The document discusses collective bargaining, which involves negotiations between employer and employee representatives over terms of employment. Collective bargaining aims to protect the interests of both parties and promote industrial democracy. It is a continuous, flexible process where the two parties make proposals and counterproposals to arrive at mutually agreed terms and conditions of work.

1. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU

2. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
BARGAINING
• Bargaining or haggling is a type of negotiation in
which the buyer and seller of a good or service
debate the price and exact nature of a transaction.
• If the bargaining produces agreement on terms, the
transaction takes place.

3. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
COLLECTIVE BARGAINING
• Collective bargaining 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. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
Meaning
• Collective bargaining is a process of
negotiating between management and
workers represented by their representatives
for determining mutually agreed terms and
conditions of work which protect the interest
of both workers and the management.

5. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
Definition
Michael J. Jucious has defined collective
bargaining as
• “a process by which employers, on the one hand,
and representatives of employees, on the other,
attempt to arrive at agreements covering the
conditions under which employees will contribute
and be compensated for their services”.

6. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
Objectives
• To foster and maintain cordial and
harmonious relations between the
employer/management and the employees.
• To protect the interests of both the employer
and the employees.
• To promote industrial democracy.

7. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
Importance
• Develops better understanding between the
employer and the employees
• It benefits the both-employer and employees
• It is adjustable to the changing conditions
• It facilitates the speedy implementation of
decisions arrived at collective negotiation

8. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
Characteristics
• Collective process
• Continuous process
• Flexible and mobile
• Dynamic
• Bipartite process
• Complementary process
• Discipline in industry

9. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU

10. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
1. Conjunctive or distributive
• The employee and the employer try to
maximize their respective gains.
• It is based on the principle, “my gain is your
loss, and your gain is my loss” i.e. one
party wins over the other.

11. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
2. Cooperative or integrative
• Both the employee and the employer sit
together and try to resolve the problems of
their common interest and reach to an
amicable solution.

12. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
3. Productivity bargaining
• This type of bargaining is done by the
management, where the workers are given the
incentives or the bonus for the increased
productivity.
• The workers get encouraged and work very hard to
reach beyond the standard level of productivity to
gain the additional benefits.

13. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
4. Composite bargaining
along with the demand for increased wages the
workers also express their concern over the
• working conditions,
• recruitment and training policies,
• environmental issues,
• pricing policies, etc. with the intention to safeguard
their interest and protect the dilution of their powers.

14. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU

15. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
Collective bargaining - Process
• Preparation – Choosing a negotiation team and
representatives of both the union and employer.
Both parties should be skilled in negotiation and
labor laws, and both examine available information
to determine whether they have a strong standing
for negotiation.
• Discussion – Both parties meet to set ground rules
for the collective bargaining negotiation process.
• Proposal – Both representatives make opening
statements, outlining options and possible solutions
to the issue at hand.

16. Rajesh .P Joseph, Associate Professor, Sumandeep Nursing College, SVDU
Bargaining
• the parties discuss potential compromises,
bargaining to create an agreement that is
acceptable to both parties. This becomes a “draft”
agreement, which is not legally binding, but a
stepping stone to coming to a final collective
bargaining agreement.
Final Agreement – Once an agreement is made
between the parties, it must be put in writing, signed
by the parties, and put into effect.