2012 mar 26 introduction to collective bargaining [compatibility mode]

8/2/2019 2012 Mar 26 Introduction to Collective Bargaining [Compatibility Mode]

1/51

Introduction to collective

Bargaining : concept & ILO

Principles

Federation of Trade Unions-Burma

ACTRAW

Programme for Workers Activities

International Training Center of the ILO-Turin, Italy


2/51

pkaygif;nSdE_dif;ta&;qdkr_ rdwfquf;tawG;tac:t,ltqESifh tdkift,ftdk tajccHrlrsm;


Programme for workers Activities

International Training Center of the ILO-Turin,

Italy


3/51

FoA & Right to the Collective bargainingfundamental human right a pre-requisite for promoting democratic labour relations

Promotes process of social dialogue for mutually agreeable solution while respecting

each others needs- 0ften better alternative than law or Court induced solution

Developmental role Provides scope for sharing in the gains of growth, improve

workers living & working conditions creates conditions for widening Domesticmarkets



4/51

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5/51

Promoting recognition of the right to CB is part of ILO mandate

Declaration of Philadelphia, 1944 (part of ILO Constitution)-

C 98 Convention on right to Organize & Collective Bargaining (1949)

1998 Declaration on FPRW obligation of member states to respect,promote & realize fundamental / core ILO standards, even if not ratified


2008 Declaration on Social Justice for a fair Globalization FOA & CBimportant to achieve four strategic objectives of ILO

Global Jabs Pact (June 2009) affirms this


6/51

pkaygif;nSdE_dif; ta&;qdkydkifcGifhukd todtrSwfjyKjcif;twGuf tm;ay;jrSifhwifjcif;onf tkdift,ftdk.pkaygif;nSdE_dif; ta&;qdkydkifcGifhukd todtrSwfjyKjcif;twGuf tm;ay;jrSifhwifjcif;onf tkdift,ftdk.pkaygif;nSdE_dif; ta&;qdkydkifcGifhukd todtrSwfjyKjcif;twGuf tm;ay;jrSifhwifjcif;onf tkdift,ftdk.pkaygif;nSdE_dif; ta&;qdkydkifcGifhukd todtrSwfjyKjcif;twGuf tm;ay;jrSifhwifjcif;onf tkdift,ftdk.vkyfydkifcGifh&Sdaom tpdwftydkif;jzpfonf?vkyfydkifcGifh&Sdaom tpdwftydkif;jzpfonf?vkyfydkifcGifh&Sdaom tpdwftydkif;jzpfonf?vkyfydkifcGifh&Sdaom tpdwftydkif;jzpfonf?

zdvm'JzD;,m;a=ujimcsufygpmwrf; 1944 ckESpf (tdkift,ftdk tajccHOya'. tpdwftydkif;)

jyXmef;csufyg trSwf98 -pnf;&kH;ydkifcGifhESifh pkaygif;nSdE_dif;ta&;qdkcGifh(1949)

1998 ckESpf FPRW a=ujimcsuf pmwrf;- tajccHESifh t"duusaom tkdift,ftdk. pHE_ef;rsm;udk


tzGJ@0ifEkdifiHrsm;taejzifh vufrSwfa&;xdk;twnfjyKjcif;r&Sdaomfjim;vnf; av;pm;jcif;/jrSifhwifay;jcif;ESifh odomap&ef

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urBm@tvkyftukdifrsm;qdkif&m oabmwlnDr_pmcsKyf(2009 *Gsefv) rS TtcsuftvufukdtwnfjyKonf?


7/51

ILO Convention No.98

Reflects the principle that the best way to govern a relationship betweenparties is to allow them to regulate it themselves

Recognizes the power imbalance between K&L ,and grants following rightto workers in the employment relationship


Protection against acts pf anti- union discrimination,

Protection of union against acts of interference by employers and

the right of workers to be represented by trade union in negotiating

conditions of employment collectively


8/51

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tvkyform;or*~tm; qef@usifaom ESdrfhcscGJjcm;vkyfaqmifr_tm; umuG,fa&;

tvkyf&Sifrsm;rS or*~rsm;tm; 0ifa&muffpGwfzwfr_rS umuG,fa&;

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9/51

But half the worlds workers do not have the Right to collective

bargaining

C 98 rarified by 159 counties ( out of 183 member states), including 19 from

Asia BUT

Major countries such as Canada, Chin, India, Iran, Korea, Mexico,


, ,

this implies approximately half of the worlds economically activepopulation is still not covered by Convention No.98>


10/51

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a&;xkd;twnfjyKonf? odk@aomf

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vufrSwfa&;xkd;twnfjyKjcif; r&Sdao;?

