Collective bargaining involves negotiations between representatives of employees (such as trade unions) and employers (or groups of employers) regarding terms of employment. The trade union leaders act as representatives for employees in negotiations and collective bargaining. The effectiveness of the leader impacts the results or output of collective bargaining. Leaders need to be democratically selected or elected to properly represent the interests and goals of the employees and union members they are negotiating on behalf of.

1. COLLECTIVEBARGAINING,UNIONS,
PROFESSIONAL ASSOCIATIONS,
ROLEOFNURSEMANAGER
Presented By – Atul Yadav (RN,RM)
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2. What is collective bargaining?
It isamode of fixing the terms of
the employment by meansof bargaining
between an organized body of employees
oran employer or anassociation of
employees ,usually acting through duly
authorizedagent.

3. Collective bargaining:-
Is fundamentally amethod of
joint regulation asit necessarily
involves both the parties directly
interested in the industrial
relations.

4. Definition of Collectivebargaining:-
Negotiations about working conditions
and terms of employment between an
employer , agroup of employers orone or
more employers of organization on one
hand and one or more representative
organizations of workmen on the other
hand with aview to reach agreement.

5. Encyclopaediaof social sciences:-
“A process of discussion and
negotiation between two parties ,one or
both of whom is agroup of persons acting
in concert. More specifically , collective
bargaining is the procedure by whichan
employer and agroup of employees agree
upon the condition of work.”

6. CHARACTERISTICS OFCOLLECTIVEBARGAINING
1. It isagroup action asopposedto
individual action and initiated through
the representatives of workers.
2. 2.It isflexible and mobile and not fixed
or static.
3. 3. It isacontinuous processwhich
provides amechanismfor continuing
and organized relationship between
management and trade union
/association.

7. 4.It is atwo party process. Itis
mutual give and take.
5.It is dynamic and not astatic.
6.It is an industrial democracyin
work.

8. 1. Union recognition andscope
bargaining unit.
2. Management rights
3. Union security strikes andlockout
4. Union activities andresponsibilities
Subject matter ofCollective Bargaining

9. 5. Wages
6. Working hours and workingcondition
7. Jobrights and seniority
8. Discipline , suspension anddischarge
Cont…

10. 10. Grievance handling andarbitration
11. Health and safety
12. Insurance and benefit programs
Cont…

11. I t is best suited to the concept of
industrial democracy.
Ensures an important status
for workers.
Ensures lasting industrial peace.
Importance ofCollective Bargaining

12. I t is superior to
statutory regulation
Foster responsibility on the parto
of both workers and employers.

13. I t presupposes worker’s right
to strike and employer’s rightto
lockout.
Prevent disputes.

14. Typesof Collective Bargaining

15. What is Negotiation ?
Isadialogue intended
to resolve disputes,
to producean
agreement upon coursesof
action ,to bargain forindividual or
collective advantage .

16. Principles of negotiation
1.Be friendly in negotiation.
Introduce everybody.
2.Bewilling to listen.
3.Giveeveryone an opportunity
to state hisposition.

17. 4. Always keep in mind theright
and fair thing to do.
5.Donot try toguide the discussion
along astraight line directed
toward solvingproblem.

18. 6. Define each issue clearly and
discussing and discussing in the
light of all availablefact.
7.At all times search onlyfor
correct and realsituation.
8. Avoid all precise.

19. 9. Consideration should be given to
fatigue and mental attitude in
determining the length ofsession.
10. Both parties should respectthe
rights of public at alltimes.

