1. Collective Bargaining

2. Introduction The term "collective bargaining" was first used in 1891 by economic theorist Sidney WebbSidney Webb Collective bargaining involves discussions and negotiations between two groups as to the terms and conditions of employment. It is called ‘collective’ because both the employer and the employee act as a group rather than as individuals. It is known as ‘bargaining’ because the method of reaching an agreement involves proposals and counter proposals, offers and counter offers and other negotiations.

3. Introduction Collective bargaining is a process of negotiations between employers and the representatives of a unit of employees aimed at reaching agreements that regulate working conditions. Collective agreements usually set out wage scales, working hours, training, health and safety, overtime, grievance mechanisms and rights to participate in workplace or company affairs Collective agreements overtimegrievance

4. Objectives determining working conditions and terms of employment; regulating relations between employers and workers; regulating relations between employers or their organizations and a workers’.

5. International protection The right to collectively bargain is recognized through international human rights conventions. Article 23 of the Universal Declaration of Human Rights identifies the ability to organize trade unions as a fundamental human right.Universal Declaration of Human Rights Item 2(a) of the International Labour Organization's Declaration on Fundamental Principles and Rights at Work defines the "freedom of association and the effective recognition of the right to collective bargaining" as an essential right of workers.International Labour Organization'sfreedom of association

6. Meaning It is the process of negotiation between firm’s and workers’ representatives for the purpose of establishing mutually agreeable conditions of employment.

7. Meaning It is a technique adopted by two parties to reach an understanding acceptable to both through the process of discussion and negotiation.

8. Definitions ILO has defined collective bargaining as, negotiation about working conditions and terms of employment between an employer and a group of employees or one or more employee, organization with a view to reaching an agreement wherein the terms serve as a code of defining the rights and obligations of each party in their employment / industrial relations with one another.

9. So Collective Bargaining is?? is process of joint decision making and basically represents a democratic way of life in industry.

10. Characteristics is a collective process in which representatives of both the management and employees participate. is a continuous process which aims at establishing stable relationships between the parties involved. not only involves the bargaining agreement, but also involves the implementation of such an agreement. attempts in achieving discipline in the industry is a flexible approach, as the parties involved have to adopt a flexible attitude towards negotiations.

11. Goals To eliminate the existing salary differential. To negotiate a real salary increase. To negotiate limits on employee workload. To guarantee and improve working conditions. To negotiate benefit improvements.

12. Phases Collective Bargaining is a process which is continuous and therefore there are different steps or stage being followed which are called the process or phases Process “ a series of action taken towards achieving a particular task”. Process “it perform a series of operation to change something in order to achieve the task”.

13. Phases Preparing Arguing Proposing Bargaining Closing Agreeing.

14. Preparing Get ready for negotiations !!!!!! What should be negotiate? What is the expectation? You should Clear about your negotiations? What are the benefits of this negotiations? Who are all going to benefit out of this negotiations? Who are all going to join with negotiation team?

15. So!!!!!!!!!! Preparation for any serious negotiations would be incomplete !!!! without a thorough examination of factors external and internal to the workplace which has a bearing on the negotiations

16. Arguing Negotiators are expected to argue effectively in support of their submissions. Negotiations are not discussions, and they are not consultations. They are about persuasive arguments that can win over a case. Negotiators are expected to argue rationally, reasonably, and to use reliable information in support of a claim.

17. Proposing a negotiator will then know which proposals can be prioritized with almost certain chances of success

18. Bargaining It is process of formal negotiations and engage in creative scenario building on a menu of options that may provide a settlement.

19. Closing At the end of the bargaining session, negotiators should be able to walk back over the negotiations and summarize all of the positions. They should note the agreements reached, issues that are withdrawn and others that are deferred.

20. Agreeing The final stage in the formal negotiation process is reached when the draft agreement has been vetted, and has been produced in a formal form by the negotiators. The discussions are then closed with appropriate addresses, bringing a civilized end to a round of negotiations.

21. Breakdown in Collective Bargaining Trade unions have traditionally recognized the value and importance of industrial action when there is a failure to reach agreement through the established procedures. Industrial action can take many forms: o work-to-rule o go slow o strike

22. Pre-requisites Something previously required, something that is required in advance