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11/51

So. what is Collective Bargaining

a process whereby union & management negotiate the terms& conditions

of work of employees a means of joint regulation of work placeemployment issues


ec ve o e co ec ve arga n ng

1) Protect interests of the workers through collective action

2) Resolve differences through negotiations to arrive at acceptable solutions

3) To avoid third party intervention in matters relating to employment


12/51

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3) tvkyftudkifcef@xm;jci;fqdkif&mwGif wwd,tpkrS 0ifa&mufpGwfzwfjcif;rS a&Smif&Sm;Ekdif&ef


13/51

Enterprise level Collective Bargaining

Prevalent in many East Asian countries (Japan, Korea, Thailand,

Philippines, China, etc) Advantage: flexibility & adaptability for setting enterprise specific working

conditions


,

unions may be too weak to negotiate with their employers at theworkplace at the workplace labour policy objectives of the State maynot be achieved

Source: Mr. Chang-Hee Lee, Sr Specialist IR and social Dialogue, ILO


14/51

pD;yGm;a&; vkyfief;}uD;rsm;tqifh pkaygi;fnSdE_dif;ta&;qdkjcif;pD;yGm;a&; vkyfief;}uD;rsm;tqifh pkaygi;fnSdE_dif;ta&;qdkjcif;pD;yGm;a&; vkyfief;}uD;rsm;tqifh pkaygi;fnSdE_dif;ta&;qdkjcif;pD;yGm;a&; vkyfief;}uD;rsm;tqifh pkaygi;fnSdE_dif;ta&;qdkjcif;

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tm;enf;csuf? ? ukr%D}uD;rsm;/ pD;yGm;a&;vkyfief;}uD;rsm; tqifh wGif&Sdaom


tvkyform;or*~rsm;taejzifh vkyfief;cGifnSdE_dif;&ef twGuf tm;enf;- EkdifiHawmf tqifh rl0g'qdkif&m&nfrSef;csufrsm;udk r&&SdEkdif?


15/51

Industry wide bargaining

Widely prevalent in many European countries (Germany, Sweden,Finland, France, Belgium, etc)-prevalent in public enterprises &in somesectors like Sugar, Cement, Banking, insurance, etc in India; Port workers

in Japan; Advantages: better solidarity among workers, less bargaining costs,

enterprises relatively free from hassle of negotiation & therefore conflicts,easier to coordinate national wage policy for certain sectors.


Disadvantages: less flexibility & adaptablilty for each enterprise

Global Trend: Decentralization towards enterprise bargaining

Source: Mr.Chang-HeeLee,Sr Specialist IR and social Dialogue,ILO


16/51


17/51

Forms of CB

Conjunctive / Distributive Bargaining : one side wins and the other loses

Cooperative / Integrative Bargaining : a win-win situation

Productivity Bargaining : both the parties must develop a productivitylinked scheme


Concessionary Bargaining: the objective is to give back to managementsome of what the union has gained in previous bargaining in return forsome other demand


18/51

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tusKd;jzpfxGef;aom nSdE_dif;r_? ? ESpfOD;ESpfbufpvHk;taejzifh tusKd;jzpfxGef;onhf


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or*~taejzifh ,cifu nSdE_dif;I &&Sd+yD;onfukd vkyfief;&SifxHodk@jyefvnf ay; tyfjcif;?


19/51

Pre-requisites for CB

Respect of FoA and civil liberties

Suitable Farmework for functioning of Industrial Relations.

Representative & strong unions (and Employers bodies)

Recognition of trade unions


ATITUDE ( Enlightened Self Interest) & GOOD FAITH


20/51

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tvkyf&Sif tvkyform;qufqHa&;twGuf oifhawmfaomyHkpH

udk,fpm;jyKr_ESifh tm;aumif;aom or*~rsm;(ESifh tvkyf&Sif tzGJ@tpnf;rsm;)


tvkyform;or*~rsm;tm;todtrSwfjyKjcif;

jyKr_usifh=uHjcif; (yGifhvif; wpfudk,fa& tusKd;pD;yGm;) ESifh aumif;aom ,Hk=unfr_


21/51

Governing Principles

Free & voluntary negotiations (Art 4 of C98)

