INTRODUCTION TO COLLECTIVE BARGAINING
Collective Bargaining is
a technique adopted by unions and management to reconcile their conflicting
interests
This involves
negotiation, administration, and enforcement of the written contracts between
the employees and the employers. Collective bargaining is a joint
decision-making process by employers and employees and also includes the
process of resolving labor-management conflicts
DEFINITIONS OF COLLECTIVE
BARGAINING
Collective bargaining is
a method where workers come together and direct representatives to negotiate
terms and conditions of employment. And the concept is seen as a collective
alternative to individual bargaining
ESSENTIAL FEATURES OF COLLECTIVE
BARGAINING
The process or means and
collective agreements
The process is bilateral
and in some developing countries the State plays a role in the form of a
conciliator where disagreements occur or where collective bargaining impinges
on government policy
OBJECTIVES AND SIGNIFICANCE
Collective Bargaining plays
a significant role in improving the labour-management relations and ensuring
industrial harmony. A strong bond
between the employers and employees contribute to the successful working of the
company
Figure 1: CENTRAL & LOCAL SPLIT FOR BARGAINING: Education
& Law Journal (Meguid, 2017)
PREREQUISITES
The following features
are very essential for an effective collective bargaining process;
Freedom of Association
References
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W. & Wright, C. F., 2018. Policies for decent labour standards in Britain.
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Management-Side Representatives on the Industrial Relations Climate of
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And Multipoint Expansion Of Nash Bargaining Problem. Economy & Business
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V. & Benassi, C., 2020 Jun 26. "Collective bargaining." In
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U., 2017. Works councils and collective bargaining in Germany: A simple
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Y., 2019. Freedom of Association and Collective Bargaining in Minority Trade
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THREE IMPORTANT CONCEPTS OF COLLECTIVE BARGAINING :
ReplyDeleteThe Marketing Concept: In marketing concept, collective bargaining is a contract of sale of labour which gives assurance of voice on the part of the organized workers in the matter of the sale. Since the union-management relationship is concerned as a commercial one, the same objective rules which apply to the construction of all commercial contracts are invoked. Based on the contract which has been made through the process of collective bargaining, the employees sell their individual labour, and this helps the employees to overcome an unbalanced and disadvantageous situation created by the employer.
The Government Concept: In this concept, the collective bargaining is outlooked as a constitutional system in the industry, where the union’s sovereignty is shared with the management over the workers, and this power is used in the interest of the workers. A contract is regarded as a Constitution, written by the union, and the management representative mutually in the form of a compromise or trade agreement. The Judicial machinery is provided on the failure of management to comply with the rules by the grievance procedure and arbitration.
The Industrial Relations Concept: In Industrial relations concept, collective bargaining is outlooked as an industrial governance system. The union representative participates in the managerial role in reaching decisions on matters on which both have a vital interest to arrive at a mutual agreement. The Industrial Disputes Act of 1947 in our country is a good example of the industrial relations concept, which established provisions for union participation in the management(Bardial, 2020).
Yes Janaka, becoming more offensive at the bargaining table is an effective method in the table to bargain the best for employees(Reiter, 2003).
DeleteWebb's definition emphasizes the importance of workers' collective action in concluding and negotiating formal agreements. Collective bargaining is more broadly defined as a process of negotiation, joint decision-making or joint regulation between the employer and groups representing employee interests; And implies the discussion and continued application of an agreed set of rules governing the successful and procedural terms of the employment relationship (Forthcoming, 2014).
ReplyDeleteAgreed Ranga, the latest example, coronavirus-related health and safety standards largely up to the discretion of employers and in turn, that makes collective pressure by workers all the more important for public safety and continuous operations(Ebisui, 2012).
DeleteCarley (2002) and Traxler and Behrens (2002) show that centralized multi-employer collective bargaining is the most important form of collective wage bargaining in the majority of the unions and the management. Despite the continuing debates about the performance implications of collective bargaining centralization, understanding of the determinants of bargaining structures is still limited. While recent research has largely focused on macro-level factors, the role of micro-level determinants has still not been systematically scrutinized.
ReplyDeleteYes Chamila, multiple employer bargaining refers to all situations in which two or more independent employers bargain or negotiate jointly, through an agent, committee or association, with one or more labor organizations representing employees of the several employers, with respect to wages and other related isuues of employees. However, this might create a situation to bargain common interests by foregoing specific interests of a particular organization in the same field(Wright, 2000).
DeleteAccording to Dessler and Varkkey (2009) various issues can be addressed during the negotiations between the employers and the representatives of the trade unions. The labor law has categorized all these issues into three types, which are mandatory, permissible and illegal.
ReplyDeleteYes, Malithra, given the scope and complexity of labor issues that can affect the company, even if there is no union present, the organization need to engage experienced counsel with Labor Law expertise to get the better results(Trebilcock, 2015).
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