process of collective bargaining

8/3/2019 Process of Collective Bargaining

1/15


2/15

Preparation For Negotiation

To Decide The Sources For

Collective Bargaining

Identification Of The IssuesProblems And Objectives To

Be Discussed And Decide


3/15

Identification Of Negotiation

Team

Deciding The Negotiation

Procedure To Be Followed

Entering Into Labour -

Management Agreement


4/15

The mgt. Should themselves feel the demands ofthe workers and these must be satisfied before the

trade union creates any ugly scene.This approach is

known as POSITIVE COLLECTIVE

BARGAINING.

If on the other hand trade unions compel the mgt. to

come on negotiation table by pressure of strikes and

gherao and the mgt. comes for negotiation with a

heart and has to listen and meet the demands of the

workers that is known asNAGATIVE

COLLECTIVE BARGAINING.


5/15

Both parties prepare themselves for negotiation.

They collect data on different issues like wages

and salary structure, overtime and other allowances,

retirement and fringe benefits promotion andtransfer procedure adopted by the other adjoining

industries.


6/15

Mgt may collect data from:-

1.Primary Source .

2.Secondary Source.


7/15

Under the primary source the trade union may

collect information from its own staff and from

analysis of labour contracts in force else where in

the country.

And mgt. Collect information from the survey

conducted by their research staff.


8/15


9/15

Personnel department must obtain top mgt.approval on different issues on which tonegotiate.Some issues put forward by mgt.Specially on these contract and agreements whichare going to expire.

Trade union may also put their grievances anddemand on the negotiation table for discussion.

Negotiation will be easier if it is appreciated byboth parties that they are expected to solve theproblems of industry life .


10/15

The success of collective bargaining depends upon

maturity ,intelligence of negotiating team.

The team should be not be very large .

Generally four to six members are sufficient.

If issues are related with financially liability then

senior most executive must be involve.

But for small problem junior officer of personneland financial dept. should be involve from union

side .


11/15

It is essential that representative of the bothparties has full authority to speak and take

final decision.


12/15

The mgt. team should not always take up defensive

position i.e. to go on resisting as demands are

pressed by the union.

The team should take a counter proposal instead of

going on rejecting the demands.

A rigid stand should be avoided by both parties.

If the mgt. Outright reject the demands put forth bythe union there is total dead lock then that issue

may be referred to govt. or it lead to strike.


13/15

After long discussion and listening to the

arguments put forward by both sides finally

conclusions are drawn in form of labour contract or

labour management agreement which is endprocess of collective bargaining.

The agreement may be on the detail of workingconditions, service terms and conditions, payments

of wages and fringe benefits.


14/15

The agreement must be finalized in legal termin writing properly drafted clause-wise and

must be signed by all the members of thenegotiating team from both the parties.


15/15

It is required that the agreements should beprinted and circulated among all theemployees so that they may know what

exactly has been agreed upon . there must beconstant appraisal and to ensure that its beingimplemented in totality with full support ofmgt.

process of collective bargaining

Documents