- Obligation on govts to promote CB should not lead measures ofcompulsion, does not mean enforcing CB

- State can set up machinery to support CB ( Provision of


information , conciliation, mediation , arbitration) of voluntarynature

- State can prohibit unfair labour practices that hinder collective

bargaining- State can impose conciliation & mediation within reasonable

time limit in certain situations

Where a union can show representativity, law can make itcom ulsor to ne otiate with such union


22/51

tkyfcsKyfr_ oabmw&m;tkyfcsKyfr_ oabmw&m;tkyfcsKyfr_ oabmw&m;tkyfcsKyfr_ oabmw&m;

vGwfvyfpGmESifh rdrdqENtav#muf (jyXmef;csuftrSwf 98) yk'fr 4

- pkaygif;nSdE_dif;ta&;qdkcGifhudk tm;ay;vkyfaqmif&eftwGuf tpdk;&rsm;wGif wm0ef&Sdonf?wdufw f;cif;tzpfod@ D;w fom;o fhta ;,aqmif ufcif; ry / yvyfvif


pkaygif;nSdE_dif;ta&;qdkr_twGuf oufa&mufatmifvkyfjcif;rrnf?

- EkdifiHawmf taejzihf pkaygi;fnSdE_dif;ta&;qdkr_udk tm;ay;Edkif&ef ,E W&m;udk xlaxmifEkdif onf? (owif;tcsuftvufrsm; yHhydk;jcif;/ jyefvnfaygif;pyfay;jcif;/ =um;0ifaphpyf ay;jcif;/

a=uat;apjcif;)- or*~taejzifh udk,fpm;jyKEkdifa=umif;jyoEkdifygu Oya'a=umif;t& 4if;or*~ESifh rjzpfrae

nSdE_dif;&rnf


23/51

Free Choice of bargaining level

The level at which CB is to be conducted should be a matter for parties tothe negotiation to decide ( should not be imposed by law or by a decisionof administrative authority) when this question is decided by anotherbody, then it is essential to ensure that it is truly independent body;


Govts can take measure adapted to national conditions so as to facilitateCB at any level- Plant/ Company/ Enterprise/ Industry wide/ Sector wide/Regional / State/ National


24/51

nSdE_dif;r_tqifhudk vGwfvyfpGma&G;cs,fnSdE_dif;r_tqifhudk vGwfvyfpGma&G;cs,fnSdE_dif;r_tqifhudk vGwfvyfpGma&G;cs,fnSdE_dif;r_tqifhudk vGwfvyfpGma&G;cs,f

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qHk;jzwfay;jcif;rjzpfap&)- Ttcsuftm; tjcm;wpfpkwpfzGJ@rS qHk;jzwf onfhtcgTqHk;jzwfcsufonf trSefwu,f bufrvdk taESmiftzGJ@uif;aom tzGJ@ wpf&yfjzpfa&;udktmrcH Ekdif&ef rjzpfrae vkdtyfonf?


rnfonhf tqifhwGif rqdk pkaygif;nSdE_dif;ta&;qdkjcif;udk taumiftxnfazmf aqmif&Guf &eftpdk;&taejzifh EkdifiHawmf tajctaeudkufnDapa&;udk ta&;,laqmif&GufEkdifonf? puf&kH/

ukr%D? pD;yGm;a&;vkyfief;}uD;? vkyfief;trsKd;tpm;tvdkuf/ utvdkuf/ a'o/ jynfe,f/EkdifiHawmf?


25/51

Recognition of unions may be:

- Optional

- Voluntary ( agreements or practice)

- Compulsory

When compulsory:

- Objective and pre- established criteria


Safeguards attached

Certification by an independent body

Chosen by a majority vote of the employees

Possibility of new election after reasonable period


26/51

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- rjzpfraer[kwf

- oabmqENtavsmuf ( oabmwlnDr_rsm; odk@r[kwf aqmif&Guf )

- rjzpfrae

rjzpfrae tajctaerjzpfrae tajctaerjzpfrae tajctaerjzpfrae tajctae

- D;w f fr f;cufEif owfrwfcufrm;udwifcrwf


h

- atmufyg tcsufwkd@udk umuG,f&rnf

- vGwfvyfI bufrvdkufaomol. todtrSwfjyKcsuf

- tvkyform;trsm;pk. rJqENjzifh a&G;cs,fol- jzpfoifhjzpfxkdufaom tcsdefumv wpfckwGif a&G;aumufyGJwpfckudk&Sdoifh


