Arvind Shrouti,Option Positive Introduction to CB Arvind Shrouti,Option Positive

Arvind Shrouti,Option Positive Introduction to CB Definition Meaning Purpose and importance Factors that contribute to CB Ways by which terms and conditions of employments are decided History of CB: USA, Europe, Asia Arvind Shrouti,Option Positive

Arvind Shrouti,Option Positive Definition Collective Bargaining is a method by which trade union protect and improve the condition of members’ working lives. Collective Bargaining as means of joint regulation. Economic & Political role ILO- Convention No 87- The right to collective bargaining forms an integral part of the ILO declaration on Fundamental Principles (1998) OECD Core Labour Standards WTO Social Clause United Nations – Global Compact Arvind Shrouti,Option Positive

Arvind Shrouti,Option Positive Collectivism to Individualism ? (How to Address such issues) Arvind Shrouti,Option Positive

Arvind Shrouti,Option Positive Prerequisites of CB Bargaining bodies: national level, industrial level, and enterprise/unit level Recognition and registration of Trade unions (Is there a difference) Criteria for recognition of Trade union for CB Arvind Shrouti,Option Positive

Required competencies for CB Knowledge: Information, intelligence, implying truth, proof and conviction, clear and reasonable perception of the fact etc. Skills: The art of completing an act by knowing all the technicalities. Ability: Having the power and capacity of doing something without the help of technology. Arvind Shrouti,Option Positive

Required competencies for CB Why should we develop these competencies? These competencies help us to do the ground work and acquaint us with the current realities. Our bargaining capabilities become sharper as it is based on fact and data. Without appropriate competencies we may beat around the bush and may not have any positive outcome. We can not undermine the fact that this is a knowledge based world where information and data plays an important role. Arvind Shrouti,Option Positive

Dimensions of compensation systems Pay for work and performance Pay for time not worked Loss of Job income continuation Disability income continuation Deferred income Spouse/family income continuation Health, accident and Liability Protection Income Equivalent payment Arvind Shrouti,Option Positive

Arvind Shrouti,Option Positive Issues of Interest Issues of Rights Arvind Shrouti,Option Positive

Arvind Shrouti,Option Positive Legal Framework Arvind Shrouti,Option Positive

Determining the rates of Pay I Kinds and Levels of required Knowledge and Skills Kind of Business Union and non-union status Capital-intensive Vs Labor intensive Size of the business Philosophy of the management Total compensation package Geographical location Arvind Shrouti,Option Positive

Determining the rates of Pay: II Supply and demand of labor Profitability of the Firm Employment stability Gender differences Employment tenure and Performance Arvind Shrouti,Option Positive

Arvind Shrouti,Option Positive THANK YOU Arvind Shrouti OPTION POSITIVE Pune, INDIA Email: optionpositive@rediffmail.com Arvind Shrouti,Option Positive