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Collective Bargaining
,
Prepared by
— Creative Crew
“Creative Crew”
group identification
Crew number Crew name ID
# Crew 1 Rahat Ahmed Chowdhury 131-116-051
# Crew 2 Shufia B...
Acknowledgment
Preparing this assignment appeared to be a great experience to us. It added a lot to
our knowledge. This as...
Collective Bargaining at a glance......
In a short sense, collective bargaining is
the way of resolving disputes.
Collecti...
Collective Bargaining defined......
Collective bargaining is a mode of fixing the terms of employment
by means of bargaini...
History of Collective Bargaining
The term Collective Bargaining (CB)
was first introduced in 1891 by
‘Beatrice Webb’ a fou...
Legal framework of Collective Bargaining
The legal framework on collective bargaining is governed by the
provisions of the...
Objectives of Collective Bargaining
 Settle disputes/conflicts relating to wages and working conditions;
 Protect the in...
Characteristics of Collective Bargaining
Collective: Collective bargaining is a two way group process where the
employers ...
Characteristics of CB continues…
Improvement: It is a method to improve the employer-employees
relation in organization an...
Characteristics of CB continues…
Dynamic: Collective bargaining is dynamic, that go on changing over a
period and grows an...
Structure of Collective Bargaining
Plant level: It is the basic or
micro level unit. Bargaining
conducted between the mana...
Types of Collective Bargaining
 Distributive or Conjunctive bargaining involves zero-sum
negotiations, in other words, on...
Collective Bargaining activities
Major activities in collective bargaining are:-
(1) To undertake collective bargaining wi...
Issues in Collective Bargaining
1. Wages and working conditions
2. Work norms
3. Incentive payments
4. Job security
5. Cha...
Collective Bargaining Agent (CBA)
In relation to IRO 1969 & Bangladesh Labor Code, 2006; the
collective bargaining agent (...
Selection process of CBA
(1) In any enterprise if there exist only one registered union with
membership equivalent to a on...
Selection process of CBA continues…
 Correction of the list if required and give the copy of the list to
registrar and co...
Collective Bargaining process
Collective Bargaining process
consists of 5 steps. They are:
 Preparation
 Discussion
 Pr...
CB process continues…
Preparation: This phase involves composition of a negotiation team.
Discussion: Both parties decide ...
CB process continues…
Bargaining: Negotiations are easy if a problem solving attitude is
adopted. This stage comprises the...
Do’s & Don’ts of Bargaining Agents
Investigate each case
Talk with the employee
Must identify specific provisions
Comp...
Do’s & Don’ts of Bargaining Agents
Discuss the case publicly
Meet with individual employee alone
Hold back the remedy
...
Importance of Collective Bargaining
From the (management’s) point of view:
 helps in reducing labor problems to the minim...
Importance of CB continues…
From the (employee’s) point of view:
 develop a sense of responsibility and accountability am...
Importance of CB continues…
From the (society’s) point of view:
Collective bargaining leads to industrial peace in the co...
Keys to success in Collective Bargaining
 There must be a change in the attitude of employers and employees.
 The employ...
Failure in Collective Bargaining
Unfair or corrupt labor practices.
Non availability of factual data.
Failure on the pa...
Collective Bargaining in Bangladesh
Collective Bargaining system in Bangladesh is very much weak. Several
factors are resp...
CB in Bangladesh continues…
 Due to lack of education and intransigent attitude of some
employers, workers have more fait...
References
‘Industrial Relations’ by Khan & Taher
‘Essentials of Human Resource
Management’ by Omar Ali
‘Bangladesh Lab...
Thank You!!!
If You have any question
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Collective bargaining

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Semester project made on collective bargaining

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Collective bargaining

  1. 1. Collective Bargaining , Prepared by — Creative Crew
  2. 2. “Creative Crew” group identification Crew number Crew name ID # Crew 1 Rahat Ahmed Chowdhury 131-116-051 # Crew 2 Shufia Befum Shuly 131-116-066 # Crew 3 Koyray Alahe Tuhin 131-116-060 # Crew 4 Md. Abdul Matin 131-116-070 # Crew 5 Sonchita Rani Nath 131-116-054 # Crew 6 Sourov Badiya 131-116-259
  3. 3. Acknowledgment Preparing this assignment appeared to be a great experience to us. It added a lot to our knowledge. This assignment is one of our memorable experiences in student life. We also would like to give a lot of thanks to our honorable course teacher, Md. Rakeullah Chowdhury for giving us a wonderful opportunity to make such an interesting and valuable assignment and giving us a clear concept about the assignment.