20. Collective Bargaining Process
Major issuesin collective
bargaining

21. i. Wagerelated issues
ii. Supplementary economic
benefits
iii. Institutional issues
iv. Administrative issues

22. Tactics of Bargaining
•Counterproposals
•Trade-offs
•ARecess
•Delay of items

23. • Publicity
• Mediation
Other options
• Strike
• Picketing

24. • Contract arbitration
• Boycotts

25. Strike is astoppage of work called
by aunion to place bargaining
pressure on management.
Typesof strike
i.Recognition
ii.Economic

26. iii. Jurisdictional
iv. Wildcat strike
v. Sit-down
vi. Sympathy

27. Roleof Government

28. Why Collectivebargainingisnot
speedingin India?
1.Absenceof enlightened
management
2.Weaknessof trade union
3.Easyavailability of govt.
intervention

29. 4. Surplus manpower.
5. Different political affiliation of
unions and consequent political
rivalry

30. v. Restricted rights of workers and
employers to strike outand lockout.
vii.Lackof mutual trust, respectand
spirit of give andtake.
viii.Unfavorable political andeconomic
climate.

31. Problems of CollectiveBargaining
• Collective bargaining is becoming
acompetitive process.
• Cancreate a culture where
sectoral interest may have
priority even over national
interest.

32. •Trade union representative
come to the bargainingtable
not equipped with adequate
information.

33. Factors for the successof Collective
Bargaining
1.Economic environment factors.
2.Psychological factors and
structure of powerrelation.
3.Nature and character of product
market.

34. 4.Nature of thelabor
market
5.Capital requirement and
cost condition
6.State of businesscondition

35. 7.Typesof industrial
relationship
a. Employers’attitude
b. Worker’s attitude
c. Government policy

36. UNION
Atrade union or labor
union is an organization of
workers who have banded
together to achievecommon
goals such asbetter working
condition.

37. Thetrade union, through
its leadership, bargains with the
employer on behalf of union
members and negotiates
labour contracts (collective
bargaining) with employers.

38. • Trade unions originated in
Europe.
• Becamepopular during the
Industrial Revolution.

39. Definition
Trade Union is acontinuing,
long-term association of employees,
formed and maintained for specific
purpose of advancing andprotecting
the interest of members in their
working relationship.
DaleYoder

40. Characteristics of TradeUnion
1.Association of either
employers, or employeesor
independent workers.
1.Permanent combination.

41. 3. Basic objectives are to protect
and advance economic , social
and vocational interest of their
members.
4.Readyto meet the challenges
emanating from the changesin
technology and changes in
environment.

42. Why do workers join Trade
Union ?

43. Theywant -
• Toget economic security.
• Torestrain the managementfrom
taking any action which is
irrational , illogical,discriminatory
or prejudicial to the interest of
labour.

44. • Tocommunicate their views,
aims, ideas , feelings and
frustrations to the
management.
• Toget along with theirfellow
workers in abetter way.

45. • Tosecure protection from
economic hazards beyond their
control ( like illness ,accident).
• Toget ajob through the good
officers of aTradeUnion.

46. Objectives of TradeUnion
1. Todefend or improve the
wages and working conditions
of workers and to bringabout
achange in the economic
order.

47. 2. Tooverthrow capitalism and to
bring about arevolutionary and
fundamental changes in the
political order.
3.Toreplace managerial
dictatorship by workers’
democracy and to bring abouta
change in the socialorder.

48. Functions

49. 1.Intramural
2. Extramural
3. Political

50. Accordingto TradeUnionAct,
1926
Primary function of Trade Union
is that they must work to protect
and promote the interest of the
workers and the conditions of
their employment.

51. Besidesthis primary function the
Trade Union in India iscommitted
the following functions-
1.To secure better wage andliving
conditions for theirmembers.
1.To acquire the control ofindustry
by workers.

52. 3. Toprovide workers self –
confidence and afeeling of
identity in theorganization
4. Tomake up welfare measuresfor
improving morale of theworkers.

53. Accordingto National Commissionof
Labour,
Trade Union should givegreater
attention -
• Tosecure fair wagesfor workers.
• Toenlarge opportunities for
promotion andtraining.

54. • Topromote individual and
collective wellbeing.
• Topromote identity of interestof
the workers.
• Tobroaden the understandingof
workers and facilitate
technological advancement.

