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Collective Bargaining


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Collective bargaining regarding to Human Resources Managment

Collective bargaining regarding to Human Resources Managment

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  • 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