CLASS PRESENTATION

ON
COLLECTIVE BARGAINING

PRESENTER
Mandeep Kaur
M.Sc. (N) 1st Year

INTRODUCTION OF COLLECTIVE
BARGAINING
The concept of collective bargaining was introduced very late in
India as trade unions were found only in 20 th century. The concept
of collective bargaining attained significance only after 1962. The
phrase collective bargaining is said to be coined by Sydney and
Beatrice Webb and Great Britain. It is made up from two words
collective which means group and bargaining which means
proposals and counter proposals. So it is a process in which the
representatives of a labour organization & the representatives of
business organization meet and attempt to negotiate a contract or
agreement, which specifies the nature of employee-employer union
relationship.

DEFINITION
COLLECTIVE BARGAINING IS AN
AGREEMENT BETWEEN A SINGLE
EMPLOYER OR AN ASSOCIATION OF
EMPLOYERS ON THE ONE HAND AND A
LABOUR UNION ON THE OTHER, WHICH
REGULATES
THE
TERMS
AND
CONDITIONS OF EMPLOYMENT
TUDWIG TELLER

DEFINITION
COLLECTIVE BARGAINING IS A PROCESS OF
DISCUSSION AND NEGOTIATION BETWEEN TWO
PARTIES, ONE OR BOTH OF WHOM IS A GROUP OF
PERSONS
ACTING
IN
CONTEST.
MORE
SPECIFICALLY IT IS THE PROCEDURE BY WHICH AN
EMPLOYER OR EMPLOYERS AND A GROUP OF
EMPLOYEES AGREE UPON THE CONDITIONS OF
WORK
(THE ENCYCLOPEDIA OF SOCIAL SCIENCE)

HISTORY OF COLLECTIVE
BARGAINING

HISTORY

IN THE YEAR 1913: THE CALIFORNIA LEGISLATURE

EXTENDED THE EIGHT HOUR LAW TO PUPIL NURSES.

1919 FORMATION OF THE UNION OF

NURSES.

1930 THE NATIONAL LABOR

ESTABLISHED.

STEWARDS AND

RELATION ACT (NLRA)

CONTD
1934 ANA ACTIVELY CAMPAIGNED FOR THE EIGHT HOUR /DAY.

1941 CALIFORNIA STATE NURSES ASSOCIATION REPRESENTED

NURSES CONCERNS BEFORE THE LABOR BOARD.

1946 THE CALIFORNIA NURSES ASSOCIATION BECAME THE FIRST

NURSES ASSOCIATION TO REPRESENT NURSES.

OBJECTIVES OF
COLLECTIVE BARGAINING
Resolve differences over knotty
issues.
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.

CHARACTERISTICS
Collective: Collective bargaining is a two way group process where the
employers representative and employees representatives sit together to
negotiate terms of employment.
Strength: Both the parties in collective bargaining are strong and equal.
Voluntary: Both parties come to the negotiation table voluntarily in
order to go in particular negotiation. It is based on discussion, mutual
trust and understanding.
Formal: It is a formal process in which certain employment related
issues are to be regulated at National, organization and workplace levels.
Flexible: It is a flexible and continuous process and not fixed or static.
Improvement: It is a method to improve the employer-employees
relation in organization and resolve management and employees
conflicts.

CONTD
Representation: Collective bargaining is between the representatives of
employees and management. The management does not directly deal with
employees. It carries negotiations with the representatives/executives of unions
and association.
Dynamic: Collective bargaining is dynamic, that go on changing over a period
and grows and expand the way of agreement, the way of implementation and
way of discussion.
Continuous: Collective bargaining is continuous and begins with agreement,
the implementation of agreement and further negotiations.
Bipartite Process: Because the employee and employers representatives
negotiate directly face to face across the table.

TYPES OF BARGAINING
CONJUNCTIVE OR DISTRIBUTIVE BARGAINING: Conjunctive
bargaining is the most common type of bargaining & involves zero-sum
negotiations, in other words, one side wins and the other loses. Both parties try
to maximize their respective gains. They try to settle economic issues such as
wages, benefits, bonus, etc. For Example, Unions negotiate for maximum wages
& the management wants to yield as little as possible while getting things
done through workers.
COOPERATIVE /INTEGRATIVE BARGAINING: Integrative bargaining is
similar to problem solving sessions in which both sides are trying to reach a
mutually beneficial alternative, i.e. a win-win situation. Both the employer & the
union try to resolve the conflict to the benefit of both parties. Both sides share
information about their interests and concerns and they create a list of possible
solutions to best meet everyones needs.

