Importance of Industrial Relations - Industrial Relationsmanumelwin
A healthy industrial relation is key to the success of an industry and economy. Their significance may be discussed as under –
Uninterrupted production
Reduction in Industrial Disputes
High morale
Mental Revolution
Reduced Wastage
Requirements of registration for trade unionsFAST NUCES
the presentation is about the requirements of registration for trade union. moreover it has included the definition of trade union and its legal registration requirements. application for registration and requirements for application are also included. Although, it is providing information about the Trade unions and freedom of association.
Trade Unionism, Trade Union, Trade Union in India, Trade Union Act 1926, Trade Union History, Trade Union Movements in India, Trade Union Definition, Trade Union Objectives, Trade Union Characteristics, Trade Union Functions, Problems of Trade Union, Concept and Meaning of Trade Union, Labour's social security, Indian Labour Problems and Legislation
Importance of Industrial Relations - Industrial Relationsmanumelwin
A healthy industrial relation is key to the success of an industry and economy. Their significance may be discussed as under –
Uninterrupted production
Reduction in Industrial Disputes
High morale
Mental Revolution
Reduced Wastage
Requirements of registration for trade unionsFAST NUCES
the presentation is about the requirements of registration for trade union. moreover it has included the definition of trade union and its legal registration requirements. application for registration and requirements for application are also included. Although, it is providing information about the Trade unions and freedom of association.
Trade Unionism, Trade Union, Trade Union in India, Trade Union Act 1926, Trade Union History, Trade Union Movements in India, Trade Union Definition, Trade Union Objectives, Trade Union Characteristics, Trade Union Functions, Problems of Trade Union, Concept and Meaning of Trade Union, Labour's social security, Indian Labour Problems and Legislation
collective bargaining is something new concept in nursing administration, in which needs of nursing profession and education can be negotiated with the employer.
GYNAECOLOGICAL NURSING UNIT IWomen come to gynecologist a variety of problems...DelphyVarghese
Women come to gynecologist a variety of problems, therefore primary care provider go through a sympathetic listening and communication as first step and complete physical examination in the reproductive point of view. At last required investigation to confirm the diagnosis
Incentives for family planning IN OBSTETRICS AND GYNECOLOGICAL NURSING.pptxDelphyVarghese
In India, family planning has been a critical component of the public health strategy for many years as developing country . The government and various NGOs have introduced several incentives to encourage families to adopt family planning measures. These incentives aim to stabilize the population growth, improve maternal and child health, and enhance the overall economic and social development of the country.
CRITIQUE OF NURSING RESEARCH STUDIES by delphy.pptxDelphyVarghese
CRITIQUE OF NURSING RESEARCH STUDIES by delphy.Effectiveness of video assisted structured teaching programme on postnatal exercise in terms of knowledge and attitude among postnatal mothers
PULSE.pptxIn a healthy person pulse reflects the heart rate In some cases of ...DelphyVarghese
In a healthy person pulse reflects the heart rate
In some cases of cardiac disease heartbeat and pulse are different
Normal pulse rate in an adult is 60-100 b/m
NABHSTANDARDS-VKS_AKA.ppt Components of Standards Development Multiple Inform...DelphyVarghese
Components of Standards Development
Multiple Information Sources
Scientific literature
JCI Standards
UK Healthcare Quality Standards
Thailand Standards
AHA Draft Standards
JCI Survey compliance data
Research Findings
Individual input from field experts and key stakeholders
ISO 9001-2000
MINOR AILMENTS IN PREGNANCY. in obstetrics and gynacological nursingpptxDelphyVarghese
Minor ailments are generally defined as medical conditions that will resolve on their own and can be reasonably self-diagnosed and self-managed with over-the-counter medications. Examples of minor ailments include headache, back pain, insect bites, heartburn, nasal congestion, etc.
Unit IV new born.pptx in obstetrics and gynecologyDelphyVarghese
Make sure your bladder is empty, then sit or lie down.
