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.

1. WELCOME

2. COLLECTIVEBARGAINING
HEALTHCARELAWS
MISSRAJOSI KHANRA
M.Sc.Nursing2nd year

3. COINED BY : Sydney, Beatrice, Webb.
‘Collective bargaining’ is made up of two words :
• collective - group action through representation
• bargaining- negotiating
A procedure by which an employer and a group of
employees agree upon the conditions of works.

4. DEFINITION
• Collective bargaining as a social control technique for reflecting and transmitting
the basic power relationships which underlie the conflict of interest in an industrial
relations system. - Stevens
• Collective bargaining takes place when a number of workpeople enter into
negotiation as a bargaining unit with an employer or a group of employers with the
object of reaching agreement on conditions of the employment of the work people.
- Richardson

5. OBJECTIVES
To provide an opportunity to the
workers, to voice their problems.
To facilitate reaching a solution.
To resolve all conflicts and disputes in a
mutually agreeable manner.
To develop a conductive atmosphere.

6. OBJECTIVES
To provide stable and peaceful
organization relations.
To enhance the productivity of the
organization by preventing strikes, lock
out etc.

7. FOCUS OF COLLECTIVE BARGAINING IN NURSING
Union recognition
Management rights
Union security
Strikes
lockout
Career
Wages
Salary structure
Working conditions
Job rights
Discipline
Promotion
Grievances handling
Health and safety

8. Bipartite
process
CHARACTERISTICS
Equality
Voluntarily
negotiation
Formal
process
Flexible
Representation
Dynamic
Continuous

9. PROCESS
OF
COLLECTIVE
BARGAINING
PREPARATORY
PHASE
DISCUSSION
PHASE
PROPOSAL
PHASE
BARGAINING
PHASE
SETTELMENT
PHASE
FORMALIZING THE
AGREEMENTS
ENFORCING THE
AGREEMENT

10. TYPES OF COLLECTIVE BARGAINING
A. DISTRIBUTIVE BARGAINING
• A type of negotiation that takes up economic issues for
discussion such as wages, salaries and bonuses.
• It is more competitive in which one party gains and
other party loses.
B. COOPERATIVE BARGAINING
• An integrative type of negotiation,
• both parties may gain or at least neither party loses.
• It tends to be more cooperative.

11. TYPES OF COLLECTIVE BARGAINING
C. PRODUCTIVE BARGAINING
• The management has control over employee-
employer relationship.
• Substantial benefits are measured based on
productivity standards.
D. COMPOSITE BARGAINING
• A kind of negotiation wherein both parties agree on
wages with equity.

12. PRINCIPLES OF COLLECTIVE BARGAINING
A. FOR UNION
• Offer to trade union leaders an opportunity to present near
the management about wants, desires, grievances and
attitudes of its employees.
• There must be mutual confidence and good faith.
• There should be an honest, able and re sponsible leadership,
for only this kind of leadership make collective bargaining
effective and meaningful.
• Both parties to a dispute should command the respect of
each other and should have enough bargaining power.

13. • The two parties should meticulously observe and abide by all
the national and state laws, which are applicable to collective
bargaining.
• Both parties must bear in mind the fact that collective
bargaining is, in a sense, a form of price fixation and that the
success of any collective bargaining depends, in the final
analysis, on whether the management and the trade union do
a good job of ensuring that the price of labor is properly
adjusted to other prices.

14. B. FOR THE MANAGEMENT
• The management must develop and consistently follow a realistic
labor policy, which should be accepted and carried out by its
representatives.
• The management should not assume that employee goodwill will
always exist. It should periodically examine the rules and regulations
to determine the attitudes and degree of comfort of its employees,
and gain their goodwill and cooperation.
• The management should extend fair treatment to the trade union in
order to make it a responsible and conservative body.
• The management should deal only with one trade union in the
organization.
• The management should not wait for the trade union to bring
employee grievances to its notice, but should rather create the
conditions in which employees can approach the management
themselves, without involving the trade union.

15. MERITS AND DEMERITS OF COLLECTIVE BARGAINING
MERITS
• Provides an opportunity to negotiate regarding
professional and employment issues.
• Promotes employees' democracy and their
participation with management.
• Helps in maintaining a harmonious relationship between
the employee and the employer.
• Emphasizes on the interests and benefits of employees
and management.
• Eliminates unnecessary expenditure and avoids
bitterness among employees and management.
DEMERITS
• Process may not be always fair.
• Power and politics often influence the
decision.
• The immediate consequence of collective
bargaining if not fulfilled is strike or lockout.

16. HEALTH CARE LAWS
Healthcare laws encompass a broad
range of regulations and statutes that
govern various aspects of the
healthcare industry –
• patient rights
• healthcare providers’ responsibilities
• insurance coverage
• medical practices
• public health initiatives.
AIM :
To ensure access to
quality healthcare, protect
patient privacy, regulate
healthcare providers and
facilities, and promote
public health and safety.

17. PURPOSES
➢ Establish and meet the health policy and its goals.
➢ Safeguard health issues of the public at large.
➢ Provide occupation safety and health at work.
➢ Protect people from infectious diseases.
➢ Create and establish a health system structure.
➢ Establish a health institution, its mandate, duties, and responsibilities.
➢ Enforce and maintain health-care practice standards.
➢ Regulate health services and health institutions.
➢ Set and maintain the standards of health training institutions.
➢ Protect the rights of consumers.
➢ Monitor the safety and efficacy of pharmaceuticals and devices.
➢ Gather and preserve the health information data.

20. 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.
Here are just a few examples of healthcare laws in the
United States, and the regulatory landscape continues
to evolve with changing healthcare needs,
advancements in medical technology, and shifts in
public policy priorities.

21. • Vati Jogindar, Principles and
Practices of Nursing Management
Administration, Jaypee Publication,
Second edition (2020), Page N0: 419-
423
• Clement Nisha, Essentials of
Management of Nursing Services &
Education, Jaypee Publication, first
edition (2016), Page No: 683-688.

22. THANK
YOU !!