The document discusses collective bargaining, which refers to negotiations between employers and employee representatives, such as unions, to determine terms of employment. It outlines the objectives, types, and process of collective bargaining. The roles of administrators, unions, and professional associations in collective bargaining are also examined. Labor laws related to healthcare are introduced, along with the importance of unions and associations for nurses.
Collective bargaining is a process of negotiation between employers and employee representatives, usually trade unions, aimed at reaching agreements to regulate working conditions. It allows both sides to agree on employment terms and resolve workplace issues, promoting industrial peace. Key aspects of collective bargaining include determining wages, benefits and other employment terms through representative negotiation rather than individual contracts. The main types of bargaining are distributive, focusing on allocating gains, and integrative, pursuing mutually beneficial solutions. Success depends on factors like the economic environment, attitudes of employers and employees, and government policy toward unions.
The document discusses collective bargaining between unions and management. It covers topics like the collective bargaining process, preparing for negotiations, typical bargaining issues, ways to overcome negotiation breakdowns, ratifying agreements, and administering contracts. Collective bargaining aims to establish a union-management relationship and set rules for issues like wages, hours, and grievance procedures for the duration of the labor contract.
Collective bargaining is a process of negotiation between employers and employee representatives, such as labor unions, regarding terms of employment. It allows both parties to resolve disputes in a peaceful manner and establish fair wages and working conditions. Key aspects of collective bargaining include preparing for negotiations, discussing proposals and counterproposals, bargaining to reach an agreement, and settling on a final collective bargaining agreement that is put in writing. The goal is to maintain stable labor relations and industrial peace.
Collective bargaining is a process between employers and employees to reach agreements on work conditions. It aims to reach collective agreements on issues like pay, hours, training, and safety. It involves negotiations between employee representatives and employers to determine employment conditions. The result is a collective bargaining agreement. The collective bargaining process involves five steps - preparing negotiation teams, discussing ground rules, proposing positions, bargaining details, and finalizing a settlement agreement.
This document discusses the history and process of collective bargaining in India. It began gaining popularity in the early 1900s led by Gandhi, though it did not become widespread until after independence. Collective bargaining is defined as an agreement between employers and labor unions to regulate employment terms and conditions. It aims to reach collective agreements on issues like pay, hours, and workplace rights through ongoing discussions and negotiations between parties. The key aspects of collective bargaining include it being a continuous, flexible process that promotes partnership between workers and management.
Collective bargaining is a process of negotiation between employers and labour unions regarding terms of employment. It allows workers to voice issues and reach mutually agreeable solutions. Nurses have engaged in collective bargaining to regulate work conditions like hours and wages. While it provides benefits like contract guidelines and participation in decisions, it also reduces individuality as other members may outvote one's choices. Nurse managers must resolve grievances and know labour laws during unionization initiatives.
collective bargaining is something new concept in nursing administration, in which needs of nursing profession and education can be negotiated with the employer.
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
Collective bargaining is a process of negotiation between employers and employee representatives, usually trade unions, aimed at reaching agreements to regulate working conditions. It allows both sides to agree on employment terms and resolve workplace issues, promoting industrial peace. Key aspects of collective bargaining include determining wages, benefits and other employment terms through representative negotiation rather than individual contracts. The main types of bargaining are distributive, focusing on allocating gains, and integrative, pursuing mutually beneficial solutions. Success depends on factors like the economic environment, attitudes of employers and employees, and government policy toward unions.
The document discusses collective bargaining between unions and management. It covers topics like the collective bargaining process, preparing for negotiations, typical bargaining issues, ways to overcome negotiation breakdowns, ratifying agreements, and administering contracts. Collective bargaining aims to establish a union-management relationship and set rules for issues like wages, hours, and grievance procedures for the duration of the labor contract.
Collective bargaining is a process of negotiation between employers and employee representatives, such as labor unions, regarding terms of employment. It allows both parties to resolve disputes in a peaceful manner and establish fair wages and working conditions. Key aspects of collective bargaining include preparing for negotiations, discussing proposals and counterproposals, bargaining to reach an agreement, and settling on a final collective bargaining agreement that is put in writing. The goal is to maintain stable labor relations and industrial peace.
Collective bargaining is a process between employers and employees to reach agreements on work conditions. It aims to reach collective agreements on issues like pay, hours, training, and safety. It involves negotiations between employee representatives and employers to determine employment conditions. The result is a collective bargaining agreement. The collective bargaining process involves five steps - preparing negotiation teams, discussing ground rules, proposing positions, bargaining details, and finalizing a settlement agreement.
This document discusses the history and process of collective bargaining in India. It began gaining popularity in the early 1900s led by Gandhi, though it did not become widespread until after independence. Collective bargaining is defined as an agreement between employers and labor unions to regulate employment terms and conditions. It aims to reach collective agreements on issues like pay, hours, and workplace rights through ongoing discussions and negotiations between parties. The key aspects of collective bargaining include it being a continuous, flexible process that promotes partnership between workers and management.
Collective bargaining is a process of negotiation between employers and labour unions regarding terms of employment. It allows workers to voice issues and reach mutually agreeable solutions. Nurses have engaged in collective bargaining to regulate work conditions like hours and wages. While it provides benefits like contract guidelines and participation in decisions, it also reduces individuality as other members may outvote one's choices. Nurse managers must resolve grievances and know labour laws during unionization initiatives.
collective bargaining is something new concept in nursing administration, in which needs of nursing profession and education can be negotiated with the employer.
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
This document discusses collective bargaining, which refers to negotiations between employers and employees regarding terms of employment. It defines collective bargaining, outlines its key characteristics and objectives. The document then details the different phases and processes involved in collective bargaining, including preparation, discussion, proposals, bargaining, settlement, formalization and enforcement. It also examines levels of collective bargaining, subjects covered, and the importance of collective bargaining to society, employers and employees. Finally, it discusses the role of the Trained Nurses Association of India in bargaining and policies regarding strikes.
Collective bargaining is the negotiation process between trade unions representing workers and management representing employers. It aims to maintain coordination between workers and management, resolve conflicts over wages and working conditions, ensure worker participation, and avoid the need for government intervention. The key principles of collective bargaining are that management should deal with only one union, agreements require mutual consent without conflict, and management must consider workers' attitudes and comfort. Collective bargaining benefits both parties by improving understanding, enabling adaptive wage and employment adjustments, and equitably distributing industry benefits among participants.