Tighten your pelvic floor muscles. Hold tight and count 3 to 5 seconds.
Relax the muscles and count 3 to 5 seconds.
Repeat 10 times, 3 times a day (morning, afternoon, and night).
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
1. COLLECTIVE BARGAINING
Definition:
• 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.
• Collective bargaining has been defined by the Supreme Court (“SC”) as “the technique by which
dispute as to conditions of employment is resolved amicably by agreement rather than coercion”.
Explanation:
• It is a process of discussion and negotiation between employer and workers regarding terms of
employment and working conditions. Workers are generally represented by trade unions with respect to
expressing their grievance concerning service conditions and wages before the employer and the
management.
• It is perceived as a process both by employers and employees and important machinery to settle
differences on the work-related issues. The need for collective bargaining in India arose, particularly
after World War II.
• Modernization, the need for quality, and increased productivity are important for competing in
the international market. Modernization may cause the introduction of modern automatic machinery
and may require high skilled labours. Thus modernization results in the displacement, laying off, and
retrenchment of workers.
• Such condition results in hostility between the workers and the management. In such a case,
management and workers must come together and use the concept of collective bargaining. Collective
agreements provide the climate for the smooth working of the business.
The Need for Collective Bargaining:
• An individual worker under financial constraint cannot bargain with the cash-rich employer. In
such a situation, the individual may be tempted to accept undesirable conditions including low
remuneration. Here there is a fear of loss of a job in the minds of the worker. This fear may be due to
the ignorance, illiteracy and industry-specific skill factors. Sometimes employers are in a position to
control the bulk demands for the labours, and they may through combined action, force the workers to
accept low wages.
• Collective bargaining allows workers to band together into larger groups like trade unions,
create a louder voice that can help provide the benefits for the workers and employers.
2. • Determination of wages can be settled by the demand and supply in the market but issues like
the length of working day, health and safety of workers, speed operations, security of job can only be
settled by negotiation.
• The problem of good human and industrial relations can be tackled successfully by the collective
bargaining process.
Types Of Bargaining:
• Distributive Bargaining: This bargaining involves handling wages, salaries, bonus and other
financial issues. In this activity, both the parties face a win/lose situation.
• Integrative Bargaining: This bargaining involves handling better job evaluation procedures,
better performance appraisal methods or training programmes etc. In this bargaining both the parties
may gain or at least neither party loses.
• Attitudinal structuring: This bargaining involves shaping opponents’ perceptions about the
nature of the issues to be negotiated by cultivating an atmosphere of friendliness, mutual respect, trust,
and cooperation. Attitudinal structuring is required to maintain smooth and harmonious industrial
relations.
• Intra-Organisational Bargaining: It is a process of bringing consensus within the groups
themselves.
Indian Classification of Collective Bargaining:
• Agreements which are negotiated by officers during the course of conciliation proceedings and
are called Settlements under the Industrial Disputes Act.
• Agreements which are concluded by the parties themselves without reference to a Board of
conciliation and are signed by them. Copies of such agreements are, however, sent to appropriate
governments and to conciliation officers.
• Agreements which are negotiated by the parties on a voluntary basis when disputes are
subjudice and which are later submitted to industrial tribunals, labour courts or labour arbitrators for
incorporation into the documents as parts of awards. These are known as Consent Awards.
• Agreements which arrived at after direct negotiations between labour and management and are
purely voluntary in character. These depend for their enforcement on moral force and on the goodwill
and cooperation of the parties.
Objectives of Collective Bargaining:
• To foster and maintain cordial relations between the employer/management and employees.
3. • To protect the interests of the workers and employer through collective action and by
preventing unilateral actions from being taken by either party.
• To keep outside the government interventions
• To promote industrial democracy.
Characteristics of Collective Bargaining:
• It is a group or collective action as opposed to individual action. It is initiated through the
representatives of the employees (trade union members).
• It is two way give and take process because its outcome is mutually beneficial. The negotiation
arrived at is acceptable to both parties: the employer and the employees. Hence it creates a stable
relationship.
