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1. Collective Bargaining for
Nursing

2.  Definition
 Collective Bargaining Issues
 Objectives Of Collective Bargaining
 Characteristics Of Collective Bargaining
 Types Of Bargaining
 Collective Bargaining Members
 Collective Bargaining Process
 Advantages And Disadvantages
 Why Negotiations Fail

3. DEFINITION:-
Collective bargaining is a process between
employers and employees to reach an agreement
regarding the rights and duties of people at work.
Collective bargaining is an agreement between a
single employer or an association of employers on the
one hand and a labour union on the other, which
regulates the terms and conditions of employment.

4.  Collective Bargaining Is A Process
Of Discussion And Negotiation
Between Two Parties.

5. Collective bargaining issues such as
 employees pay
 working hours
 training
 health and safety
 rights to participate in workplace or affairs.

6. OBJECTIVES OF COLLECTIVE BARGAINING
 1. To provide an opportunity to the workers, to
voice their problems on issues related to
employment.
 2. To facilitate reaching a solution that is
acceptable to all the parties involves.
 3. To resolve all conflicts and disputes in a
mutually agreeable manner.
 4. To prevent any conflict/disputes in the future
through mutually signed contracts.

7.  5. To develop a conductive atmosphere to
foster good organizations relations.
 6. To provide stable and peaceful
organization (hospital) relations.
 7. To enhance the productivity of the
organization by preventing strikes lock – out
ect.

8. CHARACTERSTICS OF COLLECTIVE BARGAINING
 Collective: Collective bargaining is a two way group process
where the employers representative and employees
representatives sit together to negotiate terms of employment.
 Strength: Both the parties in collective bargaining are strong
and equal.
 Voluntary: Both parties come to the negotiation table
voluntarily in order to go in particular negotiation. It is based
on discussion, mutual trust and understanding.
 Formal: It is a formal process in which certain employment
related issues are to be regulated at National, organization and
workplace levels.
 Flexible: It is a flexible and continuous process and not fixed or
static.

9.  Improvement: It is a method to improve the employer-employees
relation in organization and resolve management and employees
conflicts.
 Representation: Collective bargaining is between the
representatives of employees and management. The management
does not directly deal with employees. It carries negotiations with
the representatives/executives of unions and association.
 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.

10. TYPES OF BARGAINING
 CONJUNCTIVE OR DISTRIBUTIVE
BARGAINING:
Conjunctive bargaining is the most
common type of bargaining & involves
zero-sum negotiations, in other words, one
side wins and the other loses.

11.  COOPERATIVE /INTEGRATIVE
BARGAINING:
Integrative bargaining is similar to
problem solving sessions in which both
sides are trying to reach a mutually
beneficial alternative, i.e. a win-win
situation.

12.  PRODUCTIVITY BARGAINING:
A form of collective bargaining leading to
a productivity agreement in which
management offers a pay raise in
exchange for alterations to employee
working practices designed to increase
productivity.

13. COLLECTIVE BARGAINING
MEMBERS
REGISTERED NURSES
PHYSICIANS
OTHER PROFESSIONALS
TECHNICAL EMPLOYEES
NON -PROFESSIONALS

14. COLLECTIVE BARGAINING PROCESS

15. Collective bargaining process comprises of
five core steps:
 1.Prepare: This phase involves composition of a negotiation
team. The negotiation team should consist of representatives of
both the parties with adequate knowledge and skills for
negotiation.
 2. Discuss: the parties decide the ground rules that will guide
the negotiations.

16.  3. Propose:, this phase could be described as brainstorming‘.
The exchange of messages takes place and opinion of both the
parties is sought.
 4. Bargain:. This stage comprises the time when what ifs and
supposals‘ are set forth and the drafting of agreements take
place.
 5. Settlement:. This stage is described as consisting of effective
joint implementation of the agreement through shared visions,
strategic planning and negotiated change.

17. ADVANTAGES
 Contract to guide standards.
 Participation in decision making
process.
 All union members and management
must confirm to terms of contract
without exception
 Process exists to question manager’s
authority if member feels something
was done unjustly

18. • Nurses gain control of practice.
• Improve professional relationships.
• Protect patients from inadequate and
unsafe care.
• Ensure that nurses have fair pay, good
benefits and safe working conditions.
• Provide power.

19. DISADVANTAGES
 Reduced individuality
 Other union members may outvote
one’s decisions.
 Disputes are not handled with
individual and management only
;less room for professional judgment.
 Must pay union dues even if one
does not support unionization

20. Why negotiations fail
 Unwillingness
 Changing position
 Delaying tactics
 Withdrawal of concessions
 Unilateral actions
 Refusal