This document discusses collective bargaining, which is defined as a process where worker representatives and employer representatives negotiate terms of employment. It describes key features of collective bargaining such as being a continuous process that establishes stable relationships. The document outlines importance of collective bargaining to employees, employers, and society, including increased worker bargaining power and promotion of industrial peace. It also discusses types of bargaining, prerequisites, the bargaining process, levels of bargaining, problems, and conditions for success.
Collective bargaining is a process where labor union representatives and business management negotiate to create an agreement specifying the nature of the employee-employer relationship. It aims to settle disputes over wages and conditions, protect worker interests through collective action, and resolve differences through voluntary negotiations. Bargaining can occur at the enterprise, industry, or national level. The objectives, features, types (such as conjunctive, integrative, and productivity), issues discussed (like wages, benefits, grievances), and a 5-step process of collective bargaining are outlined in the document. Advantages include providing job security and giving employees a voice, while disadvantages include not all parties agreeing and reduced management authority. Careful preparation and understanding different viewpoints are
This document discusses different types of collective bargaining:
- Distributive/conjunctive bargaining involves negotiations over economic issues like wages where one side wins and the other loses.
- Cooperative/integrative bargaining aims for win-win solutions where both sides meet each other's needs.
- Productivity bargaining links wages to productivity measures.
- Composite bargaining includes negotiations over work conditions in addition to wages.
- Concessionary bargaining occurs when unions give concessions to management, such as during an economic crisis, to save jobs.
Collective bargaining is a process between employers and employees or their representatives to negotiate terms of employment. It aims to provide stable labor relations and resolve disputes in a mutually agreeable manner. Key issues discussed include pay, hours, training, health and safety. The process involves preparation, discussion of proposals, bargaining, and final settlement agreement. Benefits include participation in decisions and established standards, while disadvantages include reduced individuality and mandatory dues. Negotiations can fail due to unwillingness of parties and changing positions.
Industrial disputes harm all stakeholders like employers, employees, and society. They lead to loss of production and profits for management and loss of wages and jobs for employees. Collective bargaining is a process where union representatives and business representatives negotiate agreements on employment terms and conditions. It helps resolve differences, protect worker interests, maintain employer-employee relationships, and arrive at agreements through compromise. The key issues in collective bargaining are wages, working conditions, job security, and grievance procedures. Collective bargaining is important as it develops employee responsibility and bargaining power, increases productivity and morale, and promotes industrial peace in society.
The document discusses collective bargaining in India and its importance. It provides definitions of collective bargaining from various sources and outlines the key stages in the collective bargaining process. Collective bargaining is important for employees, employers, and society as it promotes industrial peace, prevents disputes, and balances the interests of workers and management. Bargaining can occur at different levels - national, sectoral, and company/enterprise levels. Labour laws in India related to collective bargaining are also enacted and enforced at central and state levels.
This document provides an overview of collective bargaining, including its meaning, definition, objectives, characteristics, process, types, levels, importance, advantages, and disadvantages. Collective bargaining is defined as a process between employers and employees to determine terms of employment through negotiations. It aims to provide workers a voice, resolve conflicts, prevent future disputes, and develop good organizational relations. The key aspects of collective bargaining covered are preparing, discussing issues, proposing options, and bargaining to reach a settlement agreement.
The document discusses collective bargaining, which it defines as a process of negotiation between employee representatives and employer representatives to determine terms of employment. It provides definitions of collective bargaining from various sources and discusses key aspects like the parties involved, topics of negotiation, forms it can take, prerequisites, features, methods, constituents, theories, and importance from different stakeholder perspectives. International standards around collective bargaining from the ILO are also outlined, including its core conventions on freedom of association, right to organize, forced labor, child labor, discrimination, and labor inspection.
collective bargaining is a process of negotiations between employers and a group of employees aimed at reaching agreements that regulate working conditions. The interests of the employees are commonly presented by representatives of a trade union to which the employees belong.
The document provides information about collective bargaining including:
- Definitions of collective bargaining as the negotiation process between worker representatives and management to determine terms of employment.
- The history of collective bargaining beginning in the late 19th century and its introduction in Bangladesh in 1969.
- The objectives, characteristics, types, issues and structure of collective bargaining from the plant to national levels.
- The roles of collective bargaining agents and the process of selecting them.
- The typical steps in the collective bargaining process from preparation to settlement.
- Factors that are important for successful collective bargaining and reasons it has not progressed significantly in Bangladesh.
Collective bargaining is a process of negotiations between employers and employee representatives, usually unions, to determine working conditions and terms of employment. It aims to reach binding agreements on wages, hours, benefits, grievance procedures, and other aspects of work. The document discusses the history and objectives of collective bargaining, how it works, advantages and disadvantages, and its role in the nursing profession specifically. It provides definitions of key terms, the differences between professional associations and unions, and factors that influence successful negotiations.
This document provides an overview of collective bargaining. It defines collective bargaining as a type of negotiation used by employees to work with their employers. During collective bargaining, workers' representatives negotiate with the employer to reach a contract covering issues like hours, wages, benefits, and workplace rules. The final agreed-upon contract is called a collective bargaining agreement. The document then discusses the collective bargaining process, levels of collective bargaining (e.g. enterprise, sectoral), problems that can occur, and the importance of collective bargaining to employers, employees and society.
Collective bargaining is a process where labor union representatives meet with management to negotiate wages, benefits, and other employment issues. It aims to increase the economic strength of both parties, establish uniform employment conditions, address grievances, and avoid strikes. Key aspects of collective bargaining include identifying issues, preparing for negotiations, conducting negotiations, and administering agreed upon contracts. However, collective bargaining has seen limited success in India due to issues with unions, government intervention, management attitudes, and lack of legal protections. Strengthening unions and establishing legal frameworks for bargaining are recommended to improve the process.
Collective bargaining is a process of negotiation between employers and employees aimed at reaching agreements that regulate working conditions. It typically involves representatives of management and unions meeting to negotiate terms covering wages, hours, and other conditions, which are then documented in a collective bargaining agreement. Successful collective bargaining requires freedom of association, stable unions recognized by employers, good faith efforts to resolve differences, mutual respect between parties, and a supportive legal system. In Bangladesh, collective bargaining is governed by the Labor Act of 2006, but faces challenges from weak and unstable unions that do not represent most employees.
