... Negotiation.... Collective bargaining...... Agreement....

3. Presented by
Susy Mary Thomas
II year MSc(N)
BBCON

4.  The concept of collective bargaining was
introduced very late in India, as trade unions
were formed only in the 20th century. The
concept of collective bargaining attained
significance only after 1962. The term collective
in collective bargaining is used because both the
employer and employees come together and put
a collective effort to establish mutually
agreeable terms and conditions for employment.

5. The term "Collective
Bargaining" was first
used in 1891 by Beatrice
Webb, a founder of the
field of industrial relations
in Britain. It refers to the
sort of collective
negotiations and
agreements that had
existed since the rise of
trade unions during the
18th century.

6.  Collective bargaining is an agreement
between single employer or an association of
employers on one hand and a labor union on
the other which regulate the terms and
conditions the employment.
-Ludwig Teller-

7.  Collective bargaining refers to a process by
which employers 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-

8.  To provide an opportunity to the employees/
workers, to voice their problems on issues
related to their job.
 To arrive an agreement on wages and other
service conditions of their job.
 To maintain employee- employer relation
bilaterally.

9.  To have peaceful co-existence for the mutual
benefits and progress.
 Arrive at an amicable agreement through a
process of give and take.
 Carry out negotiations voluntarily, without
interference from a third party.
 Protect the interests of workers through
collective action.
 Resolve differences over knotty issues.

11. COLLECTIVE
STRENGTH
VOLUNTARY
FORMAL
FLEXIBLE
IMPROVEMENT
REPRESENTATION
DYNAMIC

12.  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.

13.  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.
 Improvement: It is a method to improve the
employer-employees relation in organization and
resolve management and employees conflicts.

14.  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.

15.  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.

18.  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. In this phase both the
employer's representatives and the union
examine their own situation in order to
develop the issues that they believe will be
most important.

19.  The first thing to be done is to determine
whether there is actually any reason to
negotiate at all. A correct understanding of
the main issues to be covered and intimate
knowledge of operations, working conditions,
production norms and other relevant
conditions is required.

20.  Discuss: Here, the parties decide the ground
rules that will guide the negotiations. A
process well begun is half done and this is no
less true in case of collective bargaining. An
environment of mutual trust and
understanding is also created so that the
collective bargaining agreement would be
reached.

21.  Propose: This phase involves the initial
opening statements and the possible options
that exist to resolve them. In a word, this
phase could be described as “brainstorming”.
The exchange of messages takes place and
opinion of both the parties is sought.

22.  Bargain: negotiations are easy if a problem
solving attitude is adopted. This stage
comprises the time when “what ifs” and
“supposals” are set forth and the drafting of
agreements take place.

23.  Settlement: It is an important phase in which
both the parties come to a common consensus
and agreement and negotiates.
 Mutual agreement: when both the parties are
satisfied, the agreement is drafted in a clear,
concise and simple language. Both the parties
read the draft of terms and conditions and sign
the agreement.

24.  Enforcing agreement: for better
effectiveness, the agreement is executed
immediately and collective bargaining comes
to an end process.

25.  According to Fosson J A, there are four types
of collective bargaining;
Distributive /Conjunctive
Integrative/Cooperative
Productivity
Composite

26.  Distributive /Conjunctive
 Economic issue like wages, salaries and
bonus are discussed.
 One party’s gain is another party’s loss
 More competitive

27.  Integrative/ Cooperative
 Both the parties may gain , or at least
neither party loses
 It tends to be more cooperative
 Both the parties are typing to make more of
something

28.  Productivity Bargaining
o Substantial benefits based on productivity
standards
o management control over workplace
relations.

29.  Composite Bargaining
 wages with equity

30.  Importance to Employees:
 Collective bargaining develops a sense of self
respect and responsibility among the
employees
 It increases the strength of the workforce,
thereby, increasing their bargaining capacity
as a group.

31.  Collective bargaining increases the morale
and productivity of employees.
 It restricts management’s freedom for
arbitrary action against the employees.
Moreover, unilateral actions by the employer
are also discouraged.
 Effective collective bargaining machinery
strengthens the trade unions movement.

