collective bargain

1.  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

2. DEFINITION:-
Collective bargaining is a process between
employers and employees to reach an agreement
regarding the rights and duties of peopleat 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
regulatesthe terms and conditionsof employment.

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

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

5. 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.

6.  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.

7. CHARACTERSTICS OF COLLECTIVE BARGAINING
 Collective: Collective bargaining is a two way group process
where the employers representative and employees
representativessit togethertonegotiatetermsofemployment.
 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 trustand understanding.
 Formal: It is a formal process in which certain employment
related issues are to be regulated at National, organization and
workplace levels.
 Flexible: Itis a flexibleandcontinuous process and not fixed or
static.

8.  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 andway 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 acrossthe table.

9. 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.

10.  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.

11. Productivity bargaining
Process of reaching an agreement through
collective bargaining whereby employees of an
organization agree to changes to changes which
are intended to improve productivity in return
for an increase in pay or other benefits

12. Composite bargaining
Emphasizes on various factors not directly
related to pay but rather than focused on
employee welfare and job security.
It ensure long term relationship with employer
and employee