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.
Emerging trends in employee and labour welfare in indiaAbhimanyu Singh
Presented in a national seminar on Emerging trends in employee and labour welfare in india at Jyoti vidyapeeth womens university, Jaipur By ABHIMANYU SINGH, Research Scholar, Department of Law University of Rajasthan
Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...Pooja Kadiyan
Industrial Relation- Meaning,Parties.Features,Objectives,Importance,Causes of Poor Industrial Relations,Suggestions to Improve IR, Factors affecting Industrial Relations
Despite some progress in advancing the agenda on aid effectiveness for development results,
trade unions contend that much more needs to be done if the Paris Declaration/Accra agenda for action processes are to move significantly forward in terms of real development effectiveness.
Given the shortcomings of the neo-liberal paradigm that has dominated development policy-making and caused persistent poverty and a huge decent work deficit, trade unions call for a
more comprehensive development paradigm that shifts from aid to development effectiveness.
Development effectiveness is defined by trade unions as the generation of positive social
outcomes in terms of decent work, social protection, social dialogue, respect for human and
trade union rights, gender equality, environmental sustainability, and the enjoyment of decent livelihoods and well being by all. To achieve development effectiveness, trade unions call for the adoption by the Fourth High Level Forum of a Busan Declaration on Development
Effectiveness which should address three major goals:
I) Achieving development effectiveness,
II) Realizing the commitments made on aid effectiveness, and
III) Supporting trade union and CSO’s as development actors in their own right.
Emerging trends in employee and labour welfare in indiaAbhimanyu Singh
Presented in a national seminar on Emerging trends in employee and labour welfare in india at Jyoti vidyapeeth womens university, Jaipur By ABHIMANYU SINGH, Research Scholar, Department of Law University of Rajasthan
Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...Pooja Kadiyan
Industrial Relation- Meaning,Parties.Features,Objectives,Importance,Causes of Poor Industrial Relations,Suggestions to Improve IR, Factors affecting Industrial Relations
Despite some progress in advancing the agenda on aid effectiveness for development results,
trade unions contend that much more needs to be done if the Paris Declaration/Accra agenda for action processes are to move significantly forward in terms of real development effectiveness.
Given the shortcomings of the neo-liberal paradigm that has dominated development policy-making and caused persistent poverty and a huge decent work deficit, trade unions call for a
more comprehensive development paradigm that shifts from aid to development effectiveness.
Development effectiveness is defined by trade unions as the generation of positive social
outcomes in terms of decent work, social protection, social dialogue, respect for human and
trade union rights, gender equality, environmental sustainability, and the enjoyment of decent livelihoods and well being by all. To achieve development effectiveness, trade unions call for the adoption by the Fourth High Level Forum of a Busan Declaration on Development
Effectiveness which should address three major goals:
I) Achieving development effectiveness,
II) Realizing the commitments made on aid effectiveness, and
III) Supporting trade union and CSO’s as development actors in their own right.
2. • Collective bargaining is process of joint decision
making and basically represents a democratic
way of life in industry
• It is the process of negotiation between firm’s and
workers’ representatives for the purpose of
establishing mutually agreeable conditions of
employment
• It is a technique adopted by two parties to reach
an understanding acceptable to both through the
process of discussion and negotiation
3. • Defined collective bargaining as, negotiation about working conditions
and terms of employment between an employer and a group of employees
or one or more employee, organization with a view to reaching an
agreement wherein the terms serve as a code of defining the rights and
obligations of each party in their employment relations with one another
(ILO)
• Involves discussions and negotiations between two groups as to the terms
and conditions of employment
• It is called ‘collective’ because both the employer and the employee act as
a group rather than as individuals. It is known as ‘bargaining’ because the
method of reaching an agreement involves proposals and counter
proposals, offers and counter offers and other negotiations
4. • To settle disputes/conflicts relating to wages
and working conditions.
• To protect the interest of workers through
collective team.
• To resolve the differences between workers and
management through voluntary negotiations
and arrive at a consensus.
• To avoid third party intervention in matters
relating to payment
5. • Trade Union Recognition
• Knowledge , awareness and skills of workers
• Support of Labour Administration Authorities
• Good Faith : transparency
• Proper Internal Communication
6. Importance to Employee:-
1. Develops a sense of self respect and responsibility among the employees
2. Increases the strength of the workforce, thereby, increasing their bargaining
capacity as a group
3. Increases the morale and productivity of employees
4. Restricts management’s freedom for arbitrary/ unilateral action against th
employees
5. Effective collective bargaining machinery strengthens the trade unions
movement
6. The workers feel motivated as they can approach the management on
various matters and bargain for higher benefits
7. Helps in securing a prompt and fair settlement of grievances
8. Provides a flexible means for the adjustment of wages and employment
conditions to economic and technological changes in the industry, as a result
of which the chances for conflicts are reduced
7. 1.Becomes easier for the management to resolve issues at the
bargaining level rather than taking up complaints of individual workers
2.Tends to promote a sense of job security among employees and
thereby tends to reduce the cost of labor turnover to management
3.Opens up the channel of communication between the workers and the
management and increases worker participation in decision making
4.Plays a vital role in settling and preventing industrial disputes
8. Leads to industrial peace in the country
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
Discrimination and exploitation of workers is constantly being
checked.
Provides a method or the regulation of the conditions of
employment of those who are directly concerned about them
10. Conjunctive/Distributive Bargaining :-
• zero-sum game; win – lose
• It is the process of dividing the cake which
represents the whole produced by joint efforts
of management & labour
• If one party wins something, the other party
has relatively smaller size of the cake
11. Co-operative /Integrative Bargaining:-
– more open to coming down from their high horses;
– win – win.
– Both parties win, each contributing something for
the benefit of the other party
– Such a process develops common objectives, a
better understanding of each other’s need, better
respect, well being & growth of the enterprise as a
whole
12. Enterprise Or Plant Level
Industry-Cum-Region wide Agreements
Sectoral Collective Bargaining At National Level