32.  Importance to Employers
 It becomes easier for the management to
resolve issues at the bargaining level rather
than taking up complaints of individual
workers.
 Collective bargaining tends to promote a
sense of job security among employees and
thereby tends to reduce the cost of labor
turnover to management.

33.  Collective bargaining opens up the channel
of communication between the workers and
the management and increases worker
participation in decision making.
 Collective bargaining plays a vital role in
settling and preventing industrial disputes.

34.  Importance to Society
 Collective bargaining leads to industrial
peace in the country
 It results in establishment of a harmonious
industrial climate which supports which helps
the pace of a nation’s efforts towards
economic and social development since the
obstacles to such a development can be
reduced considerably.

35.  The discrimination and exploitation of
workers is constantly being checked.
 It provides a method or the regulation of the
conditions of employment of those who are
directly concerned about them.

36. Company/enterprise
Sector/
industry
National
level

37.  Economy-wide (national) bargaining is a
bipartite or tripartite form of negotiation
between union confederations, central employer
associations and government agencies.
 It aims at providing a floor for lower-level
bargaining on the terms of employment, often
taking into account macroeconomic goals.

38.  Sectoral bargaining, which aims at the
standardization of the terms of employment in
one industry, includes a range of bargaining
patterns. Bargaining may be either broadly or
narrowly defined in terms of the industrial
activities covered and may be either split up
according to territorial subunits or conducted
nationally.

39.  The third bargaining level involves the
company and/or establishment. As a
supplementary type of bargaining, it
emphasizes the point that bargaining levels
need not be mutually exclusive.

40.  Image created by Walter
Crane to celebrate May Day
(1 May), 1889. The image
depicts workers from the five
populated continents (Africa,
Asia, Americas, Australia and
Europe) in unity underneath
an angel representing
freedom, fraternity and
equality.

41.  Law is a rule of being or 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.

42.  Health care law is the federal, state, and local law, rules,
regulations &other jurisprudence affecting the health care
industry and their application to health care patients,
providers and payors, and vendors to the health care
industry, including without limitation the relationships
among providers, payors and vendors to the health care
industry and its patients; delivery of health care services;
all with an emphasis on operations, regulatory and
transactional legal issues.

43.  In 1976, the Indian Health Care Improvement Act
amended the Social Security Act to permit
reimbursement by Medicare and Medicaid for
services provided to American Indians and Alaska
Natives in Indian Health Service (IHS) and tribal
health care facilities.

44. (a) Labour laws enacted by the Central Government,
where the Central Government has the sole
responsibility for enforcement
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

45. 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
8. The Beedi Workers Welfare Cess Act, 1976

46. 9. The Limestone and Dolomite Mines Labour
Welfare Fund Act, 1972
10. The Cine Workers Welfare (Cess) Act, 1981
11. The Beedi Workers Welfare Fund Act, 1976
12. The Cine Workers Welfare Fund Act, 1981

47. (b) Labour laws enacted by Central Government
and enforced both by Central and State
Governments
13. The Child Labour (Prohibition and Regulation)
Act, 1986.
14. The Building and Other Constructions Workers’
(Regulation of Employment and Conditions of
Service) Act, 1996.
15. The Contract Labour (Regulation and Abolition)
Act, 1970.
16. The Equal Remuneration Act, 1976.

48. 17. The Industrial Disputes Act, 1947.
18. The Industrial Employment (Standing
Orders) Act, 1946.
19. The Inter-State Migrant Workmen
(Regulation of Employment and Conditions of
Service) Act, 1979.
20. The Labour Laws (Exemption from
Furnishing Returns and Maintaining Registers
by Certain Establishments) Act, 1988

49. 21. The Maternity Benefit Act, 1961
22. The Minimum Wages Act, 1948
23. The Payment of Bonus Act, 1965
24. The Payment of Gratuity Act, 1972
25. The Payment of Wages Act, 1936
26. The Cine Workers and Cinema Theatre
Workers (Regulation of Employment) Act,
1981

