COLLECTIVE BARGAINING
PRIYADHARSHINI.S
M.Sc, NURSING,
2ndYEAR,
VMCON.
DEFINITION
• Collective bargaining is a process between
employers and employees to reach an agreement
regarding the rights and duties of people at work.
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.
• Collective Bargaining Is A Process Of Discussion And
Negotiation Between Two Parties.
ISSUES
• employees pay
• working hours
• training
• health and safety
• rights to participate in workplace or affairs.
OBJECTIVES
• 1. To provide an opportunity to the workers, to
voice their problems on issues related to
employment.
• 2. To facilitate reaching a solution that is
acceptable to all the parties involves.
• 3. To resolve all conflicts and disputes in a
mutually agreeable manner.
• 4. To prevent any conflict/disputes in the future
through mutually signed contracts.
• 5. To develop a conductive atmosphere to
foster good organizations relations.
• 6. To provide stable and peaceful organization
(hospital) relations.
• 7. To enhance the productivity of the
organization by preventing strikes lock – out
ect.
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.
• 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.
• 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.
• 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.
COLLECTIVE BARGAINING MEMBERS
• REGISTERED NURSES
• PHYSICIANS
• OTHER PROFESSIONALS
• TECHNICAL EMPLOYEES
• NON -PROFESSIONAL
COLLECTIVE BARGAINING PROCESS
PREPARE
SETTLEME
NT
DISCUSS
BARGAIN
PROPOSE
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 manager’s authority if member feels
something was done unjustly
• Nurses gain control of practice.
• Improve professional relationships.
• Protect patients from inadequate and unsafe care.
• Ensure that nurses have fair pay, good benefits and safe
working conditions.
• Provide power.
• DISADVANTAGES Reduced individuality
Other union members may outvote one’s
decisions. Disputes are not handled with
individual and management only ;less room
for professional judgment. Must pay union
dues even if one does not support
unionization
Why negotiations fail
• Unwillingness
• Changing position
• Delaying tactics
• Withdrawal of concessions
• Unilateral actions
• Refusal
THANK YOU