CONTD
PRODUCTIVITY BARGAINING: A form of collective bargaining leading to a
productivity agreement in which management offers a pay raise in exchange for alterations to
employee working practices designed to increase productivity. Productivity bargaining has
been described as "an agreement in which advantages of one kind or another, such as higher
wages or increased leisure, are given to workers in return for agreement on their part to accept
changes in working practices or in methods or in organization of work which will lead to more
efficient working.
COMPOSITE BARGAINING: Workers believed that productivity bargaining agreements
increased their workloads. Rationalization, introduction of new technology, tight productivity
norms have added to this burden and made the life of a worker some what uneasy. As an
answer to such problems, labor has come in favor of composite bargaining. In this method,
labor bargains for wages as usual, but goes a step further demanding equity in matters relating
to work norms, employment levels, manning standards and enviornmental hazards etc.

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

PREPARATION FOR COLLECTIVE BARGAINING

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.

CONTD
Be a good listener.
Build a reputation for being fair but firm.
Learn to control your emotions and use them as a tool.
As you make each bargaining move, be sure you know its
relationship to all other moves.
Measure each move against your objectives.
Pay close attention to the wording of every clause negotiated;
they are often a source of grievances.
Remember that collective bargaining is a compromise process;
There is no such thing as having all the pie.
Try to understand people and their personalities.
Consider the impact of present negotiations on those in future
years.

COLLECTIVE
BARGAINING MEMBERS

REGISTERED NURSES
PHYSICIANS
OTHER
PROFESSIONALS
TECHNICAL
EMPLOYEES
NON -PROFESSIONALS

ORGANIZATION OF COLLECTIVE
BARGAINING UNIT
Assemble a group of nurses who support collective bargaining.
Arrange a meeting with a representative of nurses association of
state level.
Assess feasibility of an organizing campaign.
Conduct necessary review of literature to develop a plan of action.
Establish an organizing committee.
Initiate the process of obtaining authorization cards.
Schedule an informal meeting.
Ensure voluntary recognition from the employer.
Seek certification by national registration agency.
Initiate contract negotiations.

COLLECTIVE
BARGAINING
PROCEDURE

PROCESS OF COLLECTIVE BARGAINING

PROCESS OF COLLECTIVE BARGAINING

The collective bargaining process involve five steps:

Prepare: This phase involves composition of a

negotiation team.
Discuss : Both parties decide the rules that will
guide the negotiations.
Propose : It involves the initial opening statements
and the possible options that exist to resolve them.

CONTD
Bargain: Negotiations are easy if a problem
solving attitude is adopted. This stage comprises
the time when what ifs and supposals are set
forth and the drafting of agreements take place.
Settlement: This stage is described as consisting
of effective joint implementation of the
agreement through shared visions, strategic
planning and negotiated change.

OBSTACLES
o Registered nurses who
participate in organizing
drives could be summarily
fired.
o Hospital could refuse to
recognize and bargain with
nursing organizations.
o The associations spend
years softening up the turf.

ADVANTAGES
Contract to guide standards.
Participation in decision making process.
All union members and management must confirm to terms of contract without
exception
Process exists to question managers authority if member feels something was done
unjustly.
Nurses gain control of practice.
Improve professional relationships.
Professionalism can be promoted.
Protect patients from inadequate and unsafe care.
Give economic security.
Ensure that nurses have fair pay, good benefits and safe working conditions.
Provide power.
Establish effective channels of communication with decision-makers.

DISADVANTAGES
Reduced individuality.
Other union members
may
outvote
ones
decisions.
Disputes are not handled
with
individual
and
management only.
Must pay union dues
even if one does not
support unionization.

RECAPTULIZATION
Collective bargaining term is said to be coined by________.
The word bargaining means_____________.
The California nurses association became the first nurses
association to represent nurses in year ______.
Conjunctive bargaining involves__________.
First step of collective bargaining is________________.

THANK
THANK
YOU
YOU
ANY
ANY