COLLECTIVE BARGAINING
Presenter: Emmelyn L.
Hernandez
Master Teacher 1
Wawa Elementary School
Pinamalayan East District
Schools Division of Oriental Mindoro ,
7/1/20XX Pitch deck title 1
COLLECTIVE BARGAINING
The concept of collective bargaining was introduced very late in India as trade unions
were found only in 20th 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..
7/1/20XX Pitch deck title 2
DEFINITION
Collective bargaining is an agreement between a
single employee or an association of employers on the
one hand and a labor union on the other which
regulates the term and conditions of the employment .
TUDWIG TELLER
7/1/20XX Pitch deck title 3
DEFINITION
Collective bargaining is a process of discussion and
negotiation one or both of whom is a group of
persons acting on contest… more specifically it is the
procedure by which an employee or employers and
a group of employees agree upon condition of work.
7/1/20XX Pitch deck title 4
A collective bargaining agreement (CBA) is a
written legal contract between an employer and
a union reperenting the employees. The CBA is
the result of an extensive negotiation process
between the parties regarding topics such as :
Wages, Hours and Terms and Condition of
Employment
5
LEARNING OBJECTIVES
[Link] able to describe the process
of collective bargaining.
[Link] the types of
bargaining issues and the rights of
management.
[Link] some strategies when
working with unions.
7/1/20XX Pitch deck title 6
When employees of an organization vote to
unionize, the process for collective
bargaining begins.
Collective bargaining is the process of
negotiations between the company and
representatives of the union. The goal is
for management and the union to reach a
contract agreement, which is put into
place for a specified period of time. Once
this time is up, a new contract is
negotiated.
7/1/20XX 7
The Process of Collective Bargaining
In any bargaining agreement, certain management rights
are not negotiable, including the right to manage and
operate the business, hire, promote, or discharge
employees. However, in the negotiated agreement there
may be a process outlined by the union for how these
processes should work. Management rights also include
the ability of the organization to direct the work of the
employees and to establish operational policies. As an HR
professional sits at the bargaining table, it is important to
be strategic in the process and tie the strategic plan with
the concessions the organization is willing to make and the
concessions the organization will not make.
7/1/20XX 8
Another important point in the collective
bargaining process is the aspect of union
security. Obviously, it is in the union’s best
interest to collect dues from members and
recruit as many new members as possible. In
the contract, a checkoff provision may be
negotiated. This provision occurs when the
employer, on behalf of the union, automatically
deducts dues from union members’ paychecks.
This ensures that a steady stream of dues is
paid to the union.
7/1/20XX 9
A union shop requires a person to
join the union within a certain time
period of joining the organization.
In right-to-work states a union
shop may be illegal.
7/1/20XX 10
Right -to- Work Laws-
These laws prohibit a requirement to join a
union or pay dues and fees to a union. To get
around these laws, agency shops were created.
An agency shop is similar to a union shop in
that workers do not have to join the union but
still must pay union dues. Agency shop union
fees are known as agency fees and may be
illegal in right-to-work states. A closed
shop used to be a mechanism for a steady flow
of membership. In this arrangement, a person
must be a union member to be hired.
7/1/20XX 11
In a collective bargaining process, both parties
are legally bound to bargain in good faith. This
means they have a mutual obligation to
participate actively in the deliberations and
indicate a desire to find a basis for agreement.
There are three main classification of
bargaining topics: mandatory, permissive, and
illegal.
Wages, health and safety, management rights,
work conditions, and benefits fall into
the mandatory category.
12
Permissive topics are those that are not
required but may be brought up during the
process. An example might include the
requirement of drug testing for candidates or
the required tools that must be provided to
the employee to perform the job, such as a
cellular phone or computer. It is important to
note that while management is not required
by labor laws to bargain on these issues,
refusing to do so could affect employee
morale. 13
We can also classify bargaining issues
as illegal topics, which obviously
cannot be discussed. These types of
illegal issues may be of a discriminatory
nature or anything that would be
considered illegal outside the agreement.
14
Examples of Bargaining Topics
•Pay rate and structure
•Health benefits
•Incentive programs
•Job classification
•Performance assessment procedure
•Vacation time and sick leave
•Health plans
•Layoff procedures
•Seniority
•Training process
•Severance pay
•Tools provided to employees
•Process for new applicants
15
The collective bargaining process has five main steps;
The first step is the preparation of both parties. The
negotiation team should consist of individuals with
knowledge of the organization and the skills to be an
effective negotiator. An understanding of the working
conditions and dissatisfaction with working conditions
is an important part of this preparation step.
Establishing objectives for the negotiation and
reviewing the old contract are key components to this
step. The management team should also prepare and
anticipate union demands, to better prepare for
compromises.
7/1/20XX 16
The second step of the process involves both
parties agreeing on how the time lines will be
set for the negotiations. In addition, setting
ground rules for how the negotiation will occur
is an important step, as it lays the foundation
for the work to come.
7/1/20XX
In the third step, each party comes to the table with proposals. It
will likely involve initial opening statements and options that exist to
resolve any situations that exist. The key to a successful proposal is
to come to the table with a “let’s make this work” attitude. An initial
discussion is had and then each party generally goes back to
determine which requests it can honor and which it can’t. At this
point, another meeting is generally set up to continue further
discussion.
7/1/20XX Pitch deck title 18
Once the group comes to an agreement or settlement
(which may take many months and proposals), a new
contract is written and the union members vote on
whether to accept the agreement. If the union doesn’t
agree, then the process begins all over again.
lective Bargaining
Collective Bargaining
For
Listening
Collective Bargaining
Employees and coworkers are
more productive, more loyal -
satisfied and happy - when they
are treated fairly, decently, and
with dignity than when they are
used and taken for granted, when
they feel like no more than a tiny
cog in a giant corporate wheel. —
Collective Bargaining
