COLLECTIVE BARGAINING

1. CHAPTER 6 [PAD369]
WHAT IS COLLECTIVE BARGAINING?
Collective bargaining is “negotiating with a view to the conclusion of a
collective agreement” – as according to IRA 1967
Dalam kata mudahnya, collective bargaining adalah process mana kita
berunding dalam sesebuah Trade Union of employee dan employer untuk
dapatkan conclusion untuk collective agreement*.
Hal hal yang boleh dirunding macam working salaries, working
conditions, benefits, and other aspects of workers' compensation and
rights for workers.
*Collective agreement pula adalah sesuatu agreement bertulis yang
concluded kan antara employer and Trade Union of employee untuk
perkara yang berkaitan dengan terms and condition of employment work
untuk employees ataupun concerning relations antara parties yang
terlibat.
CONDITIONS UNTUK BUAT COLLECTIVE BARGAINING?
Trade Union mestilah berdaftar bawah Trade Union Act 1959.
Trade Union mestilah dapat recognition dari employer.
APA JE CONTENTS YANG PERLU ADA DALAM COLLECTIVE
BARAGAINING?
i. Mestilah bertulis dan signed by the parties to the agreement ataupun
authorized persons.
ii. Mestilah set out the terms of agreement.
iii. Statekan name of the parties.
iv. Mesti specify masa untuk collective bargaining sebab tak boleh lebih dari
3 tahun selepas tarikh commencement of the agreement.
v. Prescribe the procedure for its termination.
vi. Cannot include Section 13(3) IRA 1967.
vii. Commonly dalam proposal of CB mesti include sekali terms and
conditions of employment* and employment matters*.
*TERMS AND CONDITION OF
EMPLOYMENT
*EMPLOYMENT MATTERS
✓ payment and wages ✓ rules and regulations at
workplace
✓ rest day ✓ time in or out
✓ hours of work ✓ safety procedures
✓ shift work ✓ condition at workplace
✓ holiday
✓ annual leave
✓ sick leave
*ADDITIONAL NOTES [CONTENT OF COLLECTIVE BARAGAINING]
Section 13(2A) – proposal for collective bargaining may provide for one
or more of the following
o Provision for training to enhance skills and knowledge of workmen
o Provision for annual review of wage system
o Provision for performance-based remuneration system
act does not prohibit trade union from raising or discussing general
matters related to procedures for promotions.

2. TAPI APA PULA YANG TAK BOLEH ADA DALAM CONTENT OF
COLLECTIVE BARGAINING?
Section 13(3) IRA 1967 (managerial prerogatives or managerial rights)
APA PROBLEMS YANG JADIKAN COLLECTIVE BARGAINING
PROCESS TAK BOLEH PROCEED AND SO ON?
× Delay reply by any party to the Collective Bargaining (refer procedures*)
× The refusal of any party to attend bargaining meeting or to commence
Collective Bargaining (refer procedures*)
× When the employees union bargain for matters that listed under
“managerial prerogatives”
JADI APA PROCEDURES UNTUK COLLECTIVE BARGAINING NI?
1) Registered and Recognized Trade Union set the proposal to invite for
Collective Bargaining in written form.
2) Then, employer reply so kalau
- Employer accept invitation then boleh commence Collective
Bargaining
- Employer tak accept then Trade Union yang berkenaan boleh write to
DGIR for conciliation
[NI KALAU EMPLOYER ACCEPT INVITATION]
3) At the first bargaining session, Trade Union explains demands apa yang
dorang nak untuk buat Collective Bargaining and management presents
counter offer
4) Then proceed bargaining session, which is non-controversial items
where agreement is reached are cleared first.
5) Bila dah settle non-controversial items, then proceed untuk bargain over
controversial items contoh dia macam economic items.
6) So bila semua dah settle, agreement is reached then put in writing and
signed

3. [ NI KALAU BARGAIN ON CONTROVERSIAL ITEMS TAK SETTLE]
7) So kena breakdown in negotiations, if parties refuse continue
negotiations then proceed next step.
8) Which is then kena adakan conciliation meeting to resolve dispute.
9) If no resolution juga then, dispute is referred to Industrial Court for
arbitration.
[OUTCOME OF COLLECTIVE BARGAINING]
1) If collective bargaining dijalankan then akan wujudkan harmonious
relations.
2) Kalau collective bargaining tak dijalankan the akan wujud unhormonious
relations.
3) Kalau takda reply lansung then Trade Union boleh write to DGIR for
conciliation then DGIR akan report to Minister concerned.
*ADD-ON FOR PROCEDURES
The inviter, either union ataupun employer must send a written invitation
together with the proposals for a collective agreement to commence
collective agreement – Section 13(1)(2).
The invitee, kena reply dalam masa 14 days samaada terima atau tolak
invitation tu.
If invitation untuk buat collective bargaining dah di hantar dan diterima,
jadinya collective bargaining akan kena start dalam tempoh 30 days dari
receipt of acceptance.
Then, a series of negotiation meetings are held.
Once dah dapat satu kata sepakat (agreement), the collective agreement
perlu di signed dan di hantar kepada industrial court for approval
Tapi kalau Trade Union dah buat invitation of collective baragaining and
- Invitation tak di terima dalam masa 14 days ataupun refused to accept
OR
- Invitation dah diterima tapi commencement of collective bargaining tak
di buat dalam masa 30 days dari tempoh receipt of the acceptance,
jadinya the employees union ataupun invitor kena file a complaint in the
form of written report to DGIR.
- The DGIR is authorized to take necessary steps to get the parties to
commence collective bargaining – Section 13 IRA 1967
If there is still refusal to begin, a trade dispute exist.
The Minister is then empowered to invoke machinery for arbitration by
referring the dispute to Industrial Court for settlement.