Explain the definition and the purpose of collective bargaining and collective agreement

Definition A collective agreement is defined under section 2 of the Industrial Relations Act, 1967 as follows:

An agreement in writing concluded between an employer or a trade union of employers on the one hand and a trade union of workmen on the other relating to the terms and conditions of employment and work of workmen or concerning relations between such parties

Therefore, by virtue of the above definition, a collective agreement must take either of the following form: (i) An agreement between an employer and a trade union of workmen; or (ii) An agreement between a trade union of employers and a trade union of workmen.

Collective agreements usually set out wage scales, working hours, training, health and safety, overtime, grievance mechanisms and rights to participate in workplace or company affairs.

The term collective bargaining is defined under s.2 of the IRA to mean negotiating with a view to the conclusion of a collective agreement.

Collective bargaining is a process of negotiations between employers and the representatives of a unit of employees aimed at reaching agreements that regulate working conditions. Collective bargaining consists of the process of negotiation between representatives of a union and employers (generally represented by management, in some countries by an employers' organization) in respect of the terms and conditions of employment of employees, such as wages, hours of work, working conditions and grievance-procedures, and about the rights and responsibilities of trade unions.

Purpose The purposes of the Collective Agreement are to promote harmonious relations between the Employer and employees, to establish an orderly collective bargaining relationship between the Employer and employees, to ensure the peaceful settlement of disputes and grievances, and to set forth an Agreement covering rates of pay and other working conditions and also to establish a progressive, partnership-based approach between the Office and the Union (the Parties) to the prevention and rapid resolution of grievances concerning all forms of harassment (in particular mobbing/bullying and sexual harassment), in accordance with due process, fair procedures and natural justice, having regard to relevant international labor standards and the ILO Declaration on Fundamental Principles and Rights at Work. The purpose of collective bargaining where regulations that allow promote or provide structure for collective bargaining can be justified on several different grounds. Most important at least in democratic, advanced economies, which will be our focus here seem to be workplace democracy, redistribution, and efficiency. It is hardly surprising that all three justifications/purposes are fiercely contested. There are those who believe that labor unions are nothing but monopolies, and that collective bargaining through unions achieves the exact opposite of its intentions: less democracy, regressive redistribution, and inefficiency. It is my view that such criticism is for the most part misguided, and that collective bargaining can be beneficial on all three fronts