The document provides information about collective bargaining in India. It defines collective bargaining as an agreement between employers and labor unions that regulates employment terms and conditions. It discusses the objectives, characteristics, types, levels, importance and process of collective bargaining. The document also covers related topics like labor laws in India, employees unions and associations.
meaning of collective barganing, Features of collective bargaining., Need of collective bargaining,Types of bargaining. what is labour welfare,features and need of labour welfare is been described in the ppt, i hope it is beneficial for everyone who needs this type of information.
This document discusses collective bargaining in India, including the steps in developing bargaining relationships, levels of bargaining, and processes of negotiation and contract administration. It provides details on recognition of bargaining agents, negotiation techniques, and follow-up actions. Examples of collective bargaining agreements at the plant, industry, and national levels in India are also summarized.
Collective bargaining is a process where worker representatives and employer representatives negotiate the terms of employment, such as wages and benefits. There are two main types of collective bargaining: distributive/conjunctive bargaining, which is a win-lose situation where each side tries to maximize their gains, and cooperative bargaining, which aims for a win-win solution. Successful collective bargaining requires recognition of unions, adherence to agreements, flexibility from both sides, and negotiations made in good faith.
This document provides an overview of collective bargaining in the nursing profession in Africa. It defines collective bargaining and describes its key characteristics. The document outlines different types of collective bargaining including composite, concessionary, distributive, and integrative bargaining. It discusses the preparation process for collective bargaining and obstacles that can be faced. Advantages like improved working conditions and disadvantages like high costs are presented. The document also examines industrial action in nursing, political awareness, levels of political involvement, and provides references.
This document discusses collective bargaining, which refers to negotiations between employers and employees regarding terms of employment. It defines collective bargaining, outlines its key characteristics and objectives. The document then details the different phases and processes involved in collective bargaining, including preparation, discussion, proposals, bargaining, settlement, formalization and enforcement. It also examines levels of collective bargaining, subjects covered, and the importance of collective bargaining to society, employers and employees. Finally, it discusses the role of the Trained Nurses Association of India in bargaining and policies regarding strikes.
Collective bargaining is the negotiation process between trade unions representing workers and management representing employers. It aims to maintain coordination between workers and management, resolve conflicts over wages and working conditions, ensure worker participation, and avoid the need for government intervention. The key principles of collective bargaining are that management should deal with only one union, agreements require mutual consent without conflict, and management must consider workers' attitudes and comfort. Collective bargaining benefits both parties by improving understanding, enabling adaptive wage and employment adjustments, and equitably distributing industry benefits among participants.
This document discusses collective bargaining, which is defined as a process where worker representatives and employer representatives negotiate terms of employment. It describes key features of collective bargaining such as being a continuous process that establishes stable relationships. The document outlines importance of collective bargaining to employees, employers, and society, including increased worker bargaining power and promotion of industrial peace. It also discusses types of bargaining, prerequisites, the bargaining process, levels of bargaining, problems, and conditions for success.
Collective bargaining is a process where labor union representatives and business management negotiate to create an agreement specifying the nature of the employee-employer relationship. It aims to settle disputes over wages and conditions, protect worker interests through collective action, and resolve differences through voluntary negotiations. Bargaining can occur at the enterprise, industry, or national level. The objectives, features, types (such as conjunctive, integrative, and productivity), issues discussed (like wages, benefits, grievances), and a 5-step process of collective bargaining are outlined in the document. Advantages include providing job security and giving employees a voice, while disadvantages include not all parties agreeing and reduced management authority. Careful preparation and understanding different viewpoints are
This document discusses different types of collective bargaining:
- Distributive/conjunctive bargaining involves negotiations over economic issues like wages where one side wins and the other loses.
- Cooperative/integrative bargaining aims for win-win solutions where both sides meet each other's needs.
- Productivity bargaining links wages to productivity measures.
- Composite bargaining includes negotiations over work conditions in addition to wages.
- Concessionary bargaining occurs when unions give concessions to management, such as during an economic crisis, to save jobs.
Collective bargaining is a process between employers and employees or their representatives to negotiate terms of employment. It aims to provide stable labor relations and resolve disputes in a mutually agreeable manner. Key issues discussed include pay, hours, training, health and safety. The process involves preparation, discussion of proposals, bargaining, and final settlement agreement. Benefits include participation in decisions and established standards, while disadvantages include reduced individuality and mandatory dues. Negotiations can fail due to unwillingness of parties and changing positions.
Industrial disputes harm all stakeholders like employers, employees, and society. They lead to loss of production and profits for management and loss of wages and jobs for employees. Collective bargaining is a process where union representatives and business representatives negotiate agreements on employment terms and conditions. It helps resolve differences, protect worker interests, maintain employer-employee relationships, and arrive at agreements through compromise. The key issues in collective bargaining are wages, working conditions, job security, and grievance procedures. Collective bargaining is important as it develops employee responsibility and bargaining power, increases productivity and morale, and promotes industrial peace in society.
The document discusses collective bargaining in India and its importance. It provides definitions of collective bargaining from various sources and outlines the key stages in the collective bargaining process. Collective bargaining is important for employees, employers, and society as it promotes industrial peace, prevents disputes, and balances the interests of workers and management. Bargaining can occur at different levels - national, sectoral, and company/enterprise levels. Labour laws in India related to collective bargaining are also enacted and enforced at central and state levels.
This document provides an overview of collective bargaining, including its meaning, definition, objectives, characteristics, process, types, levels, importance, advantages, and disadvantages. Collective bargaining is defined as a process between employers and employees to determine terms of employment through negotiations. It aims to provide workers a voice, resolve conflicts, prevent future disputes, and develop good organizational relations. The key aspects of collective bargaining covered are preparing, discussing issues, proposing options, and bargaining to reach a settlement agreement.
The document discusses collective bargaining, which it defines as a process of negotiation between employee representatives and employer representatives to determine terms of employment. It provides definitions of collective bargaining from various sources and discusses key aspects like the parties involved, topics of negotiation, forms it can take, prerequisites, features, methods, constituents, theories, and importance from different stakeholder perspectives. International standards around collective bargaining from the ILO are also outlined, including its core conventions on freedom of association, right to organize, forced labor, child labor, discrimination, and labor inspection.
collective bargaining is a process of negotiations between employers and a group of employees aimed at reaching agreements that regulate working conditions. The interests of the employees are commonly presented by representatives of a trade union to which the employees belong.
