Meaning & Definition Collective bargaining is concerned with the relations between tarde unions & management. Bargaining is collective because chosen representatives of labour & management acts as bargaining agents. ‘Collective Bargaining refers to a proces by which employers on the one hand and representatives of the employees on the other attempt to arrive at agreements covering the conditions under which employees will contribute and be compensated for their services’-Michael J.Jucius

Features of Collective Bargaining •Group & Collective Action •Strength •Continous Process •Flexible •Voluntary •Dynamic •Power Relationship •Bipartite Process

Objectives To maintain cordial relations between management & the workers To settle disputes/conflicts relating to working conditions & wages To protect interest of workers through collective action. To ensure participation of Trade Unions To resolve the differences between workers and management.

Principles of Collective Bargaining Principles for Trade Unions-: a) They should have open mind on various issues.b)There should not be any room for confusion & misunderstanding.c) Trade Unions should fully support management. D)Strike calls should be the last resort. Principles for Management-: a) Mgt.should give proper recoginition to trade unions. b)Rules governing labour should be periodically examined. c) all the clauses of agreements should be accepted in true spirit. Principles for both Union & Management-: a)Both the parties should have faith on each other. b) Both the parties shoul have positive view of whole process rather thinking it as formality. C)Both the parties should adhere to all laws applicable to Collective Bargaining.

Levels of Collective Bargaining At Plant Level At Industry Level At National Level

Types of Collective Bargaining Distributive Bargaining-: In this One party’s gain is another party’s loss. e.g.wages •Integrative Bargaining-: In this both the parties may gain or atleast neither party loses.e.g.better training progrmmes. Attitudinal Structuring-: When there is backlog of bitterness between both the parties then attitudinal structuring is required to make smooth industrial relations. Intra-Organisational Bargaining-: There can be conflicting groups in both mgt.& unions also so there is need to achieve conseus in these groups.

Process of Collective Bargaining Identification of problem Preparation for Negotiation Negotiation Procedure Implementation of Contract

Functions of Collective Bargaining Long run Social change-: It is a technique of long run social change where inferior class aims to acquire a large measure of economic & political control over crucial decision in the areas of its most immediate interest. Peace Treaty-: Conflicts are smoothned by the compromises. a) Compromise with Combative(Struggling) Aspects b) Compromises without Combative aspects.

Industrial Jurisprudence- it is a method of introducing civil rights into industry that is,of requiring that management be conducted by rules rather than arbitrary decisions.

Essentials of Successful collective Bargaining Favourable Political Climate Strong & Stable Unions Recoginition Willingness to give & take Negotiator’s Authority Fair practices Positive Attitude rather than a fighting approach

Collective Bargaining in India It was introduced in India in 1952 and is gradually gaining importance in following years.Most agreements of disputes like Bata Shoe company Agreement 1955 and 1962 were at plant level.At Industry level the best example is of Textile Industry Bombay and Ahmedabad.The Delhi Agreement of 1951 is best example of agreement at National Level.

Factors Inhibiting Collective Bargaining Employer’s Reluctance Multiple Unions Non-Recoginition Weak Unions Political Interference Inadequate Interventions.

Role of Collective Bargaining in Human Resource From Management Point of View From Workers Point of View From Trade Union Point of view From Govt.Point of View