Labour Relations & CB

Collective Bargaining (CB)

e/es enter in to a negotiation as a bargaining unit with an e/r with the object of reaching an agreement on the conditions of employment of the work people The process through which representatives of management and the union meet to negotiate a labor agreement

Conditions that favor CB

Single union multiple unions consensus Mgt open to request of unions Culture of organization CB in the right spirit Role of 3rd party should be minimized preferred bipartite agreement Aim at win-win situation

Harmonious work environment

Features of CB
1. Group Activity mgt, e/e, govt 2. Activity in Levels bipartite, last level tripartite

3. Flexibility
4. An art & a science bluffing, dramatics understanding process 5. Builds Relationships

Objectives of CB
e/es can voice their opinions Mutual agreeable solution

Prevention of conflicts through mutually signed contracts To maintain peaceful work environment
To enhance productivity

Stages of CB

The Collective Bargaining Process

Union prepares list of demands and concessions: Pay raises Overtime rates Benefits Security Seniority Management prepares list of demands and concessions: Scheduling Hiring and firing Pay cuts Production standards Discipline

Negotiation teams establish rules and schedule meetings

Negotiation and compromise

Ratification of contract

Rejection of contract

Union represents workers at that work facility

Union tactics: Strikes, Boycotts, Picketing

Management tactics: Lockouts, Strikebreakers

Renegotiation of contract

Grievance Resolution

Definition
A gap between e/e expectations & organizational rewards grievances 1. A written complaint filed by an e/e & claiming unfair treatment Dale Yoder 2. A complaint of one or more workers in respect of wage payments, over time, leave, transfer, promotion, seniority, job assignment & termination of services ILO

Causes of Grievances
Compensation or Incentives

Promotion or Transfer
Unpleasant organizational relationship Unhealthy working conditions

Causes of Grievances contd

Nature of job no match b/w job assignments & job specification Lack of adequate resource Rejection of leave, OT & other benefits

 Provide an opportunity to Open up & speak to reduce frustration Fair & just treatment to e/es Check on arbitrary actions adoption of right approach

Need for Grievance Redressal Procedure

Need for Grievance Redressal Procedure contd.

Open door policy free to express discontentment free upward communication

Acts like precedents while planning for new activity

Need for Grievance Redressal Procedure contd.

To maintain harmonious industrial relations To win the trust & confidence of e/es

Effective Grievance Redressal

Trust, confidence & respect e/e & management Identification of root cause of the problem Solve the problem at the lower level, in a amicable manner Resolve the issue without any delay

Effective Grievance Redressal contd

No violation of organizational policies To identify core issues which should be avoided in future Consider legal, social, financial, psychological aspects amicable settlement

Steps in a Grievance Redressal Procedure

Grievance Redressal Procedure in Unionized Organizations

Union plays an active role in settling grievances Step 1: Verbal communication to immediate supervisor discussed in conference 1-1 or 1- many Step 2 : If fails, supervisor forwards to the HOD - written description of the problem - manager/superintendent/IR officer gives verdict

Grievance Redressal Procedure in Unionized Organizations contd

Step 3 : If not acceptable, grievance committee union + management - solution can be thrown upon the e/e - Based on the criticality next stage Step 4 : Arbitrator 3rd party accepted by mgt & e/e - Decide to accept the decision final prior in advance

Grievance record form

Legislative Aspects
1. Conformity with existing legislation 2. Simple procedure Solved at the lowest possible level Referred to the appropriate authority Process should not demotivate employees Grievance addressed quickly

3. Communication of the procedure whom to approach Classification of problems

Legislative Aspects contd..

Interpersonal immediate line supervisor/ Grievance committee Employment follow the grievance procedure

4. Constitution of grievance committee Maximum of 6 members 2 mgt members = Dept. Head/1st stage redressal supervisor/ Personnel officer 2 union members = 1 concerned dept = 1 union rep 2 works committee = VP/Secretary of WC

Conflict Resolution
Constructive conflict is essential Avoidance - Try to withdraw from the situation rather than to face it Accommodating - Sacrifice own interest to resolve conflict in an amicable manner

Win-lose viewed as a competition by both members - One party takes the upper hand - Views are thrown on the other member

Conflict Resolution contd..

Arbitration 3rd party - Decision is final - Unbiased and objective analysis Mediation 3rd party - Mediates but doesnt pass judgment - Conciliation : mutually acceptable solution
Compromising common acceptable settlement Problem solving win-win situation