The document provides information about collective bargaining including:
- Definitions of collective bargaining as the negotiation process between worker representatives and management to determine terms of employment.
- The history of collective bargaining beginning in the late 19th century and its introduction in Bangladesh in 1969.
- The objectives, characteristics, types, issues and structure of collective bargaining from the plant to national levels.
- The roles of collective bargaining agents and the process of selecting them.
- The typical steps in the collective bargaining process from preparation to settlement.
- Factors that are important for successful collective bargaining and reasons it has not progressed significantly in Bangladesh.
Collective bargaining is a process of negotiations between employers and employee representatives, usually unions, to determine working conditions and terms of employment. It aims to reach binding agreements on wages, hours, benefits, grievance procedures, and other aspects of work. The document discusses the history and objectives of collective bargaining, how it works, advantages and disadvantages, and its role in the nursing profession specifically. It provides definitions of key terms, the differences between professional associations and unions, and factors that influence successful negotiations.
This document provides an overview of collective bargaining. It defines collective bargaining as a type of negotiation used by employees to work with their employers. During collective bargaining, workers' representatives negotiate with the employer to reach a contract covering issues like hours, wages, benefits, and workplace rules. The final agreed-upon contract is called a collective bargaining agreement. The document then discusses the collective bargaining process, levels of collective bargaining (e.g. enterprise, sectoral), problems that can occur, and the importance of collective bargaining to employers, employees and society.
Collective bargaining is a process where labor union representatives meet with management to negotiate wages, benefits, and other employment issues. It aims to increase the economic strength of both parties, establish uniform employment conditions, address grievances, and avoid strikes. Key aspects of collective bargaining include identifying issues, preparing for negotiations, conducting negotiations, and administering agreed upon contracts. However, collective bargaining has seen limited success in India due to issues with unions, government intervention, management attitudes, and lack of legal protections. Strengthening unions and establishing legal frameworks for bargaining are recommended to improve the process.
Collective bargaining is a process of negotiation between employers and employees aimed at reaching agreements that regulate working conditions. It typically involves representatives of management and unions meeting to negotiate terms covering wages, hours, and other conditions, which are then documented in a collective bargaining agreement. Successful collective bargaining requires freedom of association, stable unions recognized by employers, good faith efforts to resolve differences, mutual respect between parties, and a supportive legal system. In Bangladesh, collective bargaining is governed by the Labor Act of 2006, but faces challenges from weak and unstable unions that do not represent most employees.
The document provides information about collective bargaining in India. It defines collective bargaining as an agreement between employers and labor unions that regulates employment terms and conditions. It discusses the objectives, characteristics, types, levels, importance and process of collective bargaining. The document also covers related topics like labor laws in India, employees unions and associations.
meaning of collective barganing, Features of collective bargaining., Need of collective bargaining,Types of bargaining. what is labour welfare,features and need of labour welfare is been described in the ppt, i hope it is beneficial for everyone who needs this type of information.
This document discusses collective bargaining in India, including the steps in developing bargaining relationships, levels of bargaining, and processes of negotiation and contract administration. It provides details on recognition of bargaining agents, negotiation techniques, and follow-up actions. Examples of collective bargaining agreements at the plant, industry, and national levels in India are also summarized.
Collective bargaining is a process where worker representatives and employer representatives negotiate the terms of employment, such as wages and benefits. There are two main types of collective bargaining: distributive/conjunctive bargaining, which is a win-lose situation where each side tries to maximize their gains, and cooperative bargaining, which aims for a win-win solution. Successful collective bargaining requires recognition of unions, adherence to agreements, flexibility from both sides, and negotiations made in good faith.
This document provides an overview of collective bargaining in the nursing profession in Africa. It defines collective bargaining and describes its key characteristics. The document outlines different types of collective bargaining including composite, concessionary, distributive, and integrative bargaining. It discusses the preparation process for collective bargaining and obstacles that can be faced. Advantages like improved working conditions and disadvantages like high costs are presented. The document also examines industrial action in nursing, political awareness, levels of political involvement, and provides references.
Collective bargaining is a process where workers' representatives negotiate with employers to determine terms of employment such as wages, hours, benefits, and working conditions. During negotiations, both sides discuss issues and proposals in an attempt to reach an agreement that is acceptable to both labor and management. The final agreed upon terms are documented in a collective bargaining agreement that remains in effect for a set time period, usually three years. Collective bargaining promotes workers' rights and industrial peace by establishing fair employment standards and resolving disputes through negotiation rather than conflict.
Collective bargaining is a process of negotiation between employers and employee representatives, usually trade unions. It involves both parties making proposals on work conditions until an agreement is reached. Key aspects of collective bargaining include representing workers' interests, establishing rules for the workplace, and maintaining industrial peace. Successful collective bargaining requires mutual understanding, flexibility, and a problem-solving approach from both sides.
Collective bargaining is a process of negotiation between management and workers, represented by trade unions, to determine terms and conditions of employment. It allows workers to band together and have a louder voice to negotiate for better benefits and working conditions. Some key aspects of collective bargaining include it being a voluntary and continuous bipartite process, requiring a favorable political environment, strong independent trade unions, attitudes of compromise from both sides, and avoidance of unfair labor practices. The outcome should be mutually agreeable terms that are put in writing.
A procedure by which an employer and a group of employees agree upon the conditions of works. Collective bargaining is an essential aspect of labour relations in many countries, as it allows workers to have a voice in determining their working conditions and ensures that employers consider the needs and concerns of their workforce. It can lead to more equitable and stable labour relations, as well as better outcomes for both employers and employees when successfully executed.
CAT 3. NO. 10. LABOUR LAW...CONCEPT OF COLLECTIVE BARGAINING IN INDIA.pptxEmmanuelAmarfioMensa
Collective bargaining is a process where representatives of employees and employers negotiate the terms and conditions of employment through discussion and compromise. It was introduced late in India in the 20th century and aims to resolve differences, protect worker interests, and arrive at agreements through voluntary negotiations. The key aspects of collective bargaining include preparation, proposing positions, bargaining, and finalizing agreements. While it provides benefits like participation in decisions and establishing standards, there are also potential obstacles like management refusing to recognize unions and individuality being reduced.
