collective bargaining consists of negotiations between an employer and a group of employees that...

8/2/2019 Collective Bargaining Consists of Negotiations Between an Employer and a Group of Employees That Determine th

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Collective bargaining

consists of

negotiations between

an employer and agroup of employees

thatdetermine the

conditions ofemployment. Often

employees are
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represented in the

bargaining by aunionor other labor

organization. The

result of collective

bargaining procedure

is called thecollective bargaining

agreement (CBA).

Collective agreementsmay be in the form of

procedural agreements


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or substantive

agreements.Procedural

agreements deal with

the relationship

between workers

andmanagement andthe procedures to be

adopted for resolving

individual or groupdisputes.


4/31

This Text should be

used as reference forMLFIR. Students

should also go

throughwebsites, books

and take guidance from

their respective facultymembers.Vikas

Shrivastava Page 16

(II) (iv) Pre-requisitesfor Collective

Bargaining:


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Employers recognition

of the trade union.

Bargaining must precede

other measures:o

Neither party should

take any unilateral

action.o

Results of bargaining

should be awaited.

Employers and

employees attitude calls

for a change:


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o

The workers and the

employers should be

quite clear that they are

not looking for thirdpartyintervention in the

form of litigation and

adjudication.oThey want to sort out

their differences in a

peaceful way.

Top priority to plant

level bargaining:o


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The representatives of

the employees must havea firm resolution to have

an agreed solution totheir

individual matters.

Negotiations on

differences:o

Both the parties should

negotiate on their points

of differences ordemands with the sole


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purposeof making an

agreement.

Reliance on facts and

figures:o

In order to make the

negotiations result into

success, the workers andthe management

agentsmust rely on facts

and figures tosubstantiate their claims.


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Giving up unfair labour

practices.

Written agreement:o

The final decisionsshould be incorporated in

a written agreement.o

The agreement should

include the validity of

the agreed matters as

also the frequency of

itsreview.

Progress review:


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o

Agreements should not

be signed and forgotten.o

During their

implementation, regularmeetings should be held

between the

representatives of boththe parties to watch the

progress of the

implementation. Thisway any changes,

adjustmentsand


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amendments can be

effected.

Respect of agreement:o

Both the parties mustrespect the agreement

and see that it is

implemented in a fairand justifiablemanner.

Arbitration provision:o

The agreement must

include an arbitration

clause.


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o

Whenever the parties

have any differences

pertaining to the

interpretation of theterms andconditions, the

arbitration clause can be

resorted to.

The Indian Scenario on

CB:


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In India, trade unions

gained prominence muchlateronly after 1900.

In 1918, Gandhiji - as the

leader of the Ahmedabad

textile workers

advocated the resolution

of conflictthrough CB

agreements. But the

idea gathered interestonly after the Second

World War.The

Government of that time


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took steps like setting

up of machinery fornegotiations,

conciliation

andarbitration.

The trade union

movement and also CB

agreements became

popular after Indian

independence.Movingfrom agreements

at the plant level, such

agreements spread to


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industries such as

chemicals,petroleum,tea, coal, oil

and aluminum.

This Text should beused as reference for

MLFIR. Students

should also go


and take guidance fromtheir respective faculty

members.Vikas

Shrivastava Page 17


16/31

In ports and docks,

banking and insurance,

collective agreements

were arrived at, right at

the nationallevel.Assessment of Collective

Bargaining in India:

Other than in

Ahmedabad and

Mumbai, so far,

collective agreements

have not made much


17/31

headway in

India.Reasons:o

Lack of statutory

recognition of unions bythe country as a whole.o

Lack of provisions

requiring employers andworkers to bargain in

good faith.o

The historical problem of

lack of trust between

the parties


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Causes of limited success

of CB in India:Problems with unions:o

CB mainly depends onthe strength of unions.o

Weak trade unions

cannot initiate strong

arguments during

negotiations.o

Not many strong unions

in India.o


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Indian unions are

bogged down by theproblems of:

multiplicity, inter and

intra-union rivalry,weakfinancial position and

non-recognition.So,

unanimous decision isunlikely to be presented

at the negotiating table.

Problems from

Government:o


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The Government has not

been making any strongefforts for the

development of CB.

Impositionof manyrestrictions regarding

strikes and lockouts has

removed the `edge` ofthe CB process.

Political interference:oInterference of political

leaders in all aspects of


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union matters has

increased over theyears.Almost all unions

are associating

themselves with somepolitical party or the

other.

Legal problems:o

Now that adjudication is

easily accessible, the CBprocess is losing its

importance.


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Management attitude:o

In India, managements

have a negative attitude

towards unions.oThey do not appreciate

their workers joining

unions.Suggestions for better

functioning of CB:

The Indian Institute ofPersonnel Management


23/31

has offered the following

suggestions:A progressive and

strong management

that is conscious of itsobligations and

responsibilities to

thevarious stakeholders.A truly representative

enlightened and strong

trade unionshould come into being

and should functionon


24/31

strictly constitutional

lines.There should be

unanimity between

labour and managementon the basic objectives of

the organizationand a

mutual recognition oftheir rights and

obligations.When there

are several units of thecompany, there should

be a


25/31

delegation of authority

to the localmanagement.A fact-finding

approach and a

willingness to use newtools

should be adopted for

the solution of industrialproblems.

This Text should be

used as reference for

MLFIR. Students

should also go


26/31


and take guidance fromtheir respective faculty

members.Vikas

Shrivastava Page 1818

of 18

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Manthan Suthar

thnx...

reply03 / 19 / 2012

MANOJ KUMAR YADAV

tera chacha salman le..................................................

reply05 / 12 / 2011

Korupolu Vijaylaxmi

[email protected]

reply08 / 23 / 2010
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sachin0620

thanx i hope its helpful

reply12 / 30 / 2009

omkita

hi

reply10 / 24 / 2009

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Worker's Participation in Management

This study guide will help to understand WPM (worker's participation in management) .

Prepared by Shri Vikas Shrivastava (faculty-Industrial Relations)

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