Arpudm Mam Colle Tive PPT 1

COLLECTIVE BARGAINIG
PRESENTED BY:- R.ARPUDHAM

M . S C . N U R S I N G A S S T. P R O F
INTRODUCTION
The term “collective bargaining” was
first used in the middle of 1891 by
economic theorist Beatrice Webb. The
National Railway Act and soon after the
National Labor Relations Act made it
illegal for any employer to deny union
rights to an employee.
Another step in this direction came in
1962 when president John Kennedy
issued on executive order granting
Federal employees the right to unionize
and collective bargain. Collective
bargaining has even been recognised
internationally as a basic human right.
DEFINITION
It is process of joint decision
making and basically represents a
democratic way of life in industry.
In this type the wor ker s and the
INTEGR
In this type bo
BARGA
ga
ma nage me nt tr y to build up
conse nsua l re la tionship a mong the ir
own groups.
TYPES
be twe e n both pa rtie

a ttitude s is r e quire
Whe n the r e a re t
Attitudinal
or ganiza tio
loss .
gain where as other party is at
In this type, one party is at
OBJECTIVES
OBJECTIVES
1. To maintain cordial relationship between the

employer and the employees.
2. To protect the rights and interests of the
workers.
3. To ensure the participation of trade unions in
the industry.
4. To promote industrial democracy and harmony.
5. It is a voluntary process to avoid the need of
governmental intervention in industrial matters.
PRINCIPLES
PRINCIPLES
 The management must develop and
consistently follow a realistic labour
policy.
 The management must grant recognition
to the association without any
reservations.
The management should not assure the
employee goodwill always exist.
CONTD…
 The management should not wait for
trade union to bring employee grievances
to its notice.
The management should deal only with

core trade union or association in the
organization.
The management should place emphasis
on social considerations.
LEVELS
Collective Bargaining operates at three
levels:
1. National level
2. Sectoral level
3. Company level
THREE LEVELS
NATIONAL LEVEL
 Itprovides a ground level bargaining on terms of
employment often taken into considerations major
economic goals of the
SECTORAL LEVEL
It takes into account the standardization of
terms of organization.
COMPANY LEVEL
It includes negotiations at the organizational
level.
CHARACTERISTICS
CHARACTERISTICS
1. Dynamic process
2. Democratic process
3. Continuous process
4. Two way process
5. Group action
6. Flexibility
PROCESS OF 5 STEPS
The collective bargaining process

consists of 5 steps
1. Prepare
2. Discuss
3. Propose
4. Bargain
5. Settlement
COLLECTIVE BAR GAINING IN
NURSING PROFESSION
COLLECTIVE BARGAINING AND
PROFESSIONAL ADVANCEMENT IN
NURSING
 NURSING PROFESSION HAS NOT MADE MUCH
HEADWAY.
 WORKS HAS BEEN DONE TO RAISE THE

STATUS OF THE PROFESSION BOTH SOCIALLY
AND ECONOMICALLY.
LESTER AND SISTER
OUTLINE FACTORS
1. Structure
of power
relation
5. 2. Types of
Psychologi industrial
cal factors relationship
4. Nature of 3. Economic
and
labor environment
markets factors
ROLE OF COLLECTIVE
BARGAINING IN PROFESSIONAL
ADVANCEMENT
1. Advancing high quality professional
learning through collective bargaining
and state policy.
2. Traditional and non traditional

collective bargaining.
HEALTH CARE LABOR LAW
Labor law relating to health care is a

complex subject.
There are many different aspects to be

considered, ranging from patient rights
to employee training and certification to
working conditions and overtime rules.
TYPES OF LOBOUR LAW
Collective labor law:
 Relates to the tripartite relationship
between employee, employer and union
Individual labor Law:
Concerns employees' rights at work and
through the contract for work
COLLECTIVE LABOUR LAW
Trade unions
Some countries require unions to follow

particular procedures before taking certain
actions.
Laws may guarantee the right to join a union or
remain silent in this respect.
STRIKE
Strike action is the weapon of the workers
most associated with industrial disputes,
and certainly among the most powerful.
TYPES OF STRIKE
PICKETS
Picketing is a tactic which is often used by
workers during strikes.
They may congregate outside the business

they are striking against to make their
presence felt, increase worker participation,
and prevent strike breakers from entering the
workplace.
ADVANTAGE OF PICKETS
DISADVANTAGE OF PICKETS
INDIVIDUAL LABOUR LAW
MINIMUM WAGES
There may be law stating the minimum
amount that a worker can be paid per hour.
Each country sets its own minimum wage

laws and regulations.
Minimum wage laws were first
introduced nationally in the United States
in 1938, Brazil in 1940, India in 1948,
France in 1950, and in the United
Kingdom in 1998.
In the European Union, 18 out of 25

member states currently have national
minimum wages.
WORKING TIME
Before the Industrial Revolution, the

work day varied between 11 and 14 hours.
With the growth of industrialism 14–15

hours being the norm, and 16 not at all
uncommon.
The eight-hour movement’s struggle
finally led to the first law on the length of
a working day, passed in 1833 in England,
limiting miners to 12 hours, and children
to 8 hours.
The 10-hour day was established in 1848,

and shorter hours with the same pay were
gradually accepted thereafter.
The 1802 Factory Act was the first labor
law in the UK.
The year 1883 saw the passage of the

