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.

1. COLLECTIVE
BARGAINING
PRESENTED BY : JISA ANNA

2. HISTORY
 In India trade unions have come to occupy the centre stage only
after 1900.
 In 1918, Gandhi, as the leader of the Ahmadabad Textile workers
advocated the resolution of conflict through collective bargaining
agreements.
 For another 10 years, this method of setting disputes did not gain
popularity. The legal steps taken by the government after the Second
World War revived interest in the subject once again
 After Independence, with the spread of trade unionism, collective
bargaining agreements have become popular.
 The agreements were found in industries such as chemicals,
petroleum, tea, coal, oil, aluminum, etc. In ports and docks, banking
and insurance, collective agreements at the national level were also
arrived at.

3. DEFINITION
Collective bargaining is an agreement between a single employer or an
association of employer on the one hand & a labor union on the
other ,which regulates the terms and condition of employment.
( TUDWIG TELLER)

4. MEANING
Collective bargaining is a process between employers & employers to
reach an agreement regarding the rights and duties of people at
work .
It aims to reach a collective agreement which usually sets out issues
such an employees pay, working hours ,training ,health and safety
and rights to participate in work places or company affairs.

5. TYPES OF BARGAINING
 Conjunctive/distributive.
bargaining zero – sum game: win – lose. The principle “my gain is
your loss & your gain is my loss.
 Co-operative bargaining.
more open to coming down from their high horses:
win-win.
 Productivity bargaining
its for raising productivity & growth of organization.
 Composite bargaining

6. FEATURES
 A collective process
 A continuous process
 A flexible dynamic process
 Partnership of worker in management
 Maintain discipline in institution
 Promote individual jurisprudence.

7. COLLECTIVE BARGAINING
PROCESS
PREPARE
DISCUSS
PROPOSE
BARGAIN
SETTLEMENT

8. POINTS ON CB
 1 ) It is a two-way process. It is a mutual give and take rather than takes it or
leave it method of arriving at the settlement of a dispute. Both parties are
involved
 2) It is a continuous process which provides a mechanism for continuing an
organized relationship between the management and trade unions. Collective
bargaining begins and ends with the writing of a contract. in it.
 (3) Collective bargaining is not a competitive process but it is essentially a
complementary process.
 4) Collective bargaining is a negotiation process and it is a device used by
wage earners to safeguard their interests. It is an instrument of an industrial
organization for discussion and negotiation between the two parties.

9.  Negotiations form an important aspect of the
process of collective bargaining i.e., there is
considerable scope for discussion,
compromise or mutual give and take in
collective bargaining.

10. IMPORTANCE OF CB
To employees:
 Self respect and responsibility
 Increase the strength of the workers
 Increase the morale & productivity
 Restricts managements arbitrary action
 Strengthen the trade union movement
To employer:
 Total productivity of the company increase
 Easier for management to resolve issue
 Reduce cost of labor turnover
 Open up channel of communication b/w top 7 bottom level

11. Continued
To society
 Industrial peace and harmony
 Build up a system of industrial jurisprudence
 Checks explosion of workers

12. ADVANTAGES &
DISADVANTAGES
ADVANTAGES
 Both parties can engage in discussions to solve problems.
 It establishes workable bilateral relationship between the
staff and the management.
 Collective bargaining allows for the protection of everyone’s
rights and welfare.
DISADVANTAGES
 While collective bargaining was developed to bridge the
communication gap between the employers and employees,
they can easily create further rifts instead of bridging the
gap.
 Collective bargaining is time consuming.

13. THANK YOU