COLLECTIVE BARGAINING

PRESENTED BY:
 ALICE MOIRANGTHEM
 M.Sc Nursing 2nd Year
INTRODUCTION:
 Bargaining is the process of cajoling, debating,
discussing and even threatening so as to arrive at
an amicable agreement for those being
represented.
 The term “ collective” in collective bargaining is
used because both the employer and the
employees come together and put a collective effort
to establish mutually agreeable terms and
conditions for employment.
HISTORY OF COLLECTIVE
BARGAINING:
 In India, the emergence of the National
Commission on Labour in 1966 was a epoch-
making in the history of collective bargaining in
India. The Commission made comprehensive
investigations into almost all the problems relating
to labour. The role of collective bargaining in solving
labour problems was duly appreciated by making a
series of recommendations to make collective
bargaining more effective in future.
DEFINITION:

 Collective bargaining is the process of negotiating the

terms of employment between an employer and a
group of workers. Usually the conditions of
employment, working conditions and other workplace
rules, salary structure, working hours, holidays, sick
leave, vacation time, retirement benefits and health
care benefits etc are taken up for the negotiation.
 OR
 Collective bargaining has been defined as the
technique that has been adopted by unions and
management for compromising their conflicting
interests.
OBJECTIVES:

PEACEFUL CO-EXISTENCE FOR MUTUAL BENEFITS AND PROGRESS

INTERESTS OF THE EMPLOYEES

EMPLOYER-EMPLOYEE
RELATION
AGREEMENT
ON WORK
CONDITION
CHARACTERISTICS:

COLLECTIVE FORMAL REPRESENTATION

DYNAMIC AND
STRENGTH FLEXIBLE
CONTINUOUS

VOLUNTARY IMPROVEMENT BIPARTITE PROCESS

PRE-REQUISITES OF COLLECTIVE BARGAINING:

 Freedom of associations and independence of unions.

 Stability of organizations of workers and employers.

 Favorable political climate- the Government should not only

be sympathetic but also encourage collective bargaining and
agreements.
 Mutual trust and respect and also willingness on the part of
the parties concerned to settle all matters by collective
bargaining or negotiations.
 Bargaining power of each party depends on the strength of
its organization, knowledge and skill of negotiation of its
representatives, trade recession and shortages, surplus of
labor particularly in regard to semi-skilled and unskilled
workers.
PRINCIPLES FOR COLLECTIVE BARGAINING:

1. MANAGEMENT

2. TRADE UNION

3. TRADE UNION AND MANAGEMENT

TYPRES OF COLLECTIVE BARGAINING:

PRODUCTIV
DISTRIBUTIVE COOPERATIVE COMPOSITE
ITY
 PROCESS OF COLLECTIVE BARGAINING:

ENFORCI
FORMAL NG
IZING PHASE
SETTLE
MENT PHASE
BARGAI
NING PHASE
POSSIBLE
ALTERNAT PHASE
DISCUSSI IVES/PROP
PREPARA ON OSAL
TORY PHASE
PHASE
COLLECTIVE BARGAINING AND NURSING

 There are many reasons on why the nurses start bargaining,

mention could be made of: working conditions and safety,
wages, salary, autonomy, staffing, benefits, cadre,
promotions, etc. Job dissatisfaction is also reported as a
precursor to increased nurse union activities.
 Some of the obstacles of collective bargaining in nursing
are:
 Registered nurses who participate in organizing drives could
be summarily fired.
 Employer’s reluctance (hospital could refuse to recognize
and bargain with nursing organizations)
 Multiple unions

 Weak unions, political interferances

NURSE MANAGERS ROLE IN COLLECTIVE
BARGAINING:

 Nurse managers should evaluate their management

skills and take continuing education courses to improve
them. Motivational techniques are important for the
nurse administrators to possess because they work
through others. They must listen carefully to staff
concerns and represent staff associates wishes to top
management. The nurse administrators need to know
about the labor relations.
MERITS AND DEMERITS OF COLLECTIVE
BARGAINING
MERITS:
 It provides nurses the opportunity to have a voice regarding regarding
professional issues of staffing and working practice as well as wages,
benefits and working conditions.
 Promotes nurses democracy and their participation in management.

 Helps in establishing harmonious relationship between nurse employee

and the employer.
 Emphasizes on the interests and benefits of both parties.

 Eliminate unnecessary expenditure and avoids bitterness among nurses and

their employers.
DEMERITS:
 The collective bargaining process may not be fair at all times.

 The decision is often influenced by power and politics.

 The immediate consequence of collective bargaining if not fulfilled is

strike or lock out.
ROLE OF TNAI IN COLLECTIVE BARGAINING:

 To approach Union/State Governments and other employing

agencies to form Grievances Committees solve all local problems,
personal or professional, wherever possible.
 To have a State level committee with a TNAI representative to act
as arbitrator to by the local Grievances Committee.
 To encourage and assist State Government Nurses Service
Associations in recognizing negotiating bodies by the employers.
 The association would extend cooperation and create opportunities
for joint activities and action under terms and conditions, where the
State Government Nurses organization already exist.
 TNAI and its members will not support any strike controlled or
voted by any union, or organization which includes employees
other than nurses.
 The TNAI members may support a strike action where the welfare
of the members of the profession as a whole, or the improvement
of nursing services to the community and the State Government
Nurses Association and State Branch.
BIBLIOGRAPHY:
 PRINCIPLES AND PRACTICE OF NURSING MANAGEMENT
AND ADMINISTRATION FOR B.Sc AND M.Sc NURSING,
Jogindra Vati, Jaypee, page no: 472-475.
 BT BASAVANTHAPPA, NURSING ADMINISTRATION,
JAYPEE, 2ND EDITION, Page no: 784-786.
 TEXTBOOK OF ADVANCED NURSING PROCEDURES,
NAVDEEP KAUR BRAR, HC RAWAT, Page no: 111-116.
 https://www.slideshare.net>mobile