This document discusses collective bargaining, which is a process where employees negotiate with employers over working conditions and terms of employment. It defines collective bargaining, lists its objectives and characteristics, and describes the structure, types, issues involved, and process. The key aspects covered are that collective bargaining aims to reach agreements on pay, hours, and other rights through a formal negotiation process between worker and employer representatives, with the goal of improving relations and avoiding conflicts.
Collective bargaining is a process of negotiation between employers and employee representatives, usually unions. It determines conditions of employment through agreement. The document discusses definitions of bargaining and collective bargaining, types of bargaining including individual and collective, advantages like improved wages and benefits, disadvantages like focus on seniority over merit, characteristics such as being continuous and flexible, objectives for employees and employers, issues that lead to unions, and applications for nursing practice.
trade Unionism and collective bargaining Nanijyotirana
Collective bargaining is a process of negotiation between employers and employees, where employees are represented by a trade union. It aims to reach agreements that regulate working conditions, salaries, benefits, and other rights for employees. The negotiations involve proposals and counterproposals from both sides to reach a collective agreement setting wages, hours, training, health and safety standards, grievance procedures, and employee participation rights. Collective bargaining is a collective and continuous process that involves both bargaining and implementing agreements, with the goal of maintaining stable labor relations between employers and employees.
The concept of collective bargaining was introduced very late in India as trade unions were found only in 20th century. The concept of collective bargaining attained significance only after 1962. The phrase collective bargaining is said to be coined by Sydney and Beatrice Webb and Great Britain. It is made up from two words collective which means “group” and bargaining which means “proposals and counter proposals”. So it is a process in which the representatives of a labour organization & the representatives of business organization meet and attempt to negotiate a contract or agreement, which specifies the nature of employee-employer union relationship.
Collective bargaining is a process where employers and employee representatives negotiate terms of employment, such as pay, benefits, hours, and health and safety standards. The goal is to reach a collective agreement that sets these standards. The process typically involves representatives from labor unions and employers exchanging proposals and counterproposals until a compromise is reached. Some key aspects of collective bargaining include establishing negotiation teams, determining negotiation procedures and ground rules, exchanging initial proposals, bargaining to find agreement, and formalizing the final agreed upon terms in a binding contract.
Collective bargaining is a process of negotiation between employers and employee representatives, usually unions. It determines conditions of employment through discussion and compromise. The goal is to reach an agreement that benefits both parties. Key aspects of collective bargaining include establishing terms of employment, maintaining cooperative employer-employee relations, and resolving disputes through continuous good-faith negotiation.
The document discusses collective bargaining, which it defines as the negotiation process between employers and employee representatives to establish mutually agreeable employment terms and conditions. It involves discussions and proposals between the two parties with the goal of reaching an agreement that benefits both sides. Collective bargaining aims to resolve disputes in a democratic manner, avoid third party intervention, and establish fair employment standards through good faith negotiations.
Collective bargaining is a process of negotiation between employers and employee representatives, such as labor unions, regarding terms of employment. It allows both parties to resolve disputes in a peaceful manner and establish fair wages and working conditions. Key aspects of collective bargaining include preparing for negotiations, discussing proposals and counterproposals, bargaining to reach an agreement, and settling on a final collective bargaining agreement that is put in writing. The goal is to maintain stable labor relations and industrial peace.
This document defines key terms related to labor relations such as labor relations, employer, and employee. It then discusses collective bargaining as a process where union representatives negotiate with management to determine wages, benefits, and work rules. The document outlines the collective bargaining process, which includes preparing, discussing issues, proposing options, bargaining, and reaching a settlement. It also discusses types of bargaining and issues typically addressed, such as wages, benefits, and administrative policies. Finally, it describes the functions of collective bargaining in facilitating social change and maintaining peace between labor and management.
Collective bargaining is a process of negotiation between representatives of workers and employers to establish conditions of employment. It typically involves negotiations over wages, working hours, and other terms of employment. The key aspects of collective bargaining include representation of workers by a union, negotiation between union representatives and management over terms of employment, and establishing a collective agreement to regulate the relationship between workers and employers.
The document discusses the history, definition, objectives, characteristics, types, process, principles, advantages, and disadvantages of collective bargaining. Collective bargaining refers to negotiations between employers and labor unions regarding working conditions. It aims to provide workers a voice, reach mutually agreeable solutions, and prevent strikes. The key types are distributive, integrative, and productivity bargaining. The collective bargaining process involves preparatory, discussion, proposal, bargaining, and settlement phases. Principles include treating unions fairly and eliminating undemocratic practices. Advantages include security for workers and reduced bias, while disadvantages include not all employees agreeing and reduced management authority. The document also discusses the importance of collective bargaining for nurses.
The document discusses disaster management. It begins by defining disasters and outlining the central and specific objectives of learning about disaster management. It then covers different types of natural and man-made disasters and classifies them. The disaster management cycle of response, relief, recovery and mitigation is explained. Models of disaster management are presented, including the roles of nurses. Key aspects like hospital disaster plans, drills, and the roles of nurses in preparedness, response and recovery are summarized.
Attention deficit hyperactivity disorder (ADHD) is a common childhood neurological disorder characterized by a persistent pattern of inattention and/or hyperactivity-impulsivity. It is estimated to affect approximately 5% of children worldwide. Children with ADHD may struggle with inattention, hyperactivity, impulsivity, and difficulty completing tasks. If left untreated, ADHD can cause problems with conduct, academics, relationships and substance abuse later in life. While the exact causes are unknown, genetics and biochemical imbalances are thought to play a role. Treatment involves medication, behavioral therapy, environmental modifications and nursing care focused on safety, social skills, routines and family support.
Conversion disorder, also known as functional neurological symptom disorder, is a condition where a person experiences neurological symptoms such as blindness, paralysis, or seizures that cannot be fully explained by medical issues. It occurs when psychological stressors are converted into physical symptoms affecting sensation, movement, or both. People with conversion disorder may experience weakness in the limbs, impaired coordination, or problems with senses like vision or hearing. It is diagnosed through medical history, exams, and tests to rule out other neurological or medical conditions. Treatment involves counseling therapies and sometimes medication to manage anxiety or depression. Prognosis is generally good, especially if the condition is diagnosed early and the patient engages with treatment recommendations.
