Collective bargaining is a process of negotiation between employers and employees, where employees are represented by a trade union. It aims to reach agreements that regulate working conditions, salaries, benefits, and other rights for employees. The negotiations involve proposals and counterproposals from both sides to reach a collective agreement setting wages, hours, training, health and safety standards, grievance procedures, and employee participation rights. Collective bargaining is a collective and continuous process that involves both bargaining and implementing agreements, with the goal of maintaining stable labor relations between employers and employees.

1. Presented by: Jyoti Ranabhat
MPA 1ST Semester
HRM

2. Bargaining- Meaning
 It is a technique that has been adopted by union and
management to reconcile their conflicting interests.
 It is called collective because the employees, as a
group, select representatives to meet and discuss
differences with the employer.
 The negotiations for collective bargaining require joint
sessions of the representatives of labour and
management.

3. Trade union
 Definition: Labour unions or trade unions are
organizations formed by workers from related fields
that work for the common interest of its members.
They help workers in issues like fairness of pay, good
working environment, hours of work and benefits.
 Trade unionism: the policies and practices of trade
unions, particularly those concerned with protecting
and furthering the rights of workers.

4. Collective bargaining
 Collective bargaining is a process
of negotiation between employers and a group of
employees aimed at agreements to regulate working
salaries, working conditions, benefits, and other
aspects of workers' compensation and rights for
workers.
 The interests of the employees are commonly
presented by representatives of trade union to which
the employees belong. The collective agreement
reached by these negotiations usually set out wage
scales, working hours, training, health and
safety, overtime, grievance mechanisms, and rights to
participate in workplace or company affairs.

5. DEFINITION
 Encyclopedia of Social Sciences, “Collective bargaining
has been defined as the process of discussion and
negotiation between two parties ,one or both of whom
is a group of persons acting in concert .More
specifically , collective bargaining is the procedure by
which an employer and a group of employees agree
upon the conditions of work .”
 Harrinon, “is a process of accommodation between
two institutions which have both common
andconflicting interests.”

6. Collective bargaining
 ILO Manual 1960“Negotiations about working conditions
and terms of employment between an employer, a group of
employees or one or more employers organization on the
other, with a view to reaching an agreement.”
 Collective bargaining involves discussion between two
groups as to the terms and condition of employment it is
called collective because the employer and the employee
act as group rather than as individuals .it is know as
bargaining because the method of teaching and agreement
involves proposals , counter proposals ,offer and counter
offers and other negotiation.

7. CHARACTERISTICS OF COLLECTIVE
BARGAINING:-
 It is a collective process as both employer and employee
participate .
 It is continuous process, which aims at establishing stable
relationship between two parties involved .
 It involves not only bargaining but also implementation
4. It attempts n achieving discipline in industry.
 It is a flexible approach ,as the parties involved have to
adopt a flexible attitude towards negotiations

8. CHARACTERISTICS OF COLLECTIVE
BARGAINING:-
1. It is a collective process as both employer and
employee participate .
2. It is continuous process, which aims at establishing
stable relationship between two parties involved .
3. It involves not only bargaining but also
implementation .
4. It attempts n achieving discipline in industry.
5. It is a flexible approach ,as the parties involved have to
adopt a flexible attitude towards negotiations

9. OBJECTIVES OF COLLECTIVE
BARGANING:-
 To maintain cordial relations between employer and
employee.
 To promote democracy.
 To avoid the government intervention .
 To ensure the participation of trade unions.
 To save the time and money spent on legal battle.
 To promote participative management.

10. Contd..
 Protect the interests of workers through collective action.
 Carry out negotiations voluntarily, without interference
from a third party.
 Arrive at an amicable agreement through a process of give
and take.
 To arrive at an agreement on wages and other conditions of
employment.
 To have peaceful co-existence for the mutual benefits and
progress.
 To maintain employee employer relation bilaterally.

11. IMPOTRANCE OF COLLECTIVE BARGAINING
 Collective bargaining results better understanding between
both parties. Both employer and employee gain better
insight into the problems and aspirations of workers.
 Collective bargaining is a democratic and pragmatic method
of regulating the terms and conditions of employment. Here
parties are directly concerned with problems related to
issues of their industry .whether it is health industry or any
other enterprise.
 Collective bargaining provides flexible means of adjusting
wage structure and physical facilities provided by the
employer .both parties can meet any time to solve the
problems faced by the employers and employees of an
institution with democratic way.

12. Contd…
 Collective bargaining helps the employees from the
exploitation of employer .rights of both parties are
saved with mutual understanding .
 Collective bargaining helps in implementation of
decisions because of direct involvement of both parties
in any type of issues.
 It helps in motivating the employers that leads to more
production and achieving the laid down objective of
any organization.

14. Issues of collective bargaining
1. Wages and working conditions
2. Work norms
3. Incentive payments
4. Job security
5. Changes in technology
6. Work tools, techniques and practices
7. Staff transfers and promotions
8. Grievances
9. Disciplinary matters
10. Health and safety
11. Insurance and benefits
12. Union recognition
13. Union activities/responsibilities
14. Management rights

15. POINTS TO KEPT IN MIND BEFORE COLLECTIVE
BARGAINING
 Be sure to set clear objectives for every bargaining item,
and be sure you understand the reason for each.
 Do not hurry.
 When in doubt, discuss with your associates.
 Be well prepared with firm data supporting your position.
 Always strive to keep some flexibility in your position.
 Don't concern yourself just with what the other party says
and does; find out why.
 Respect the importance for face saving for the other party.
 Be alert to the real intentions of the other party-not only
for goals, but also for priorities

16. ANY QUERIES????