Bargaining

1. Definitions
Collective bargaining is an agreement between a single employer or an
association of employers on the one hand and a labour union on the
other, which regulates the terms and conditions of employment”
Tudwig Teller

2. Collective bargaining
• process between employers and employees
• to reach an agreement regarding the rights and duties of
people at work
• aims to reach a collective agreement
• usually sets out issues such as employees pay, working hours,
training, health and safety, and rights to participate in
workplace or company affairs.

3. Features of Collective Bargaining
• Group & Collective Action
• Strength
• Continuous Process
• Flexible
• Voluntary
• Dynamic
• Power Relationship
• Bipartite Process

4. OBJECTIVES OF COLLECTIVE BARGAINING
• To provide an opportunity to the workers,
• to voice their problems on issues related to employment.
• To facilitate reaching a solution that is acceptable to all the
parties involves.
• To resolve all conflicts and disputes in a mutually agreeable
manner
• To prevent any conflict/disputes in the future through
mutually signed contracts

5. OBJECTIVES OF COLLECTIVE BARGAINING
• To develop a conductive atmosphere to foster good
organizations relations.
• To provide stable and peaceful organization (hospital)
relations.
• To enhance the productivity of the organization by preventing
strikes lock – out etc.

6. Process of collective bargaining
Prepare
Discuss
Propose
Bargain
Settlement

7. Types of collective bargaining

9. Issues of collective bargaining
• Wages and working conditions
• Work norms
• Incentive payments
• Job security
• Changes in technology
• Work techniques and practices
• transfers and promotions
• Grievances
• Disciplinary matters
• Health and safety
• Insurance and benefits
• Union recognition
• Union activities/responsibilities
• Management rights

10. Essentials of Successful collective Bargaining
• Favourable Political Climate
• Strong & Stable Unions
• Recognition
• Willingness to give & take
• Negotiator’s Authority
• Fair practices
• Positive Attitude rather than a fighting approach

11. Inhibiting Factors
• Employer’s Reluctance
• Multiple Unions
• Non-Recognition
• Weak Unions
• Political Interference
• Inadequate Interventions