This document discusses theories of aging, including biological and psychosocial theories. Biologically, it describes five theories - genetic, wear-and-tear, environmental, immunity, and neuroendocrine. These theories propose that aging results from genetic factors, damage accumulation over time, environmental influences, declining immunity, and changes in hormone production. Psychosocially, it outlines five theories - personality, developmental tasks, disengagement, activity, and continuity. These focus on how social and psychological factors influence aging, including through personality traits, life tasks, social withdrawal, activity levels, and maintaining routines from the past. The document concludes that aging is a universal process involving physical and psychological changes.
This document outlines several national health policies and objectives in India, including the National Health Policy, National Policy on AYUSH, and National Population Policy. It provides definitions of policy and health policy. The objectives of the policies are to improve health status and outcomes, increase access to primary healthcare services, and strengthen the health system. Some specific goals mentioned are reducing mortality rates, increasing utilization of public health facilities, expanding health infrastructure and the community health workforce.
The document discusses specific developmental disorders. It begins by defining specific developmental disorders as difficulties in language, motor skills, reading, writing or math that are significantly below what is expected for a person's age. It then lists the general and specific objectives of a class on specific developmental disorders. The document goes on to define specific developmental disorders, classify them according to the ICD-10, discuss their prevalence, etiology, common features, and provide diagnostic criteria for specific types of developmental disorders including speech/language disorders and disorders of scholastic skills.
The document discusses borderline personality disorder (BPD), which is characterized by emotion deregulation, impulsivity, unstable interpersonal relationships, and fear of abandonment. BPD is thought to develop due to biological and psychosocial factors such as childhood trauma. Diagnostic criteria include frantic efforts to avoid abandonment and unstable or shifting self-image. Treatment involves psychotherapy approaches like dialectical behavior therapy and mentalization-based therapy. Those with BPD are also at risk for depression, substance abuse, and self-harm.
Schizoaffective disorder is a chronic mental health condition characterized by symptoms of both schizophrenia and mood disorders like mania or depression. It affects a person's thoughts, emotions, and potentially their actions. It is considered a disorder of both the mind and emotions. Schizoaffective disorder can be of the bipolar, depressive, or mixed type depending on the symptoms present. Treatment involves medications like antipsychotics and mood stabilizers as well as psychotherapy and life skills training. Nursing care focuses on ensuring safety, promoting functioning, and supporting treatment compliance.
This document discusses curriculum change and evaluation. It defines curriculum change as efforts to change aims, objectives, and content according to values, culture and resources. Factors influencing change include individuals, financial pressures, staffing issues, student abilities, and regulations. The phases of change include planning, implementation, and evaluation. Curriculum evaluation is done at the formative and summative levels to improve instruction and assess effectiveness in meeting objectives. Various stakeholders play important roles in the change and evaluation process.
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The document discusses various methods of oxygen administration. It defines oxygen administration as providing oxygen at a higher concentration than atmospheric air. Various sources of oxygen are described including wall outlets and cylinders. Signs of hypoxemia that indicate the need for oxygen therapy are provided. Common indications for oxygen therapy include cyanosis, dyspnea, and hypoxemia. Different devices for oxygen delivery are outlined like nasal cannulas, masks, hoods, and tracheostomy collars along with their advantages and disadvantages.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
A Strategic Approach: GenAI in EducationPeter Windle
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This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
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বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
MATATAG CURRICULUM: ASSESSING THE READINESS OF ELEM. PUBLIC SCHOOL TEACHERS I...NelTorrente
In this research, it concludes that while the readiness of teachers in Caloocan City to implement the MATATAG Curriculum is generally positive, targeted efforts in professional development, resource distribution, support networks, and comprehensive preparation can address the existing gaps and ensure successful curriculum implementation.
MATATAG CURRICULUM: ASSESSING THE READINESS OF ELEM. PUBLIC SCHOOL TEACHERS I...
Collective bargaining
1.
2.
3. INTRODUCTION
The term collective in collective
bargaining if used because both the
employer and employees come together
and put a collective effort to establish
mutually agreeable terms and
conditions for employment. The term
"collective bargaining" was first used in
1891 by Beatrice Webb, a founder of
the field of industrial relations in
Britain
4. General objective
By the end of the seminar the
learners will acquire adequate
knowledge regarding collective
bargaining, health care labour law,
union and professional association
and appreciate this knowledge in
the professional area with a positive
attitude.
5. Specific objective
On the completion of the class the learners will be able to,
define collective bargaining
Enlist the objectives of collective bargaining
Enumerate the characteristics of collective bargaining
Explain the process of collective bargaining
Describe the levels and types of collective bargaining
determine the nurse managers role in collective bargaining
Understand about health care labour laws
Explain the trade union
Describe the professional Association
6. Terminology
Negotiation
A negotiation is a strategic discussion that resolves an issue in a
way that both parties find acceptable.
Bargaining
It is the discussions between people in order to reach
agreement on something such as prices, wages.
Union
A society or association formed by people with a common
interest or purpose
7. Definition
Collective bargaining is a process of negotiation between the
employees and the organised workers represented by their
Union in order to determine the terms and conditions of
employment
Collective bargaining has been defined as the
technique that has been adopted by unions and
management for compromising there conflicting
interest.
8. Collective bargaining refers to a process by which
employees on the one hand and representatives of the
employees on the other attempt to arrive at agreements
covering the conditions under which employees will
contribute and be compensated for their services.
(Michael J Jucius)
9. Collective bargaining and nursing
• The working condition and
safety
• Wages
• Salary
• Autonomy
• Staffing
• Benefits
• Promotions
10. Objectives of collective bargaining
To provide an opportunity to the employees/ workers to
voice their problems on issues related to their job.
To arrive at an agreement on wages and other service
conditions of their job.
To facilitate reaching is solution that is acceptable to all
the parties involved.
To negotiate voluntarily, yielding some concessions and
sacrifices by both parties.
To resolve all conflict and disputes in a mutually
agreeable manner.
11. To provide stable and peaceful organisation
and relations.
To enhance the productivity of the
organisation by preventing strikes Lockout
To protect the interest of the workers
through collective action
To resolve the differences between nurse
employees & management through
negotiation.
12. TYPES OF BARGAINING (Fosson JA )
1) CONJUNCTIVE OR
DISTRIBUTIVE BARGAINING:
• They try to settle economic issues such
as wages, benefits, bonus, salaries etc.
• One party’s gain and is another party’s
loss
• More competitive.
