Your SlideShare is downloading. ×
Collective Bargaining
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Saving this for later?

Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime - even offline.

Text the download link to your phone

Standard text messaging rates apply

Collective Bargaining

1,096
views

Published on

Collective bargaining regarding to Human Resources Managment

Collective bargaining regarding to Human Resources Managment

Published in: Education, Career

0 Comments
3 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
1,096
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
47
Comments
0
Likes
3
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. 1
  • 2. 2B.SAIPRAKASHMBA[IM]Pondicherry University
  • 3.  Collective bargaining is a process ofnegotiations between employers and agroup of employees aimed at reachingagreements that regulate workingconditions. The interests of the employees arecommonly presented by representativesof a trade union to which the employeesbelong.3
  • 4.  One company dealingwith a single union Several companiesdealing with singleunion Several unions dealingwith a single company Several companiesdealing with severalunions4
  • 5.  Distributive Bargaining: In this One party’sgain another party’s loss. Cooperative Bargaining : In this both partiesgain or atleast neither party loses. Productivity bargaining : In this methodworker wages are linked with productivity.Workers do not have to perform well to highlevels to beat index.If they they are able toexeed substancial norms they will get thesubstanctial norms. 5
  • 6.  composite bargaining : Labour bargainsfor wages as usual. But goes a stepfurther demandinding equality in mattersrelating to work norms, employmentlevels etc.6
  • 7.  Collective Strength Voluntary Continuous Dynamic representation7
  • 8.  Collective: It Is collective in two ways. One is that all the workers collectivelybargain for their common interest andbenefits. Two is that both workers andmanagement jointly arrive at an solutionthrough negotiations.8
  • 9.  Strength : Both parties bargain throughequal strength. In collective bargainning the bargainingstrength of both parties are equal. Voluntary : Both workers andmanagement come to negotiatingtable voluntarily in order to have ameaningful dialogue on various troublingissue.9
  • 10.  Continuous : Collective bargaining is acontinuous process. It is a continous process which includesimplementation of the agreement andalso futher negotiations. Dynamic : Collective bargaining is adynamic process because the way inwhich the agreement are arrived andthe way they are implemented,themental make-up of parties involvedkeeps changing.10
  • 11.  Representation : In collective bargainingthe chief participants do not actthemself. They represent labour and managementwhile trtying to reach an agreement.11
  • 12.  Preparing for negotiation Bargaining issues Negotiation Negotiation breakdown Reaching the agreement Ratifying the agreement Administration of theagreement12
  • 13. Document that results from collectivebargaining process is labor agreementor contract Recognition Management Rights Compensation and Benefits Grievance Procedure Employee Security13
  • 14.  Appears at the beginning ofthe labor agreement Identifies the union that isrecognized as the bargainingrepresentative Describes the bargaining unit14
  • 15. Section that isoften (but notalways) writteninto laboragreement whichspells out rights ofmanagement15
  • 16.  Wage rate schedule Overtime and premiumpay Holidays Vacation Family care16
  • 17.  Means by which employees can voicedissatisfaction with specificmanagement actions Procedures for disciplinary action bymanagement Termination procedure that must befollowed17
  • 18.  Begins with each sidepresenting initial demands. Suggests a certain amount ofgive and take. Each side does not expect toobtain all demandspresented.18
  • 19.  Third party intervention Union strategies forovercomingbreakdowns Managementstrategies forovercomingbreakdowns19
  • 20.  Mediation : neutralparty comes inwhen impasse hasoccurred Arbitration :Impartial thirdparty makesbinding decision tosettle dispute20
  • 21.  Strikes : union members refuseto work to pressuremanagement in negotiations Boycotts : union membersagree to refuse to use or buyfirm’s products21
  • 22.  Lockout : keep employees out;operate firm by placingmanagement and nonunionworkers in striking workers’ jobs Hire replacement for strikers22
  • 23.  May be more difficult forunion Until approved bymajority of members,proposed agreement isnot final23
  • 24.  Larger and perhaps moreimportant part of collectivebargaining Seldom viewed by public Agreement establishes the union-management relationship forduration of the contract24
  • 25. 25