Health Insurance Act, which entitled
workers to health insurance.
Accident insurance was provided in
1884, while old age pensions and
disability insurance were established in
MINE SAFETY & HEALTH
The Federal Mine Safety and Health Act

of 1977 covers all people who work on mine
property.
The safety and health standards address
numerous hazards including roof falls,
flammable and explosive gases, fire,
electricity, equipment roll overs and
maintenance, airborne contaminants, noise,
and reparable dust.
WORKERS' COMPENSATION
The Federal Employees' Compensation
Act (FECA), establishes a comprehensive
and exclusive workers' compensation
program which pays compensation for the
disability or death of a federal employee
resulting from personal injury sustained
while in the performance of duty.
ANTI-DISCRIMINATION
This clause means that discrimination

against employees is morally
unacceptable and illegal, on a variety of
grounds, in particular racial
discrimination or sexist discrimination.
UNFAIR DISMISSAL
Convention no of the International

Labor Organization states that an
employee "can't be fired without any
legitimate motive" and "before
offering him the possibility to defend
himself".
EMPLOYEE PROTECTION
Most labor and public safety laws and many

environmental laws mandate whistleblower
protections for employees who complain
about violations of the law by their
employers.
Remedies can include job reinstatement and

payment of back wages.
CHILD LABOR
Child labour is the employment of children

under an age determined by law or custom.
This practice is considered exploitative by

many countries and international
organizations.
THE FAMILY AND MEDICAL
LEAVE ACT
Administered by the Wage and Hour
Division.
The Family and Medical Leave Act
requires employers to give up to 12 weeks of
unpaid, job-protected leave to eligible
employees .
For the birth or adoption of a child or for the
serious illness of the employee or a spouse,
child or parent.
ADVANTAGES IN AN
ORGANIZATION
1. To employees
2. To employers
3. To society
EMPLOYEES
Develops a sense of self respect and
responsibility
Increases the strength of the workplace.
Increases morale and productivity of

employees.
Fair settlement of grievances.

EMPLOYERS
Easier to resolve issues.
Ensures job security among employees.
Opens channel of communication
Staff participation in decision making.
Settling and preventing disputes.
SOCIETY
Pacing up towards economic and
social development.
Prevents discrimination and

exploitation of workers.
Regulation of employment.
CLASSIFICATION OF GRIEVANCE
By
misunderstanding.
By intentional
contract violations .
By symptomatic
problems
GRIEVANCE PROCESS
 FOUR STEPS
Do not allow disagreements or disputes
among members of your team to be public.
Allow time to consider the facts.
Stay objective
Don’t be overconfident
HANDLING GRIEVANCE
Requires planning.
Discipline.
Accommodate future changes and needs.
Be prepared to give or take acceptable
compromises and alternate solutions
Observe the time limits.
Knowledge is very important.
GRIEVANCE HEARING
GRIEVANCE KEY BEHAVIOUR
Do not interrupt or disagree
Listen openly and carefully
Discuss the problem calmly and an open
mind
Get the story straight
Consider the grievant view points
Avoid snap judgments'
Do not jump to conclusions.
ROLE OF NURSE AS A MANAGER
Planning and
Organization
Budgeting
Staffing and
Delegation
Recording
and reporting
Co-
ordination
ROLE OF NURSE MANAGER
Nurse managers should evaluate their managerial skills
and take continuing education courses to improve them.
Motivational techniques are particularly important for

nurse administrators to possess because they work
through others.
Once the contract has been negotiated the nurse
managers must learn the terms of the contract and have
copies of the contract available to them.
They must listen carefully to staff concerns and staff
associates wishes to top management .
Nurse administrators need to know about labor
relations.
During negotiation the director of nursing defines
what is best for the nursing care of patients.
Problem should be solved through problem solving
techniques as they arise.

THANK YOU

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COLLECTIVE BARGAINIG

PRESENTED BY:- R.ARPUDHAM

be twe e n both pa rtie

1. To maintain cordial relationship between the

The management should deal only with

The collective bargaining process

 WORKS HAS BEEN DONE TO RAISE THE

2. Traditional and non traditional

Labor law relating to health care is a

There are many different aspects to be

Some countries require unions to follow

They may congregate outside the business

Each country sets its own minimum wage

In the European Union, 18 out of 25

Before the Industrial Revolution, the

With the growth of industrialism 14–15

The 10-hour day was established in 1848,

The year 1883 saw the passage of the

The Federal Mine Safety and Health Act

This clause means that discrimination

Convention no of the International

Most labor and public safety laws and many

Remedies can include job reinstatement and

Child labour is the employment of children

This practice is considered exploitative by

Increases the strength of the workplace.

Increases morale and productivity of

Fair settlement of grievances.

Prevents discrimination and

Motivational techniques are particularly important for

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