illegal lockouts Improving working conditions, canteen and other facilities Encourage formation of workers and joint production committees, safety and welfare committees Bring to the notice of employees various standing orders and help them in their interpretation, if needed.

12 WAYS OF RESOLVING DISPUTE Employee Participation UNION MANAGEMENT RELATIONSHIP WAYS OF RESOLVING DISPUTE Employee Participation Council Plan and Workers Committees Grievance Management

12 Steps in Grievance Procedures UNION MANAGEMENT RELATIONSHIP The employee discusses the grievance with the union’s representative on the job and the supervisor The union representative discusses the grievance with the supervisor’s manager 3. The union grievance committee discusses the grievance with appropriate company manager 4. The representative of the union discusses with the designated company executives 5. The final step to use are impartial third party for ultimate disposition of the grievance.

12 Principles Of Alternative Grievance Redressal Procedures UNION MANAGEMENT RELATIONSHIP Principles Of Alternative Grievance Redressal Procedures • Speed of response • Provisions for multiple levels in case it is not settled at one level and right to appeal • Objectivity & impartibility • Documentation • Transparency • Scope for personal hearing