27/51

Violations of the principle of free &

voluntary negotiations

Intervention of Public authorities

In the drafting or administrative approval of CBAs

In cancellation of agreements because they are contrary to nationaleconomic olic


In compulsory extension of the period for which collective agreements arein force


28/51

vGwfvyfonfh oabmw&m;r_vGwfvyfonfh oabmw&m;r_vGwfvyfonfh oabmw&m;r_vGwfvyfonfh oabmw&m;r_0

000g'ESifh rdrdoabmqENtavsmuf nSdE_dif;jcif;rsm;udkg'ESifh rdrdoabmqENtavsmuf nSdE_dif;jcif;rsm;udkg'ESifh rdrdoabmqENtavsmuf nSdE_dif;jcif;rsm;udkg'ESifh rdrdoabmqENtavsmuf nSdE_dif;jcif;rsm;udk

csKd;azmufjcif;csKd;azmufjcif;csKd;azmufjcif;csKd;azmufjcif;

r_=urf;a&;om;pOf odk@r[kwf pDrHa&;&mrS cGifhjyKxm;aomCBAs

EkdifiHawmf pD;yGm;a&;rl0g'ESifh rudkufnDonhf twGuf oabmwlnDrlrsm;udk zsufodrf;jcif;


pkayi;oabmwlnr_rsm; totrSwyKr_ tcseumvuk rzprae wk;csJ@ ci;


29/51

Good Faith Principle

Necessary but cannot be imposed by law, has to comevoluntarily

Implies making every effort to reach an agreement,

conducting genuine negotiations, avoiding unjustified delays,complying with the agreements which are concluded andapplying them in good faith


The recognition of representative trade union organization &mutual respect for commitment made

Unions must have a possibility of going on strike in the eventof break down of negotiations


30/51

&dk;om;r_oabmw&m;&dk;om;r_oabmw&m;&dk;om;r_oabmw&m;&dk;om;r_oabmw&m;

vdktyfonf odk@aomf Oya't& aqmif&Gufr&/ rdrdoabmqENtavsmufom

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d d f f f f f f d f f f d f


aqG;aEG;nSE_i;r_ ysuys,onhtcwGi or*~taezih oywarSmubG,&Son?


31/51

Compulsory arbitration?

Voluntary arbitrations is legitimate BUT compulsory arbitration is against theprinciple of voluntary CB. Arbitration imposes solution, not an agreementvoluntarily reached

It is admissible only in


ssen a serv ces n e s r c sense o e erm , w regar o pu c

servants engaged in administration of state affairs, in case of deadlock, innational crisis situation.

In case of legal disputes over Implementation / interpretation of CBAs


32/51

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oabmqEN tavsmufa=uat;jcif;onf w&m;0ifonf odk@aomf rjzpfrae a=u; at;jcif;onfoabmqENtavsmuf pkaygif;aqmif&Gufjcif;. rl0g'udk qe@fusifonf

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f f d f f f f d f f


k P S h h k


33/51

CB v/s Contract of employment

Collective Bargaining Agreement should bing the parties to the agreement& those on whose behalf the agreement is signed

CBA rovisions su ersede an thin contrar in the contract of


employment, except those conditions in contract of employment that aremore favorable to the workers

Binding nature of CBAs can be established by law or by CBA itself-

depending on the practice followed in each country


34/51

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35/51

CABs concluded with non- unionized groups of workers

Representatives of workers can negotiate and sign CBA in a situationwhere there are no unions in the enterprise

Existence of elected worker representatives should not be used toundermine the position of the TUs concerned of their representatives (C154, R91, C135).


CBA with non- unionized workers or a minority union where arepresentative union exists is a violation of Art of C98 and Art3 of C87 (FoA right of workers)


36/51

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37/51

Issues dealt by CB

Traditional issues- wage rate / pay, working hours & other workingconditions, employment policies, productivity settlement

New areas: demanding equity in matter relating to work norms,


, , ,

management issues such- as outsourcing, sub-contracting clauses,investment policies, management decisions over diversification, choice oftechnologies, etc since all these affect workers employment ;


38/51

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39/51

Concluding Remarks

FoA and CB are not just above workers rights but are also instruments ofstate policy to achieve objectives of social justice & for promotingsustainable economic growth

It should not be limited to industry or company level but this principle (of


of policies- labour, social & economic- this will promote social harmony andsocial stability.

