The FLRA adjudicates unfair labor practice ULP disputes, issues raised by representation petitions, exceptions to grievance arbitration awards, and resolves negotiability disputes raised by the parties during collective bargaining. The FLRA, among other things, is charged with investigating and deciding the merits of ULP charges filed by any person against federal agencies or labor organizations.
Absent settlement, a formal complaint will issue and the matter will be set for hearing before an Administrative Law Judge of the FLRA. B by any labor organization concerning any matter relating to the employment of any employee; or. All federal-sector collective-bargaining agreements CBAs must provide a negotiated grievance procedure NGP for resolution of grievances. The required procedures must provide for binding arbitration of any grievance not satisfactorily settled.
Factors such as workload and working conditions can impact on this long-term relationship. So it is in the best interest of both parties to ensure that the employees are happy. Concessionary bargaining is based on unions giving back previous benefits to the employer. For instance, trade unions may agree to lower wages in return for job security. This may come during an economic decline whereby job security is more important to the unions than higher wages. The main aim of concessionary bargaining is to strengthen the business in order to ensure its survival alongside its employees.
The NFLPA was the first recognised players union and in they went on strike over pay and pensions. After eleven days of strikes, an agreement was reached which increased salaries of rookie and veterans, whilst also guaranteeing them a pension. Since then, there have been 6 sub sequential agreements which have since increased wages in the early years and introduced medical insurance in the later years.
For instance, the agreement included the extension of medical expenses post-career after a players insurance ran out. These agreements have largely changed away from minimum salary requirements as its key focus, and towards negotiations around salary caps instead. For instance the most recent agreement covered salary caps, free agency rules, rookie compensation, and franchise tags.
It was a four-year agreement which will be reviewed in It follows years of stagnant pay as the company suffered from low steel prices. However, it benefited from President Trumps steel tariffs which have pushed up steel prices in the subsequent years.
In turn, the unions pressured the firm for greater distribution of its higher profits. In Scandinavia there are no minimum wages. Instead, they are set by collective bargaining.
It is not to be confused with a minimum wage which is universal and dictated by government. In Scandinavia, collective bargaining agreements are conducted on an industry by industry basis. For example, there may be a different minimum salary in retail than in hospitality. There are also variations that are agreed upon that allow for experience and age.
Unlike other minimum wages across the world, it is much more flexible and based on an agreement between employers and employees in the form of a union. Collective bargaining is commonplace in Scandinavia which uses it instead of minimum wages to set a base salary for workers.
So rather than having a universal minimum wage, employees unions agree on a wage structure. There are 5 main types of collective bargaining 1. Distributive Bargaining 2. Integrative Bargaining 3. Productivity Bargaining 4. The right of initiative is circumscribed within a framework of legislation.
Whenever, management fails to conform to the agreement of constitutional requirements, judicial machinery is provided by the grievance procedure and arbitration. This creates a joint Industrial Government where the union share sovereignty with management over the workers and defend their group affairs and joint autonomy from external interference. The industrial relations concept views collective bargaining as a system of industrial governance.
It is a functional relationship. Group Government substitutes the State Government. The union representative gets a hand in the managerial role. Discussions take place in good faith and agreements are arrived at.
The union joins with company officials in reaching decisions on matters in which both have vital interests. Thus, union representatives and the management meet each other to arrive at a mutual agreement which they cannot do alone. To some extent, these approaches represent stage of development of the bargaining process itself.
Early negotiations were a matter of simple contracting for the terms of sale of labour. Developments of the latter period led to the emergence of the Government theory. The industrial relations approach can be traced to the Industrial Disputes Act of in our country, which established a legal basis for union participation in the management. The collective bargaining advances the mutual understanding between the two parties i. The main object of the organisation is to get the work done by the employees at work at minimum cost and thus earn a high rate of profits.
Maximum utilization of workers is a must for the effective management. For this purpose co-operation is required from the side of the employees and collective bargaining is a device to get and promote co-operation. The labour disputes are mostly attributable to certain direct or indirect causes and based on rumors, and misconceptions.
Collective bargaining is the best remedial measure for maintaining the cordial relations. Labour has poor bargaining power. Individually a worker has no existence because labour is perishable and therefore, the employers succeed in exploiting the labourers. The working class in united form becomes a power to protect its interests against the exploitation of the employers through the process of collective bargaining.
The collective bargaining imposes certain restrictions upon the employer. Unilateral action is prevented. All employees are treated on equal footings. The conditions of employment and rates of wages as specified in the agreement can be changed only through negotiations with labour. Employer is not free to make and enforce decisions at his will. Collective bargaining can be made only through the trade unions. Trade unions are the bargaining agents for the workers.
