1. COLLECTIVE BARGAINING
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EXCEL BOOKS
COLLECTIVE BARGAINING

2. ANNOTATED OUTLINE INTRODUCTION
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ANNOTATED OUTLINE
INTRODUCTION
The basic objective of collective bargaining is to arrive at an agreement on wages and other conditions of employment. Both labour and management must reconcile their differences voluntarily through negotiations, yielding some concessions and making sacrifices in the process. Some of the important features of collective bargaining may be listed thus:
Collective Bargaining

3. Important features of Collective Bargaining
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Important features of Collective Bargaining
Collective
Strength
Flexible
Voluntary
Continuous
Dynamic
Power relationship
Representation
Bipartite process
complex
Collective Bargaining

4. Objectives of collective bargaining
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Objectives of collective bargaining
resolve differences over knotty issues
protect the interests of workers through collective action
carry out negotiations voluntarily, without interference from a third party
arrive at an amicable agreement through a process of give and take
Collective Bargaining

5. The substance of bargaining
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The substance of bargaining
1. Wages and working conditions
2. Work norms
3. Incentive payments
4. Job security
5. Changes in technology
6. Work tools, techniques and practices
7. Staff transfers and promotions
8. Grievances
9. Disciplinary matters
10. Health and safety
11. Insurance and benefits
12. Union recognition
13. Union activities/responsibilities
14. Management rights
Collective Bargaining

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Types of Bargaining
Over the years, four distinctive types of bargaining have evolved, namely;
Conjunctive or distributive bargaining: where both parties try to maximise their respective gains
Cooperative bargaining: where both parties yield ground to the other to get ahead and resolve knotty issues
Productivity bargaining: where the wages and benefits of workers are linked to productivity
Composite bargaining: where labour bargains not only for wages but goes a step further and demands equity in other matters relating to work norms, employment levels, etc in return for agreeing to the tight productivity norms set by management.
Collective Bargaining

7. The Process of Collective Bargaining
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The Process of Collective Bargaining
Steps in the collective bargaining process
Identification of the problem
Collection of data
Selection of negotiators
Climate of negotiations
Bargaining strategy and tactics
Conflict based
Armed truce
Power bargaining
Accommodation
Cooperation
Formalising the agreement
Enforcing the agreement
Collective Bargaining

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Bargaining limits
Reed Richardson has the following advice for bargainers:
1. Be sure to set clear objectives for every bargaining item, and be sure you understand the reason for each.
2. Do not hurry.
3. When in doubt, caucus with your associates.
4. Be well prepared with firm data supporting your position.
5. Always strive to keep some flexibility in your position.
6. Don't concern yourself just with what the other party says and does; find out why.
7. Respect the importance for face saving for the other party.
8. Be alert to the real intentions of the other party-not only for goals, but also for priorities.
9. Be a good listener.
10. Build a reputation for being fair but firm.
11. Learn to control your emotions and use them as a tool.
12. As you make each bargaining move, be sure you know its relationship to all other moves.
13. Measure each move against your objectives.
14. Pay close attention to the wording of every clause negotiated; they are often a source of grievances.
15. Remember that collective bargaining is a compromise process; There is no such thing as having all the pie.
16. Try to understand people and their personalities.
17. Consider the impact of present negotiations on those in future years.
Collective Bargaining

9. Content of a Labour Agreement
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Content of a Labour Agreement
Purpose and intent of the parties Vacations
Scope of the agreement Seniority
Management Safety and health
Responsibilities of the parties Military service
Union membership and checkoff Severance allowance
Adjustment of grievance Savings and vacation plan
Arbitration Supplemental benefits program
Suspension and discharge cases Prior agreements
Rates of pay Termination date
Hours of work
Overtime and holidays
Collective Bargaining

10. Collective Bargaining In India
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Collective Bargaining In India
Unions occupying centre stage only after 1900
Mostly legal machinery used to resolve disputes
After independence, collective bargaining gained ground
Productivity bargaining is increasingly popular in recent times due to global competition, customer-focused manufacturing and marketing etc.
Factors inhibiting collective bargaining
Employer's reluctance
Weak unions
Inappropriate legislative framework
Collective Bargaining

11. Conditions Essential For Collective Bargaining
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Conditions Essential For Collective Bargaining
To strengthen collective bargaining, both parties must carry out negotiations in an atmosphere of mutual trust and faith, observing certain essential things:
Unanimity among workers
Strength of both parties
positive attitude
willing to make some sacrifices
prepared to implement previously agreed things strictly
Representative authority
Representatives must understand the problems of both parties
Willing to discuss everything and not necessarily something related to wages and monetary benefits
Parties having respect toward each other
Carry out negotiations free from unfair practices
Collective Bargaining

12. Recommendations of National Commission on Labour, 1969
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Recommendations of National Commission on Labour, 1969
Minimum intervention from government
Strengthening the trade unions
Appropriate legal provisions governing
Compulsory recognition of unions
Prohibition and penalisation of unfair labour practices
Bargaining in good faith by both parties
Conferring legal validity and legitimacy on collective agreements
Intensification of workers' education
One union for one plant being popularised
Encouraging bipartite consultations and negotiations
Collective Bargaining

13. Labour Legislations