Need to move from mere collective bargaining over wage to participatoryright in industry as also the economy


40/51

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41/51

Issues for discussion

Is there a law supporting collective bargaining right in your country? Whatdoes it say?

What is the criteria and/ or procedure for recognition of unions forcollective bargaining?


Can an employer be penalized for this ? What issue do unions include in the collective agreement?

What are the main difficulties in exercise of collective bargaining right forunions?


42/51

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43/51

Annexure slides



44/51

Annexure slides


ILO instruments dealing with collective bargaining & related


45/51

ILO instruments dealing with collective bargaining & relatedissues

Collective Agreements Recommendation, 1951 (No.91)

Freedom of Association and protection of the right to organiseConvention, 1948( No. 87)

Right to Organize and collective Bargaining Convention , 1949 (No.98)

Workers Representatives Convention, 1971 (No. 135)


, .

Rural workers Organizations Recommendation 1975(No. 149)

Labour Relations (Public Service) Convention, 1978 ( No. 151)

Labpur Relations (Public Service) Recommendation, 1978 (No. 159)

Collective Bargaining Convention, 1981 (No.154)

Collective Bargaining Recommendation, 1981 (No. 163)


46/51

Right to organize and collective Bargaining convention , 1949(no.98)

Complements C87, deals with relations between workers & employers

Provides For:

- Protection of worker against anti-union discrimination (Art 1)

- Protection of workers & employers organization against acts of interference


- Promotes collective bargaining (Art 4)- right of workers to be represented byTUs in negotiating conditions of employment collectively

Scope: all workers except armed forces, police and public servants engagedin the administration of the state

160 countries have ratified C98 BUT NOT BY India, China, US, Thailand,Vietnam, Canada, Iran, Korea, Mexico

CB i P bli S i


47/51

CB in Public Services

C151 labour Relations ( Public Service) Convention, 1978:

Permits the possibility of opting between CB & other methods fordetermination of terms & conditions of employment in public admn

Requires Govt to promote machinery for negotiation / CB for publicemployees to determine their terms & condition of employment

Can be excluded- police, armed forces & high level policy making ormana erial officials or em lo ees with duties of confidential nature


Public service employees negotiation & role of parliament, public budgets,service rules, duties CBAs of public employees should be respected bylegislature

C154 (Collective Bargaining Convention, 1981) : extends the right to CBto public admn, for which special modalities may be fixed.


48/51

CB definition as per C154 (Article 2)

The Term collective bargaining extends to all negotiations which tale placebetween an employer, a group pf employers or one or more employers

organizations, on the one hand, and one or more workers organizations,on the other, for:

(a)Determining working conditions and terms of employment; and/ or


(b)Regulating relations between employers and workers; and/ or

(c) Regulating relations between employers or their organizations and aworkers organization or workers organization.


49/51

ILO on CB Summary principles

CB is a Fundamental right endorsed by member States & they have obligationto respect & promote

Its a right of employers & their organization and organization of workers only if organization of workers does not exist,

Then representatives of workers can conclude CB

Applies to all police, armed forces & Public servants involved in admn of


Purpose- to regulate terms & conditions of employment and relations betweenparties

CB is binding (except where terms under CB are less favorable than individualcontract or violate labour law)

For effective CB, workers organizations must be independent, free fromemployers and govt intervention

Exclusive bargaining right can be given to majority union



50/51


Good faith implies recognition of representative organizations, engaging &constructive negotiations and mutually respecting the commitments made

CB must be voluntary and procedures set up must recognize this level ofCB must be decided by the parties and not imposed by authorities

Conciliation & mediation can be imposed by law, provided reasonabletime limits are ut.


Voluntary arbitration is legitimate BUT Compulsory arbitration is countryto the principle of voluntary CB and is admissible only in essentialservices (in the strict sense of the term), with regard to public servantsengaged in admn of State affairs, in case if deadlock, in national crisissituation.



51/51


Govt intervention in CB are normally against the principles of C98(annulling, modifying the contents of CBAs, suspension of CBAs w/oagreement of parties, requiring renegotiations of CBAs, compulsory

extension of CBAs- not allowed except in emergencies and for shortdurations)

Restrictions on future CBAs only allowed in exceptional circumstances


econom c emergenc es , w consu a ons w par es, or s or

duration, with provisions for protecting the standards of living of thoseaffected

2012 mar 26 introduction to collective bargaining [compatibility mode]

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