  4. 4. Collective Bargaining at a glance...... In a short sense, collective bargaining is the way of resolving disputes. Collective bargaining is made of 2 words Collective: which implies group action through its representatives Bargaining: which suggests negotiating Thus it implies, “Collective Bargaining (CB) is the negotiation between representatives of management and workers to produce a written agreement covering terms and conditions of employment. “ CB
  5. 5. Collective Bargaining defined...... Collective bargaining is a mode of fixing the terms of employment by means of bargaining between an organized body of employees and an employer or an association of employers usually acting through organized agents. R.F.Hoxie Collective Bargaining is a process in which the representatives of a labor organization and the representatives of the business organization meet and attempt to negotiate a contract or agreement which specifies the nature of the employee-employer union relationship. Edwin B.Flippo
  6. 6. History of Collective Bargaining The term Collective Bargaining (CB) was first introduced in 1891 by ‘Beatrice Webb’ a founder of the field of industrial relations in Britain. It was introduced as a basic human right. In the United States, the National Labor Relations Act of 1935 made it illegal for any employer to deny union rights of an employee. The issue of unionizing was more controversial until the 1950s. In 1952 President John F. Kennedy issued an executive order granting federal employees the right to unionize. In the subcontinent collective bargaining was introduced in the 20th century. Collective Bargaining (CB) was first introduced in Bangladesh under the framework of Industrial Relations Ordinance, 1969
  7. 7. Legal framework of Collective Bargaining The legal framework on collective bargaining is governed by the provisions of the Labor Act 2006. According to section 209 and 210 of the act collective bargaining is the first step in the industrial dispute settlement mechanism. Bangladesh has ratified ILO Conventions 87 and 98 on freedom of association and collective bargaining and thus is required to protect the rights contained therein.
  8. 8. Objectives of Collective Bargaining  Settle disputes/conflicts relating to wages and working conditions;  Protect the interest of workers through collective actions;  Resolve differences over knotty issues.  Carry out negotiations voluntarily, without interference from a third party.  Arrive at an amicable agreement through a process of give and take.  To have peaceful co-existence for the mutual benefits and progress.  To maintain employee-employer relation bilaterally.
  9. 9. Characteristics of Collective Bargaining Collective: Collective bargaining is a two way group process where the employers representative and employees representatives sit together to negotiate terms of employment. Strength: Both the parties in collective bargaining are strong and equal. Voluntary: Both parties come to the negotiation table voluntarily in order to go in particular negotiation. It is based on discussion, mutual trust and understanding.
  10. 10. Characteristics of CB continues… Improvement: It is a method to improve the employer-employees relation in organization and resolve management and employees conflicts. Representation: Collective bargaining is between the representatives of employees and management. The management does not directly deal with employees. It carries negotiations with the representatives/executives of unions and association. Flexible: It is a flexible and continuous process and not fixed or static.
  11. 11. Characteristics of CB continues… Dynamic: Collective bargaining is dynamic, that go on changing over a period and grows and expand the way of agreement, the way of implementation and way of discussion. Bipartite Process: Because the employee and employers representatives negotiate directly face to face across the table.
  12. 12. Structure of Collective Bargaining Plant level: It is the basic or micro level unit. Bargaining conducted between the management and CBA of the same plant. Industry level: Several units in same industry form an association/unions and bargain for common cause National level: Here the bargaining is between federation(s) of unions and an employer’s association
  13. 13. Types of Collective Bargaining  Distributive or Conjunctive bargaining involves zero-sum negotiations, in other words, one side wins and the other loses. e.g. wages, benefits, bonus, etc.  In Cooperative or Integrative bargaining both the parties may gain or at least neither party loses. e.g. better training programmes.  In Productivity bargaining worker’s wages and benefits are negotiated against their productivity. That means, the more they productive, the better wages and benefit they will get.  In Composite bargaining, worker’s bargain usually for wages comparing with their work level, employment level and environmental hazards etc.
  14. 14. Collective Bargaining activities Major activities in collective bargaining are:- (1) To undertake collective bargaining with the employer or employee on matters connected with employment, non-employment, terms of employment or the conditions of work. (2) To represent all or any of the workmen in any proceedings (3) To declare the strike or may issue the notice of strike under the provision of law. (4) To nominate the representative of workmen on the workers participation fund, or on the Board of Trustee or provident fund.
  15. 15. Issues in Collective Bargaining 1. Wages and working conditions 2. Work norms 3. Incentive payments 4. Job security 5. Changes in technology 6. Work tools, techniques and practices 7. Staff transfers and promotions 8. Grievances 9. Disciplinary matters 10. Health and safety 11. Insurance and benefits 12. Union recognition 13. Union activities/responsibilities 14. Management rights
  16. 16. Collective Bargaining Agent (CBA) In relation to IRO 1969 & Bangladesh Labor Code, 2006; the collective bargaining agent (CBA) can be defined as: ‘collective bargaining agent’, in relation to an establishment or group of establishments, means the trade union of workers or federation of trade group of establishments in the matter of collective bargaining; Collective Bargaining Agent described in Section 202 in Bangladesh Labor Code & in Section 22 in IRO 1969.