13. 2) COOPERATIVE /INTEGRATIVE BARGAINING
• Both the parties may gain or at least neither
party loses
• It tend to be more co operative
• Both parties are trying to make more of
something
• A win-win situation
14. 3) PRODUCTIVITY BARGAINING:
• Substantial benefits based on
productivity standards.
• Management control over workplace
relations.
• Management offers a pay raise in
exchange for alterations to employee
working practices designed to increase
productivity
15. 4) COMPOSITE BARGAINING
• Wages with equity
• labour bargains for wages , and demanding equity in matters
relating to work norms, employment levels and
environmental hazards etc
17. PREPARATION FOR COLLECTIVE BARGAINING
•Preparation should begin months before the contract
talks.
• Chairperson should be establish and maintain pleasant
relationship with union representatives
• Obtain information from other nurse executives about
union activities in neighbouring health agencies.
•Review other labour contracts negotiating in other
agencies to determine what type of demands were
made by various worker categories.
18. •Keep ongoing recording agency's employees
grievances and analyse these before negotiation
begins.
•Research the wage salary structures of other health
agencies in the community.
•Should read the act to identify limitations
20. Preparatory phase
• Selection of negotiation team:
when to listen
when to speak
when to stand their ground
went to concede
went to make counterproposal
• Identification of problem
• Examination of situation and issues for negotiation
• Collection of data
21. 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,
and summarizing decision
22. PROPOSAL PHASE
•This phase involves the
initial opening statements
• The possible alternative/
opinion that exist to resolve
them.
• Brainstorming
23. Bargaining Phase
Problem solving
Proposals are set forth
Settlement phase
This is an important phase in which both the
parties come to a common consensus and
agreement on common decision
Negotiated change
24. Formalizing the agreement
• Drafting of agreement
• Sign in the agreement
Enforcing the agreement
To have the agreement effective and
meaning it should be enforced or
implemented immediately
26. Importance to employee
It increases the strength of work force thereby increasing their
bargaining capacity as a group
It increases the morale and productivity of employees.
It restrict management freedom for arbitrary action against the
employees.
Effective collective bargaining machinery strengthen the trade
union movement.
Collective bargaining develop a sense of self respect and
responsibility among the employees.
27. Importance to employers
It becomes easier to the management to resolve issues at the bargaining level
rather than taking up complaints of individual workers.
It tend to promote a sense of job security among employees and thereby tend
to reduce the cost labour turnover to management.
Collective bargaining open up the channel of communication between the
worker and the management and increases worker participation in decision
making.
Collective bargaining plays a vital role in setting and preventing industrial
disputes.
28. Importance to the society
Collective bargaining leads to industrial peace in the
country
It was felt in the establishment of a harmonious industrial
climate which supports which help the pace of a nation
suffered towards economic and social development since
the obstacles to such a development can be reduced
considerably.
The discrimination and exploitation of workers is
constantly being checked
29. Strikes
A strike action is when
a large no. of people
used to pressure
government or an
Organisation to change
the policy
30. Types of Strikes
• Economic strike
• Unfair labour Strike
• A flash strike
• Sit-down strikes
• Wildcat strikes
31. The role of nurse Administrator in collective
bargaining
• As a nurse administrator she knows the law and ensures the
rights of the nurses as well as management.
• Formulate policies in this regards and communicate to do all
nurses about collective bargaining from induction.
• Encourages nurses to become a member of professional
nurses organisation.
• Discourages nurse joining in any Union other than nurses
• Identifies and explore the reasons for collective bargaining
32. • Before determining for collective bargaining negotiate
problem at her level by discussing the problem directly with
the nurses
• While nurses are on collective bargaining ensures that the
patients are not neglected.
• Keep all nurses informed through regular meetings held close
to the hospital or institution.
• Speaks for nurses and nursing, supports nurses while taking
agreement.
• Takes immediate action of the agreement.
• Documents the event.
• Follow up the action taken.
33. Role of TNAI in collective bargaining
• Where grievances exist, they should be thoroughly
investigated by the government nurses Association and
reported to the local or state TNAI executives
• The State branch executive TNAI, should also known all fact
regarding the situation and be satisfied that justice require
some action.
• All possible approaches through legal effort should be made
to the authorities for correction of the situation.
34. • If no action is taken by the authorities despite all efforts the
situation should be put before the members of government
nurses association for vote regarding Strike.
• At least two months notice should be given before the date
set for the strike
• Ensure that the patient's care in the hospital will not be
affected all possible arrangement for 24 * 7 day care must be
assured.
• And it must be clearly understood that that TNAI and its
members will not support any strike controlled or supported
by any Union or organisation which includes employees other
than nurses.
35. HEALTH CARE LABOUR LAWS
Laws
Law is a rule of being off of conduct
established by an authority able to
enforce its will a controlling regulation
the mode or order according to which
an agent or power acts.
36. Importance and Necessity of Labour
Laws
(1) Improves industrial relation i.e.
employee-employer relations and
minimizes industrial disputes.
(2) Protects workers form exploitation by
the employers or management
(3) Helps workers in getting fair wages
(4) Minimizes labour unrest
(5) Reduces conflicts and strikes etc.
37. (6) Ensures job security for workers
(7) Promotes welcome environment
conditions in the industrial system
(8) Fixes rest pauses and work hours etc.
(9) Provides compensation to workers, who
are victims of accidents.
38. Principles of Labour Laws
• Protection from Discrimination
protect employees from unlawful
discrimination.
Labour law requires that businesses
make attempts to accommodate the
religious beliefs of their employees
39. • Compensation
This law says that employees must
generally be paid a minimum wage
(depending on the state in which they
live).
It also requires that employees who are
employed on an hourly basis be paid
overtime pay (time and a half) if they
work more than 40 hours per week.
40. • Labour Unions
The development of labour
unions has changed the way
that employees deal with their
employers.
