Collective bargaining involves negotiations between employer and employee groups to determine terms of employment such as wages, hours, benefits, and other working conditions. It is called "collective" because the employer and employees act as groups rather than individuals, and "bargaining" because it involves proposals, counterproposals, offers, and negotiations between the two sides to reach an agreement. Common issues addressed through collective bargaining include holidays, vacations, shifts, overtime pay, retirement benefits, job duties, promotions, layoffs, and safety rules. The process aims for both sides to negotiate in good faith and make reasonable efforts to come to an agreement.

16. What is 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.

17.  Over time holidays
 Vacations
 Shifts
 Flex time
 Basic pay rates
 over time payments  Parental leave
 Retirement benefits
 Travel pay
 Pay incentives
 Job description
 Lay off
 Promotions
 Seniority provisions
 Work rules
 safety rules

18. Union may
negotiate
With the
single
employer
Or the
group of
employers

19. • To bargaining collectively is the performance of the mutual obligations of
the employer and the representative of the employees bargaining process
to meet the reasonable times and confer in good faith with the respect of
wages, hours, promotions, benefits, and other employment terms as well
as procedures for handling disputes arising under it.
Both parties are making every reasonable effort to arrive at agreement;
Proposals are being matched with counter proposals

20. Without any real intention of
completing agreement .

21. Unwillingness to compromise
Even though no one is require
to make concession.

22. • The NLRB consider the advancement of proposal to
be a positive factor in determining overall goals
Demanding new tools and equipment's if they are already
exist in company

23. • The law requires that the parties meet and confer at
reasonable times and intervals. obviously ,refusal to
meet and with the union does not satisfy the positive
duty imposed on the employer

24. Attempt to compose conditions that are unreasonable
• Its strong indication that an employer not bargaining with require intent of
reaching an agreement.
Duty of management should negotiations with union representative.

25. • Employee's aspect:
1. Collective Bargaining develops a sense of self respect and responsibility among
the employees.
2.It increases the strength of workforce thereby, increasing their bargaining capacity as
Group.
3. Collective Bargaining increase the productivity and morale of employees.

26. Employer's aspect:
1.It becomes easier for management to resolve the issues at the bargaining level rather
then taking up complains at individual level.
2.It tends to promote the sense of security among employees and thereby tend to
reduce the Cost of labor turnover to management.
3.It opens the channels of communication b/w worker and management and
increase the worker participation in decision making .

27. Thank you!