  17. 17. Selection process of CBA (1) In any enterprise if there exist only one registered union with membership equivalent to a one third of the total number of workers employed in an enterprise, than that union is legally authorized to work as CBA without any election (2) In case there exist more than one legal union, a CBA is elected from among those unions on the basis of secret balloting. The election process is:-  Collection of application form from registrar for election  List of employees or members should be given to the registrar by the owner.  Registrar will check the list of members and give it to the unions.
  18. 18. Selection process of CBA continues…  Correction of the list if required and give the copy of the list to registrar and competitors.  The list should be given to owners and competitors before the 4 days of election  Publicity near the voting centre. But publicity within the 50 yards of voting centre is prohibited  The registrar will perform all the election related activities  Duration of the elected CBA is 2 years.
  19. 19. Collective Bargaining process Collective Bargaining process consists of 5 steps. They are:  Preparation  Discussion  Proposal  Bargaining  Settlement
  20. 20. CB process continues… Preparation: This phase involves composition of a negotiation team. Discussion: Both parties decide the rules that will guide the negotiations. Proposal: It involves the initial opening statements and the possible options that exist to resolve them.
  21. 21. CB process continues… Bargaining: Negotiations are easy if a problem solving attitude is adopted. This stage comprises the time when ‘what ifs’ and ‘supposals’ are set forth and the drafting of agreements take place. Settlement: This stage is described as consisting Of effective joint implementation of the agreement through shared visions, strategic planning and negotiated change.
  22. 22. Do’s & Don’ts of Bargaining Agents Investigate each case Talk with the employee Must identify specific provisions Comply with the time limits Visit the work area Were there any witnesses? Examine personnel records Prior grievance records Private grievance discussions Fully inform own supervisor Do’s:
  23. 23. Do’s & Don’ts of Bargaining Agents Discuss the case publicly Meet with individual employee alone Hold back the remedy Admit to past practices Don’ts: Settle grievances based on what is “fair” for you Bargain over items not covered Give long written answers Deny grievances because “your hands have been tied by management”
  24. 24. Importance of Collective Bargaining From the (management’s) point of view:  helps in reducing labor problems to the minimum and in maintaining cordial relations between labor and management.  opens up the channel of communication between the workers and management thus increasing worker participation in decision making.  create a sense of job security among employees.  ease situation for management to resolve issues at the bargaining level
  25. 25. Importance of CB continues… From the (employee’s) point of view:  develop a sense of responsibility and accountability among the employees.  increases the morale and productivity of employees.  helps in securing a prompt and fair settlement of grievances.  effective Collective Bargaining machinery strengthens and gives value to the trade unions movement.
  26. 26. Importance of CB continues… From the (society’s) point of view: Collective bargaining leads to industrial peace in the country which in turn helps to increase the pace of a nation’s efforts towards economic and social development. It helps in implementation of labor legislation.
  27. 27. Keys to success in Collective Bargaining  There must be a change in the attitude of employers and employees.  The employers and employees should enter upon negotiations on points of difference or on demands with a view to reaching an agreement.  Unfair labor practices should be avoided and abandoned by both sides.  The terms of the contract should be put down in writing and embodied in a document.  Collective bargaining should be based on facts and figures.  Once an agreement is reached, it must be honored and fairly implemented.  A provision for arbitration should be incorporated in the agreements
  28. 28. Failure in Collective Bargaining Unfair or corrupt labor practices. Non availability of factual data. Failure on the part of management to recognize the trade union. Politicization of issues. Multiplicity of trade unions. Unequal strength of parties participating in the collective bargaining process. Lack of objectivity in addressing and handling a grievance
  29. 29. Collective Bargaining in Bangladesh Collective Bargaining system in Bangladesh is very much weak. Several factors are responsible for it. So far, collective bargaining system has not made in remarkable progress in Bangladesh for the following reasons:-  Unions are not organized enough to bargain collectively  Many trade union leaders are not educated enough to comprehend problems of workers and employers in a broad prospective.  A good number of trade union leaders are either self-interested or politically motivated persons.  Ethical positions of most of the unions are not strong enough
  30. 30. CB in Bangladesh continues…  Due to lack of education and intransigent attitude of some employers, workers have more faith in acts of violence than the process of collective bargaining to realize their demand.  Very often lack of good faith in each other hinders the progress and success of collective bargaining.  Management often failure to have direct communication with workers.  Inefficient conciliation role of government resulting in poor collective bargaining.
  31. 31. References ‘Industrial Relations’ by Khan & Taher ‘Essentials of Human Resource Management’ by Omar Ali ‘Bangladesh Labor Code 2006’ ‘www.slideshare.net’ ‘www.wikipedia.org’
  32. 32. Thank You!!!
  33. 33. If You have any question

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