Collective bargaining is a negotiation between employers and a group of employees aimed at agreements to regulate working salaries, working conditions, benefits, and other aspects of workers' compensation and rights for workers.

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INTRODUCTION:
The union may negotiate with a single employer (who is typically representing a company's
shareholders) or may negotiate with a group of businesses, depending on the country, to reach an
industry-wide agreement. A collective agreement functions as a labour contract between an
employer and one or more unions. Collective bargaining consists of the process of negotiation
between representatives of a union and employers.
DEFINITION:
 Collective Bargaining Collective bargaining involves a set of procedures by which
employee representatives and employer representatives negotiate to obtain a signed
agreement that describes conditions of employment, especially wages, hours and
benefits.
 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 agreement usually set out wage scales, working hours,
training, health and safety, overtime, grievance mechanisms and rights to participate in
workplace or company affairs.
OBJECTIVES OF COLLECTIVE BARGAINING
 To arrive at an agreement on wages and other conditions of employment.
 To maintain employee - employer relation bilaterally.
 To protect the interests of nurse employees through collective action.
 To negotiate voluntarily, yielding some concessions and sacrifices by both parties.
 To bargain from a position of strength without exploiting the weaknesses.
 To resolve the differences between nurse employees and management through
negotiation.
 To have a peaceful co - existence for the mutual benefits and progress.

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CHARACTERISTICS OF COLLECTIVE BARGAINING:
 Collective: In Collective bargaining, where the employers representative and employees
representatives sit together to negotiate terms of employment.
 Strength: Both the parties in collective bargaining is strong and equal.
 Voluntary: Both parties come to the negotiation table voluntarily in order to go in
particular negotiation. It is based on discussions, mutual trust, and understanding.
 Formal: It is a formal process in which certain employment related issues are to be
regulated at national, organizational and workplace levels.
 Flexible: It is flexible and continuous process and not fixed or static.
 Improvement: It is method to improve the employer employee’s relation in the
organization and resolve management and employees conflicts.
 Representation: The management does not directly deal with employees. It carries
negotiations with the representatives / executives of unions / associations.
 Dynamic: Collective bargaining is dynamic, that go on changing over a period and
grows and expand the way of agreement, the way of implementation and way of
discussion.
 Continuous: Collective bargaining is continuous and begins with agreement, the
implementation of agreement and further negotiations.
 Bipartite process: Because the employee and employers representatives negotiate
directly face to face across the table.

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PROCESS OF COLLECTIVE BARGAINING
The process of collective bargain involves negotiation and discussion between the management
and union. It is a complex process involving a number of procedures, techniques and tools. This
process comprise of five main steps.
PREPARATORY PHASE
In this phase following activities are carried out:
 Selection of negotiation team: It consists of representatives of both the parties.
 They should have adequate knowledge and skills for negotiation.
 Timing is important.
 Identification of problem.
 Examination of situation, and issues for negotiation.
 Collection of data: Enough supporting data is kept ready.
Preparatory
Phase
Discussion
Phase
Proposal
Phase
Bargaining
Phase
Settlement
Phase
Formalizing
agreement
Enforcing
agreement

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 Initially time is spent to gather relevant data related to issues.
DISCUSSION PHASE
The following activities are carried out during discussion phase:
 Decide an appropriate time and set a proper climate for negotiation.
 Decision on ground rules.
 Maintenance of mutual trust and understanding.
 Involve in active listening, asking questions, observation, and summarizing decisions.
POSSIBLE ALTERNATIVES OR PROPOSAL PHASE
During this phase, there is
 Initial opening of statements.
 Possible alternatives/opinions to resolve the issues by both parties
 Brainstorming.
BARGAINING PHASE
During bargaining phase, both parties involves in the following activities:
 Problem-solving
 Proposals are set forth
SETTLEMENT PHASE
After the bargaining phase, settlement phase starts with:
 Consensus agreement on common decision
 Negotiated change
FORMALIZING THE AGREEMENT
 Drafting of agreements: After good faith bargaining, a formal document must prepare.
 It should be simple, clear and concise.
 Signing the agreement: Both parties sign the agreement and abide by its terms and
conditions.

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ENFORCING THE AGREEMENT
To have the agreement effective and meaning, it should be enforced or implemented
immediately.
TYPES OF COLLECTIVE BARGAINING
According to Fosson JA, there are four types of collective bargaining:
 Distributive bargaining (Fig. 1)
 Integrative or cooperative bargaining (Fig. 2)
 Productivity bargaining (Fig. 3)
 Composite bargaining (Fig. 4)
DISTRIBUTIVE OR CONJUNCTIVE BARGAINING
 Economic issues like wages, salaries and bonus are discussed.
 One party's gain is another party's loss more competitive.
INTEGRATIVE OR COOPERATIVE BARGAINING
 Both the parties may gain, or at least neither party loses
 It tends to be more cooperative
 Both the parties are trying to make more of something
PRODUCTIVITY BARGAINING
 Substantial benefits based on productivity standards
 Management control over workplace relations
COMPOSITE BARGAINING
 Wages with equity

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MERITS
 It provides nurses the opportunity to have a voice regarding professional issues of
staffing and working practice as well as wages, benefits and working conditions.
 Promotes nurses' democracy and their participation in management.
 Helps in establishing harmonious relationship between nurse employee and the
employer.
 Emphasizes on the interests and benefits of both parties.
 Eliminates unnecessary expenditure and avoids bitterness among nurses and their
employers.
 Participation in decision making process.
 All union members and management must confirm to terms of contract without
exception.
 Nurses gain control of practice.
 Ensure that nurses have fair pay, good benefits and safe working conditions.
DEMERITS
 The collective bargaining process may not be fair at all times.
 The decision is often influenced by power and politics.
 The immediate consequence of collective bargaining if not fulfilled is strike or lock-out.
 Reduced individuality.
 Other union members may outvote one's decisions.
 Disputes not handled with individual and management only; less room for professional
judgment. Must pay unions dues even if one does not support unionization.