Types Of Collective Agreement In India
The 1962 ceasefire resolution also influenced the growth of collective bargaining. It provides that management and workers aspire to constructive cooperation in all possible ways and impose on them the responsibility to resolve their differences peacefully through mutual discussion, conciliation and voluntary conciliation. Overall, the important aspect of collective bargaining was that the focus on productivity gains was much less important because of the pervasive mechanism of productivity negotiations. More and more established firms, with a few exceptions, are less confident about pursuing detailed productivity agreements and are seeing a wide range of initiatives beyond collective bargaining. He`s fluid. There is no hard and quick rule to reach an agreement. There is enough room for compromise. A spirit of giving and receiving works in the absence of a final agreement acceptable to both parties. If the government is committed to supporting the principle of collective bargaining, why has it not been legislated? The Trade Union Review Act 1947 did not provide for the mandatory recognition of representative unions by employers, but it was never notified and therefore never came into force. In India, leaders have a negative attitude towards trade unions. They do not appreciate the membership of their workers in trade unions. Since strong unions are a must for collective bargaining, this management attitude hinders the process. According to Mr.
Flippo, “collective bargaining is a process in which representatives of a labour organization and representatives of the organization of the company meet and try to negotiate a contract or agreement defining the nature of the workers` union and employers.” Now the evaluation is easily accessible. As such, the collective bargaining process is becoming less important. The concept of industrial relations sees collective bargaining as a system of industrial governance. It`s a functional relationship. The group`s government replaces the government. The union representative has a hand in the leadership role. Discussions are taking place in good faith and agreements are ongoing. The union, in collaboration with company representatives, makes decisions on issues in which they both have vital interests. This is how union representatives and management meet to reach a mutual agreement that they cannot do alone.
This is also known as collective bargaining, since both parties ultimately agree to follow a decision that they will reach after many negotiations and discussions. However, new contracts can be written to solve the problems of the previous treaty. In addition, since everyday problems are solved, they set precedents for managing similar problems in the future. Such precedents are almost as important as the contract for the control of working conditions. In short, collective bargaining is not an “on-and-off” relationship that is kept in refrigerated warehouses, except when new contracts are being developed. First of all, it should be noted that tariff practices are very different, ranging from an informal oral agreement to a very formal and detailed agreement. Whenever the administration does not comply with constitutional requirements, the judicial machinery is ensured by the appeal procedure and arbitration.