• It is a voluntary bipartite and continuous process without any third-party intervention.
• It is a flexible and dynamic process wherein no party adopts a rigid attitude. It changes as per
the conditions prevailed at the time of negotiations.
• It ensures industrial democracy at the workplace. Both the employer and the employees who
best know their problems, participate in the negotiation process.
• It is a practical way of solving issues between the employer and the employee.
• It involves balancing of strength and power.
• The decision taken by collective bargaining can be implemented speedily.
Prerequisites of Collective Bargaining:
Right to Organise and Right to Collective Bargain:
• The success of collective bargaining depends upon the extent to which, the workers enjoy the
right to organize and bargain.
• There should be the effective enjoyment of the freedom of association by the employee in
accordance with the principles set out in the “Freedom of association and the protection of the right to
organize convention”
• The workers and the employer’s organization should be free and sufficiently strong but also
relatively equal in strength.
Presence of Strong Independent Trade Union:
4. • Collective bargaining will only be successful when the workers have the freedom to form a
stable and strong trade union. If the trade union is weak, employers can say that it does not represent
the workers and will refuse to negotiate with it.
• The fragmentation of the unions, inter-union and intra-union rivalries hinders the progress of
the collective bargaining process.
Recognition of Trade Union:
• The trade union and the employer should recognize each other. There may be many unions of
workers but only one of them having the majority is recognized by the employer.
• The collective bargaining can take place only if the employers recognize trade unions or the
workers association for that purpose.
• The refusal of the employer to recognize the trade union or the complications can create
conflict and hamper the process of collective bargaining.
Keeping Aside Prejudice:
• Both parties involved in collective bargaining must not have any prejudice about each other.
Due to the prejudice, there may be a deficiency of trust among themselves.
The Attitude of Employers and Rade Unions:
• The attitude of the parties involved is a crucial factor in the success of bargaining. Collective
bargaining is impossible between the parties which are rigid, non-compromising and close-minded.
• Both parties should have faith in each other. They should have a compromising and flexible
attitude.
A Give and Take Policy:
• The difference between two parties can be adjusted only by compromise so that an agreement
can be reached. Neither side should be too rigid on its demand. Hence the attitude of to give and take
should be followed by both the parties.
• Unions should not rigidly insist upon unreasonable demands and should be ready to reduce its
demands to come to an agreement. While the employer should take a practical and humanitarian
approach towards reasonable demands of the employee.
A Favourable Political Environment:
• A favourable political climate is essential for successful collective bargaining. When the
government encourages collective bargaining as the best method of regulating conditions of
employment, then it guarantees the success of collective bargaining.
• If government policy is to restrict trade union activities, there can be no collective bargaining.
Unfair Labour Practices:
5. • Sometimes both the employers and the trade unions use unfair labour practices. These will
restrict the development of collective bargaining. To create an atmosphere of goodwill both parties
should avoid unfair labour practices.
Written Agreements:
• The issues to be discussed should be agreed first before proceeding for collective bargaining to
avoid future confusion.
• The agreement must be observed by those to whom they apply.
• Only strong unions or association can agree on the points of collective bargaining.
A Suitable Framework:
• The machinery for effective collective bargaining has been laid down either by the legislation of
the country or by mutual agreement. Therefore setting up of the well organized negotiating bodies for
the purpose of collective bargaining is of immense importance.
•
Subject Matter of Collective Bargaining
• Rights and responsibilities of the management and of the trade union.
• Wages, bonus and other allowances including profit sharing.
• Hours of work, rest intervals.
• Production norms
• Leave and other facilities
• terms and conditions of service.
• retirement benefits
• Grievance redressal system.
• The procedure of joint consultation
• The procedure of settling disputes.
• Purpose, scope and duration of the agreement
• Differences in interpretation of the agreement
• the definition of important terms.
• Annual holidays and pays
• Termination, discharge, suspension and dismissal clauses.
• Prohibition of strikes and lockouts in the period of the agreement.