The main function of the trade unions is to protect the economic and non- economic interests of workers through constructive programmes and collective bargaining is one of the devices to attain that objective through negotiations with the employers, Trade unions may negotiate with the employer for better employment opportunities and job security through collective bargaining.
Government is also concerned with the process of collective bargaining. Government passes and implements several labour legislations and desires it to be implemented in their true sense. If any person violates the rules and laws, it enforces them by force. Collective bargaining prevents the Government from using the force because an amicable agreement can be reached between employer and employees for implementing the legislative provisions. Labour problems shall be minimised through collective bargaining and industrial peace shall be promoted in the country without any force.
Collective bargaining is a peaceful settlement of any dispute between worker and employers and therefore it promotes industrial peace and higher productivity resulting an increase in the Gross National Product or the national income of the country.
The main objective of developing collective bargaining technique is to improve the workers-management relations and thus maintain peace in industries. The technique has developed in India only after India got independence and got momentum since then. The success of collective bargaining lies in the attitude of both management and workers which is actually not consistent with the spirit of collective bargaining in India. There are certain problems which hinder the growth of collective bargaining in India.
The following factors or activities act as hindrances to effective collective bargaining:. Collective bargaining is generally becoming a competitive process, i. Both the parties—management and workers—come to the negotiation table without doing their homework. To start with, there is often a kind of ritual, that of charges and counter charges, generally initiated by the trade union representatives.
In the absence of requisite information, nothing concrete is achieved. But in a period of recession, when demand of the product and the profits are falling, it is very difficult for the employer to meet the demands of the workers, he might even resort to retrenchment or even closure collective bargaining is no answer to such a situation. In industries, where the prices of products are fixed by the Government, it becomes very difficult for the employer to meet the demands of workers which would inevitably lead to a rise in cost of the products produced.
Whereas the supply price to the consumers cannot be increased. It will either reduce the profits of the firm or increase the loss. In other words, it will lead to closure of the works, which again is not in the interest of the workers. Most of the Indian trade unions are led by outsiders who are not the employees of the concerned organisations.
Even when his bonafides are beyond doubt, between him and the workers he leads, there cannot be the degree of understanding and communication as would enable him to speak on behalf of the workers with full confidence. One great weakness of collective bargaining is the multiplicity of trade unions.
In a multiple trade union situation, even a well recognised, union with long standing, stable and generally positive relationship with the management, adopts a militant attitude as its deliberate strategy. In Indian situation, inter-union rivalries are also present. Even if the unions combine, as at times they do for the purpose of bargaining with the employer they make conflicting demands, which actually confuse employer and the employees.
One of the weaknesses of collective bargaining in India is that the management deputes a low-status executive for bargaining with the employees. Such executive has no authority to commit anything on behalf of the management.
It clearly indicates that the management is not at all serious and the union leaders adopt other ways of settling disputes. The constraints are also imposed by the regulatory and participative provisions as contained in the Payment of Wages Act, the Minimum Wages Act, and Payment of Bonus Act etc.
Such provisions are statutory and are not negotiable. At the time when the old agreement is near expiry or well before that, workers representatives come up with fresh demands.
Such demands are pressed even when the industry is running into loss or even during the period of depression.
If management accepts the demand of higher wages and other benefits, it would prefer to close down the works. A prosperous industrial unit in the same region may agree with the trade unions to a substantial increase in wages and other benefits whereas a losing industry cannot do that.
There is always pressure on the losing industries to grant wages and benefits similar to those granted in other relatively prosperous units in the same region. Collective bargaining broadly covers subjects and issues entering into the conditions and terms of employment.
It is also concerned with the development of procedures for settlement of disputes arising between the workers and management. A few important issues around which collective bargaining enters in this developing country are as follows:.
In the under-developed countries in Asia, however, on account of the tradition concept of management functions and the immaturity of the industrialist class there is much resistance from the employers to recognise the status of the unions. Bargaining upon wage problems to fight inflation or rising cost of living and to resist wage cuts during depression has resulted in several amicable agreements.
But, no statistics are available for such amicable settlements. Another issue on which bargaining takes place is seniority, but in India, it is of less importance than in western countries. But, in India, lay-off, retrenchment, dismissal, rationalisation and participation in the union activities have been important issues for collective bargaining. Overtime work, holidays, leave for absence and retirement continue to be issues for bargaining in India, although they are not regarded as crucial.
The union security has also been an issue for collective bargaining, but it could not acquire much importance in the country, although stray instances are found. Have you created a personal profile? Login or create a profile so that you can save clips, playlists and searches.
Navigating away from this page will delete your results. Please save your results to "My Self-Assessments" in your profile before navigating away from this page. Summary Contents Key Concepts in Work clearly and concisely explains the central ideas, debates, and theories of work.
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