55. • Tobecome instrument for
constructive purposes as
promotion of national
integration , influencing of
socioeconomic policies of the
community through active
participation.

56. Principles of TradeUnion
3 cardinal principles-
• Unity isstrength
• Equal pay for equal work orfor
the samejob.
• Security of service.

57. Typesof Union Security

58. 1. Restrictedshop
Legal- When the
management
does what it can
to keep aunion
out without
violating the act.
Illegal - allow
the activities
that are
specifically
prohibited by
law.

59. 2. Openshop: Atrue Open shop is
one in which there is neither a
union present nor amanagement
program to promote or keep out a
union.

60. 3. SimpleRecognitionshop: It is
one in which management has
recognized aunion asthe
official and exclusivebargaining
agent of all employees in its
area of jurisdiction.

61. 4. Agencyshop: All the employee
pay union dues whether or not
they are members of theunion.

62. 5. Maintenance of-membership
shop:Thisshop is compromise
between freedom tojoin or not
join aunion and compulsory
unionism.

63. 6. Modified Unionshop :This is form
of compulsory unionism. Within a
stipulated period the employee
must join theunion.

64. 7. Unionshop: Thegrace period for
afull union shop could be no
shorter than 30 days. All
employees will be union
members.

65. 7.Closedshop: An employee must
be aunion member at the timeof
hiring . Theunion become the
only source of labour for the
employer.

66. TradeUnionAct,1926
TheAct provides for the
registration of the Trade Union
and define the law related tosuch
Union.
TheAct define aTrade Union as--

67. “ Any combination, whether temporary or
permanent formed primarily for the
purpose of regulating the relations
between workmen and employers or
between workmen and workmen , or
between employers and employers , orfor
imposing restrictive conditions on the
conduct of any trade or business and
includes any federation of two or more
trade union.”

68. Objectives

69. Registration of Trade Union
• Application to the Registrarof
Trade Union.
• Application must contain-
i. Names, occupations andaddress
of the members making the
application.

70. ii. Thename of the Trade Unionand
the address of its headoffice.
iii. Thetitles , names , age,address
and occupation of the office
bearers of the Tradeunion.

71. Cancellation of Registration
Done by Registrar-
i.On the application of Trade
Union to be verified in such
manner asmay be prescribed.
or

72. ii . If the certificate hasbeen
obtained by fraud or mistake,
or that the Trade Union has
ceasedto exist or haswillfully
and after notice from the
Registrar…..

73. ProfessionalAssociation
Aprofessionalassociation(also called a
professionalbody,professionalorganization,or
professionalsociety)is anon-profit organization
seeking to further aparticular profession , the
interests of individuals engaged inthat
profession, and the public interest.

74. ProfessionalAssociation isa
collective organization of
professional workers such as
Nurses , Doctors , Lawyeretc.

75. Roleof ProfessionalAssociations
- Agroup of people in alearned
occupation who areentrusted
with maintaining control or
oversight of the legitimate
practice of theoccupation.
- Abody acting "to safeguardthe
public interest”.

76. - Aorganization which"represent the interest of
theprofessional practitioners," andso"act to
maintain their own privileged andpowerful
position asa controlling body.’’
-Often act asalabour union for the membersof
the profession. They involve in collective
representation and collective bargaining.

77. Current Trends and Issuesin
Collective Bargaining
• Wage Bargaining
• Women’s Issues
• Jobsecurity

78. • Productivity
• Technological change
• Quality of worklife

79. ROLEOFNURSEMANAGER

80. Tosummarize -
• All the trade unions are generally
democratically selected or elected
representative of thesame.
• Theleaders of the union acts asa
party in the negotiation or
collective bargaining.

81. • Theyhave the support of
employee/members of tradeunion
on their back.
• It is generally the proficiency of
leader to get the desire goal for
the entire union.

82. • Thebetter is the leader or the
process of selecting them ,better
is the result or output of the
collective bargaining or
negotiation.