SEMINAR ON COLLECTIVE BARGAING
COLLECTIVE BARGANINGBy:- Firoz QureshiDept. Psychiatric Nursing
Definition:- COLLECTIVE BARGANING is a process of discussion and negotiation between two parties one or both of whom is a group of persons acting in concert 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.
COLLECTIVE BARGANINGCOLLECTIVE BARGANING is an agreement between a single employer or an association of employers on the one hand and a labor union on the other, which regulate the terms and condition of employment. -Tudwig Tellor
COLLECTIVE BARGANING The process of collective bargaining is a method by which management and labor may explore each others problem and view points and develop a framework of employment relations within which both may carry on there daily association in a spirit of co-operative goodwill and for there mutual benefit. -National association of Manufacturers.
PRE-REQUISITES :- 6 essential of pre-requisites Existence of truly representatives and strong trade union Existence of a progressives management.Absence of any external pressure either on the employer or on the worker to come to the kind of agreement desired by the authority exerting the pressure.
.Existence of a measure of parties of strength or Bargaining power between the trade union and management.Delegation of authority to an officer involved in negotiation.Acceptance of a fact finding approach by the management as well as the union.
CHARACTERISTICS It is a group action / initiated through the representatives of workers.It is flexible and mobile and not fixed or static. It is two partly process.
.It is a continuous process
It is dynamic & non static
It is an industrial democracy at work.
PRINCIPLES FOR THE MANAGEMENT:
FOR THE TRADE MANAGEMENT:
FOR UNION AND MANAGEMENT:
PRINCIPLES FOR THE MANAGEMENT: must develop & consistently follow a realistic labor policy.
must grant reorganization to the the tread union / associations without any reservations & accept it as a constructive force in the organization.
should not assure the employee goodwill will always exist.
.should extend fair treatment to the trade union
should not wait for the trade union to bring employee grievances to it notice.
should deal only with one tread Union or association in the organization.
PRINCIPLES FOR THE TRADE MANAGEMENT:Right granted to organize labor
Trade union leaders should appreciate the economic implications
Trade union leaders should not imagine that their only function is to secure higher wages, shorter hours of work & better working conditions for their members.
.Should assist in the removal of such restrictive rules & regulations that are likely to increase costs & prices & reduce the amount that can be paid out as wages.
Should resort to strike only when all other methods of the settlement of dispute have failed
PRINCIPLES FOR UNION AND MANAGEMENT:C. B. should be made Education as well as Bargaining process.
Their must be an Honest attempt at solving problems.
Should command the Respect of each other & should have enough Bargaining power to enforce the terms of agreement that they may arrive at.
.must be mutual confidence & good faith, and a desire to make effective in practice.
should be an Honest, able & responsible leadership, for only this kind of leadership will make C.B.effective & meaningful.
two parties should meticulously observed & abide by the entire National & state laws which are applicable to C.B.
Both parties must bear in mind the fact: in a sense, a form of price fixation & success
PURPOSES OF COLLECTIVE BARGAINING BY NURSES:Many companies are more successful in Health care than in other industries comparatively right of Nurses ignored. E.g. Birla, Population of nurses in large comparative to other codes.Nurses have low rate of unionization.
.Moving from adversarial relationship to one co-operation to the institutions in responding to the demands of consumer & in determining the patient care cost. Low wages, low rights comparative to Government nurses.Today nurses are knowledgeable workers, but decrease knowledge practices is increase, coalition increase, demand increases.
.Nurses seek ways to protect themselves.
Nurses have legal right to bargain.
Nurses have right to defend themselves against charges & opportunity
QUALITIES OF COLLECTIVE BARGAINING AGENT : Role model in nursing acceptable to all nursing personal.
Decision making abilities- problem solving ability.
Intellectual capacity- National, State: Laws.
Communication skill (IPR).
RULE GOVERNING LABOR RELATIONS:When two parties agree bargain in good faithmay not to pressure an employer employees are required to pay dues for membership
PROHIBITED UNFAIR LABOR PRACTICES OF UNIONS: Requiring a self- employed person or an employer to join a union.Forcing an employer to cease doing business with another person. This placed a ban on secondary boycotts, which were then prevalent in unions.Forcing an employer to Bargain with one union when another union has already been certified as the Bargaining agent.
.Forcing an employer to assign certain work to members of one union rather than another.Changing excessive or discriminatory initiation fees. Causing or attempting to cause an employer to pay for necessary services.
PROCESS Formation of bargaining committee.Adoption of buy-laws, election of officers Recognition by NLRB certification.Election of Collective bargaining unit.
.Gather data to make central proposal.Bargaining committee is selected to Negotiate.As per number verify ( or Reject ) if verified both parties sign.
SETTLING LABOR DISPUTES: When labor disputes arise, several Action can be taken to help resolve the differences.
1. MEDIATION & ARBITRATION-2. STRIKES AND LOCKOUTS-3. REINSTATEMENT PREVILEGE-4. OTHR METHODS OF INFLUENCING SETTLEMENT:
ISSUES RELATED TO COLLECTIVE BARGAINING AND NURSING :Four major issues :1.as unprofessional2. group will represent nursing 3. the question of whether to join a union when one exists 4. deals with the role of the supervisor.