Collective bargaining is a process through which employees, represented by a union, negotiate with their employer over working conditions, wages, and other employment-related issues. There are several approaches to collective bargaining that have been developed over the years, each with its own strengths and weaknesses.
One approach to collective bargaining is the traditional approach, which is based on the premise that the employer and the union are adversaries who are in competition with each other. In this approach, the union and the employer engage in negotiations in order to reach an agreement on a contract, with each side trying to maximize its own interests. This approach is often characterized by power struggles, with the union and the employer using various tactics to try to get the upper hand.
Another approach to collective bargaining is the interest-based approach, which is based on the premise that both the employer and the union have common interests and can work together to find solutions that are mutually beneficial. In this approach, the parties engage in a collaborative problem-solving process, focusing on finding solutions that meet the needs of both sides. This approach is often more productive and leads to better outcomes, as it fosters a sense of trust and cooperation between the parties.
A third approach to collective bargaining is the integrative approach, which combines elements of both the traditional and the interest-based approaches. In this approach, the parties engage in negotiations with the goal of finding mutually beneficial solutions, but they are also prepared to use more traditional tactics if necessary. This approach allows the parties to take advantage of the strengths of both approaches and can be effective in situations where both sides have strong positions and are unwilling to compromise.
No matter which approach to collective bargaining is used, it is important for both the union and the employer to communicate effectively and negotiate in good faith. This can help to ensure that the collective bargaining process is productive and leads to an agreement that is fair to both sides. Overall, collective bargaining is an important tool for employees to have a say in the terms and conditions of their employment and to advocate for their rights in the workplace.
Collective Bargaining
Single union agreements may also have other agreements and those agreements are pendulum arbitration, no strike agreements and flexibility agreements. Sometimes there may even be a provision to change a CBA within its operational time if both parties agree to do so. The necessary data has to be collected on a number of issues. Profits doubled in less than two years. On the workers side, the team consists of the office bearers of the unions while from management side the team may consist personnel, production and finance managers, etc. The unions go along with such arrangement if they are convinced the straightÂforwardness, honesty, and open communications exist. For this purpose, there may be a series of meetings which focus attention on differences leaving other issues.
Collective Bargaining Process: 7 Step by Step Process
Here the negotiation process takes place between the unions. It also tightened, revised, or instituted several other practices and prohibitions, and repealed the non-Communist affidavit provisions. Thus, the purpose of the Collective Bargaining is to reach a mutual agreement between the employee and the employer with respect to the employment terms and enjoy a long term relationship with each other. Generally, two types of processes are adopted by the team- a Piecemeal negotiation, in which the issues are taken up one by one, b Total approach, in which all issues are negotiated, considering total effect here the negotiations are clearly spelt out by the management. There will be representatives from the union that negotiate on their behalf.
What are the types of Collective Bargaining? Business Jargons
The process can be seen on the right — starting from preparing for negotiations, followed by proposal of key demands, negotiation, agreement reached, and the after work of administering the agreement. Management must decide the representatives to negotiate at the negotiation table. It is because of these reasons the collective bargaining has fallen down to a greater extent in past years. Individuals, however, are responsible for the negotiation process that occurs when a collective bargaining deal is being struck. These strategies can be used to encourage the other side to agree to collective bargaining terms. In turn, employers would look to increase employees wages as a result. For example, employers must agree to discuss topics like wages and work hours because those subjects are mandatory under the NLRA.