41. •Creating a Union
Employees are also free to form unions to bargain
collectively with their employers
To form a union, employees must organize themselves
so that at least 30 percent of the employees of a
business agree to have a union; the names and
signatures of the employees are then submitted to the
National Labour Relations Board. (NLRB)
42. LABOUR LAWS IN INDIA
1. The Employees’ State Insurance Act, 1948
2. The Employees’ Provident Fund and Miscellaneous Provisions
Act,1952
3. The Dock Workers (Safety, Health and Welfare) Act, 1986
4. The Mines Act, 1952
5. The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines
Labour Welfare (Cess) Act, 1976
6. The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines
Labor Welfare Fund Act, 1976
7. The Mica Mines Labour Welfare Fund Act, 1946
43. HEALTHCARE LAWS
1. Andhra Pradesh medical practitioners Registration Act 1968
2. Consumer Protection Act 1986
3. Companies act 1956
4. Indian Medical Council act and Amendment Act
5. Indian Medical Central Council Act 2002
6. Indian Medical Council regulation 2002
7. Indian Contract Act
8. Prenatal Diagnostic techniques Amendment Act act 2002
9. Medical termination of pregnancy act 2002
10.payment of wages Act 2005
44. Employees Union
• Trade union is a containing long-term
Association of employees, formed and
maintained for the specific purpose of advancing
and protecting the interest of members in their
working relationship with the employers
• A Trade union is a formal Association of workers
that promote and protect the interest of its
members through collective action.
45. Features of union
It is association of employees
It is relativity permanent
It is formed for securing certain economic and
social benefit to members
Its focus is on joint, coordinated action and
collective bargaining.
46. Objectives of union
To bargaining for wages and salaries
To insist the compensation for the work as per the nature of job.
To see the minimum wages are paid to the Employees.
To ensure that due promotions are being given to deserving
employees.
To ensure that provision of adequate retirement benefit are there
to meet employees financial needs for the rest of the life .
47. To fight for the provision of proper working place, weekend
holidays sick leaves free medical aid ect.
To fight against improper implementation of personnel
policies in respect of recruitment selection promotion
transfer etc
To work as a guide consulting authorities and negotiating
machinery in overcoming the personal problems of members
48. Purpose of union
To be the instruments for solving economic, social,
political, and psychological problems of the employee.
To secure the better wages, better working condition.
To enhance self-respect and dignity
To fulfil of social needs and stability of employment and
other problems during service
49. Types of Trade Unions
• Types of Trade Unions
• Craft / Skill union: These unions
represents the skilled workers Eg.
Musician, dancers
• Industrial Union: These unions
represents the peoples in the industry
Eg. Fire Brigade Union
50. • General Union: These represent workers
from different industries & any level of
skills Eg. Indian National Trade Union
Congress (INTUC)
• White Collars Union: They represents
office workers or non manual workers E.g.
National Union of Teachers.
51. Rights & Responsibilities of Trade Unions
Rights
To protest & take industrial action
To consultation about changes in work
practice
To recruit new members
To Negotiate on their members behalf
Participation in election
Participation in Industrial action
52. Responsibilities
To work with in law
To listen to members view
To not pressurize non-members to join
To keep their members informed
Vote in election
Report problem to representatives
Act within the law when taking part in
action
53. Manager's role during Union organising
Know and care about employees
Established fair and well communicated personnel
policies
Use and effective upward and downward system of
communication
Ensure that all managers are well trained and
effective
54. Establish a well-developed formal procedure for handling
employee grievances
Have a competitive compensation program of wages and
benefit
Have an effective performance appraisal system in place
Use a fair and well communicated system for promotions
and transfer
Have an administrative policy on unionization
55. ASSOCIATIONS
A professional association (also called a
professional body, professional
organization, or professional society) is
usually a non profit organization seeking
to further a particular profession, the
interests of individuals engaged in that
profession and the public interest
56. Features of association
Associations have the members of the same profession
The members do not use militant method to press upon their
demand
They form associations to meet periodically and discuss their
problems and share experiences
They remain in touch with the administrative officials, political
leaders ect.
57. Objective of professional Association
According to LD white
• To promote personal acquaintance among members with
common interest and problem
• Promote research in the profession by organising periodical
conferences
• To give suggestions for the Reform and improvement
• To disseminate professional knowledge among a large number
of people and stimulate joint and individual researches and help
in in solving many problems pertaining to the profession.
58. Professional organization in nursing
Trained nurses association of India (TNAI)
International council for nurses (ICN)
The commonwealth nurses federation
The Indian nursing council (INC)
The red cross society
The student nurses association (SNA
59. TRAINED NURSES ASSOCIATION OF INDIA (TNAI)
The Trained nurses association of India is a national professional
association of Nurses. The present name and organization were
established in 1908.
AIMS
Upgrading.
Development and standardization of nursing education.
Improvement of living and working condition for nurses in India.
Registration for qualified nurses.
60. INTERNATIONAL COUNCIL FOR NURSES (ICN)
It was formed in 1899. It’s an international association for all nurses in the
world. Great emphasis has been on non-discrimination.
OBJECTIVES
Promote the development of strong national nurses associations.
Assist national nurses association to improve the standards of nursing and
the competence of nurses.
Assist national nurses associations to improve the status of nurses within
their countries.
Serve as the authoritative voice for nurses and nursing internationally
61. THE INDIAN NURSING COUNCIL (INC)
The Indian Nursing Council, which was authorized by the Indian Nursing
Council Act of 1947, was established in 1949..
RESPONSIBILITIES
Prescribes curricula for nursing education in all the states.
Refuses or Recognizes Programmes of Nursing Education according to
standards required.
Support high standards in Nursing.
Providing registration for foreign nurses.
Maintenance of the Indian Nurses Register
62. Student Nursing Association
Student nurses Association was established in 1929 at the annual conference of
Trained Nurses Association Of India.
Objectives Of SNA
To uphold the dignity and ideals of the profession.
Promote a corporative spirit.
Furnish nurses.
Encourage leadership ability.
Increase the students social contacts & knowledge.
Provide a special section.
63. Reference
Vati J. Principles & Practice of Nursing Management & Administration for BSc & MSc Nursing. New Delhi:
Jaypee Brother Medical Publishers Pvt Ltd; 2013
Deepak K. Chandran SC. Kumar. A comprehensive textbook on nursing management. Bangalore: EMMESS
medical Publishers; 2013
Kumari N. Textbook of management of Nursing services and education. Third updated edition. Jalandhar city:
S. Vikas and company publishers; 2011
Basanthappa BT. Nursing Administration. Second Edition. New Delhi: jaypee Brothers; 2009
Elankuvana D, Anbu T, LOganathan G. Management of nursing service and education . 2nd edition. New
delhi:Emmens publication . 2013
Suneetha M. Management of nursing service and education. 2nd edition. NewDelhi: Elsevier publication;2017
Clement I. management of nursing service and education. Second edition. Newdelhi: Elsevier publication;2018