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    Collective Bargaining

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    Sazidul Islam Prantik
    Collective bargaining is the process through which unions and employers negotiate the terms of employment for unionized workers. A team from the union and a team from management meet to exchange proposals on issues like wages, benefits, and working conditions. Preparation is key - both sides research economic conditions, canvass their members or employees, and determine their bargaining goals and resistance points. Negotiations proceed through stages from initial positioning to final agreement drafting. Bargaining power shifts between unions and employers based on economic conditions, the skills of the workforce, and laws governing strikes and replacements.

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    Collective Bargaining

    Uploaded by

    Sazidul Islam Prantik
    29 views15 pages
    Collective bargaining is the process through which unions and employers negotiate the terms of employment for unionized workers. A team from the union and a team from management meet to exchange proposals on issues like wages, benefits, and working conditions. Preparation is key - both sides research economic conditions, canvass their members or employees, and determine their bargaining goals and resistance points. Negotiations proceed through stages from initial positioning to final agreement drafting. Bargaining power shifts between unions and employers based on economic conditions, the skills of the workforce, and laws governing strikes and replacements.

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    Collective bargaining is the process through which unions and employers negotiate the terms of employment for unionized workers. A team from the union and a team from management meet to exchange proposals on issues like wages, benefits, and working conditions. Preparation is key - both sides research economic conditions, canvass their members or employees, and determine their bargaining goals and resistance points. Negotiations proceed through stages from initial positioning to final agreement drafting. Bargaining power shifts between unions and employers based on economic conditions, the skills of the workforce, and laws governing strikes and replacements.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    29 views15 pages

    Collective Bargaining

    Uploaded by

    Sazidul Islam Prantik
    Collective bargaining is the process through which unions and employers negotiate the terms of employment for unionized workers. A team from the union and a team from management meet to exchange proposals on issues like wages, benefits, and working conditions. Preparation is key - both sides research economic conditions, canvass their members or employees, and determine their bargaining goals and resistance points. Negotiations proceed through stages from initial positioning to final agreement drafting. Bargaining power shifts between unions and employers based on economic conditions, the skills of the workforce, and laws governing strikes and replacements.

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    Download as ppt, pdf, or txt
    of 15

    COLLECTIVE BARGAINING

    Industrial Relations
    prepared by: m h khan
    Collective Bargaining

     Collective bargaining is the negotiation process


    through which the terms and conditions of
    employment for unionized staff are determined
     A team of employer representatives will meet with
    a team of union representatives to exchange
    proposals
    Structure of Bargaining Unit

     Structure – the number and type of employer and


    union groups
    ◦ Single-employer, single-union, single-establishment most
    common
    ◦ Single-employer, single-union, multiple establishment also
    common
    ◦ Single-employer, multiple-union, single establishment less
    common
    ◦ Single-employer, multi-establishment, multi-union is rare
    The Negotiation Process

    Distinctive features:
     Union–management negotiations address a broad
    range of issues
     Union–management negotiations are statutorily
    regulated
     Conducted by representatives of the parties who have
    final approval
     Union–management relationships are long term
    Q5. Bargaining Strategies

     Collective Bargaining Strategies


    ◦ Distributive approach is competitive
    ◦ Integrative bargaining is collaborative

     Sub Processes
    ◦ Attitudinal structuring influenced by activities that
    impact on the parties relationship
    ◦ Intra-organizational bargaining occurs within each
    team to achieve consensus within group
    Q6. Preparation for Bargaining

     Must notify the other party of intention to


    bargain — generally union notifies
     Required to commence bargaining in good
    faith after receipt of notice
     Parties engage in extensive preparations
     Canvass constituents
    Preparation

     Management will monitor:


    ◦ worker attitudes and concerns
    ◦ overall economic and political environment
    ◦ union’s developments
    ◦ local or industry wages
    ◦ company policies
    ◦ grievances
     Management will research non-wage issues
    Preparation

    The union will:


     Monitor economic and political context
     Solicit members input on proposals
     Hold membership meetings
     Conduct background research
    Q2: - Bargaining Goals and Objectives

     Teams consider range of outcomes


     Establish target points (hoped for outcome)
     Establish resistance points (minimum
    outcome party will accept)
     Then formulate an opening offer
    Bargaining Goals and Objectives
    (continued)

     To reach agreement resistance points


    must overlap to some degree
     “Zone of potential agreement” — area
    of overlap
     A non quantifiable principle may
    prevent a positive settlement zone
    Stages of Negotiations

    ◦ Stage 1 - Settling in (opponents get to


    know each other)
    ◦ Stage 2 - Consolidation (each side puts
    forward positions and arguments)
    ◦ Stage 3 - Finalization (settlement zone)
    ◦ Stage 4 - Mopping-up (drafting language)
    Role of Bargaining Power

     Bargaining power is the ability to secure


    another’s agreement on one’s own
    terms. (Chamberlain and Kuhn, 1986)
     Union bargaining power increases:
    ◦ in good economic times when demand high
    ◦ if workers are highly skilled
    ◦ if majority of operation in bargaining unit
    ◦ if losses are imposed on employer from
    strike, increased grievances, increased
    absenteeism, vandalism and sabotage
    Role of Bargaining Power

     Employer bargaining power relates to:


    ◦ The economic costs to workers of a
    strike or lockout
    ◦ Legislation allowing use of replacements
    workers
    ◦ Legislation that declares certain workers
    essential or prohibits strikes
    ◦ Public Opinion
    Role of Bargaining Power

     Bargaining power shifts quickly as a result of


    economic and political trends
     With high unemployment, settlements have
    been modest
     With impending retirement of baby boomers,
    the balance of power may be about to shift
    again
    Overall Assessment

     Balance of power shifts to Employers in bad


    economic times
     Workers are generally better off with
    collective bargaining than without
     Unionized workers wages, benefits and
    working conditions generally higher and
    better than non-unionized staff

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