50. 27. The Building and Other Construction
Workers Cess Act, 1996
28. The Apprentices Act, 1961
29. Unorganized Workers Social Security Act,
2008
30. Working Journalists (Fixation of Rates of
Wages Act, 1958
31. Merchant Shipping Act, 1958
32. Sales Promotion Employees Act, 1976

51. 33. Dangerous Machines (Regulation) Act, 1983
34. Dock Workers (Regulation of Employment)
Act, 1948
35. Dock Workers (Regulation of Employment)
(Inapplicability to Major Ports) Act, 1997
36. Private Security Agencies (Regulation) Act,
2005

52. (c) Labour laws enacted by Central
Government and enforced by the State
Governments
37. The Employers’ Liability Act, 1938
38. The Factories Act, 1948
39. The Motor Transport Workers Act, 1961
40. The Personal Injuries (Compensation
Insurance) Act, 1963

53. 41. The Personal Injuries (Emergency Provisions)
Act, 1962
42. The Plantation Labour Act, 1951
43. The Sales Promotion Employees (Conditions of
Service) Act, 1976
44. The Trade Unions Act, 1926
45. The Weekly Holidays Act, 1942
46. The Working Journalists and Other Newspapers
Employees (Conditions of Service) and
Miscellaneous Provisions Act, 1955

54. 47. The Workmen’s Compensation Act, 1923
48. The Employment Exchange (Compulsory
Notification of Vacancies) Act, 1959
49. The Children (Pledging of Labour) Act 1938
50. The Bonded Labour System (Abolition) Act,
1976
51. The Beedi and Cigar Workers (Conditions of
Employment) Act, 1966.

55. Employees associations and
unions are the part of human
resource administration.
Unions and associations are
nothing but the organizations
of employees formed to
promote and protect their
interests by collective action.

56.  It is continuous association of wage earners for
the purpose maintaining and improving the
condition of their working lives.
-Webb, Sidney and Beatrice-
 A trade union is a formal association of workers
that promotes and protects the interest of its
members through collective actions.

57.  It is association of employees.
 It is relatively permanent
 It is formed for securing certain economic
and social benefits to members.
 Its focus is on joint, coordinated action and
collective bargaining.

58.  To bargain for wages and salaries.
 To insist the compensation for the work as
per the nature of job
 To fight for the provision of proper working
place, week end holidays, sick leaves, free
medical aid, etc.

59.  To work as guide, consulting authority and
negotiating machinery in overcoming the
personnel problems of members.
 To safeguard the organizational health through
various method evolved for grievance redressal
and techniques adopted to reduce absenteeism,
turnover and improve employees relations.

60.  To be the instrument for solving economic,
social, political and psychological problems of
the employees.
 To secure the better wages, better working
conditions.
 To enhance self respect and dignity.
 To fulfill of social needs, and stability of
employment and other problems during service.

61.  An association is regarded as the
organization that brings members of the
same profession together for the exchange of
information and experience & for the
advancement of their profession.

62.  Associations have the members of the same
profession
 The members do not use militant methods to
press upon their demands.
 They form associations to meet periodically and
discuss their problems and share experiences.
 They remain in touch with administrative
officials, political leaders etc.

63.  To promote personal acquaintance among
members with common interest and
problems.
 To give suggestions for the reform and
improvement
 To issue literature for the spread of the
latest information relating to their field.

64.  To bring the employees nearer to those to whom
they can confide for their failure and successes.
 To disseminate professional knowledge among a
large number of people and stimulate joint and
individual researchers and help in solving many
problems pertaining to the profession.
 To bring the efficiency and boost the morale of
the employees.

65.  Know the law, and make sure rights of the
nurses as well as management are clearly
understood.
 Find out the reasons the nurses want
collective action.
 Discuss and deal with the nurses and the
problems directly and effectively.

66.  Act clearly within the law at all times. If a
manager acts unlawfully, report the
employer’s actions to the national labor
relations board.
 Keep all nurses informed through regular
meetings held close to the hospital or
institution.
 Resolving grievances.

67.  A collective bargaining agent cannot make
the decision to strike.
 The decision to strike can be made only by a
majority of union members.

68.  Collective bargaining is a process
of 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. The interests of the employees are
commonly presented by representatives of a trade
union to which the employees belong.

69.  The collective agreements reached by these
negotiations usually set out wage scales,
working hours, training, health and
safety, overtime, grievance mechanisms, and
rights to participate in workplace or
company affairs.

70.  Registered Nurse Job Satisfaction and
Collective Bargaining Unit Membership
Status
Pittman, Jennifer MS, APRN-BC
JONA: The Journal of Nursing
Administration: October 2007 - Volume 37 -
Issue 10

71.  ABSTRACT
 Objective: To examine differences in job
satisfaction levels between registered nurses
who were or were not members of a nursing
collective bargaining unit.

72.  Background: The nursing shortage could lead to decreased
quality of patient care, heavier workloads, and mandatory
overtime, resulting in decreased job satisfaction and
increased intent to leave. Nursing collective bargaining units
use contracts to help decrease patient workload, decrease
and eliminate mandatory overtime, increase pay and
benefits, and increase job security. Exploring differences in
job satisfaction between nurses who are and are not
members of collective bargaining units is pertinent to
understanding the retention and recruitment of nurses.

73.  Methods: A descriptive secondary analysis using a
survey database from the Minnesota Department of
Health. The survey, which included a job satisfaction
section largely based on the Index of Work
Satisfaction, was sent in 2002 to 3,645 registered
nurses in Minnesota.
 Results: Members of collective bargaining units had
higher satisfaction with wages. Nonmembers had
higher satisfaction with nursing supervision, patient
care, work setting, professional relationships, and
overall job satisfaction.

74.  Conclusions: There is a need for
interventions in institutions with collective
bargaining units to improve job satisfaction,
nurse retention, and job recruitment.

75. 2) Perception Of Collective Bargaining And
Satisfaction With Collective Bargaining On
Employees’ Job Performance
Article (PDF Available) in Corporate
Ownership and Control 14(2):297 -
302 · March 2017

76.  This study explores the influence of collective
bargaining and satisfaction with bargaining on
employees’ job performance. A structured
questionnaire was distributed to selected sample of 181
unionized employees in the public sector organizations.
The results revealed two models, with the first model
indicating that satisfaction with collective bargaining
(β = .56, p < 0.01) was a significant direct predictor of
job performance among employees.

77.  The second model showed 35% incremental
change in employees’ job performance. This
indicated that age (β = .27, p < .01), and
educational qualification (β = .58, p < .01) were
significant independent predictors of employees
job performance. This study showed that collective
bargaining process is very critical in determining
organizational industrial relations which in turn
help to improve job related outcome such as
employees’ job performance.

78. 3) The Role of Labor Unions in Creating
Working Conditions That Promote Public
Health
Jenn Hagedorn, MPH, Claudia Alexandra
Paras, Howard Greenwich, MPP, and Amy
Hagopian, PhD, MHA.Published online 2016
June.

79. ABSTRACT
 Researcher sought to portray how collective
bargaining contracts promote public health, beyond
their known effect on individual, family, and
community well-being. In November 2014, They
created an abstraction tool to identify health-related
elements in 16 union contracts from industries in the
Pacific Northwest. After enumerating the contract-
protected benefits and working conditions, They
interviewed union organizers and members to learn
how these promoted health.

80.  Labor union contracts create higher wage and benefit
standards, working hours limits, workplace hazards
protections, and other factors. Unions also promote
well-being by encouraging democratic participation
and a sense of community among workers. Labor
union contracts are largely underutilized, but a
potentially fertile ground for public health
innovation. Public health practitioners and labor
unions would benefit by partnering to create
sophisticated contracts to address social
determinants of health.

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 Deepak. k et al; A comprehensive textbook on nursing
management emmess publications;2013;293-295
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82.  http://doi.org/10.1016/j.bi.2015.04.005
 http://doi.org/10.1016/j.bi.2015.04.005
 http://www.ncbi.nib.gov/pmc/articles/pmc1
435388/
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