Collective bargaining: Difference between revisions
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[[ | [[File:BeatriceWebb.jpg|thumb]] [[File: Online Listings of Private and Public Sector Agreements|thumb]] Collective Bargaining | ||
Collective bargaining is a process of negotiation between employers and a group of employees aimed at reaching agreements to regulate working conditions. The interests of the employees are commonly presented by representatives of a trade union to which the employees belong. The collective agreements reached by these negotiations usually set out wage scales, working hours, training, health and safety, overtime, grievance mechanisms, and rights to participate in workplace or company affairs. | |||
== History == | == History == | ||
The concept of collective bargaining was first | The concept of collective bargaining was first developed in the 19th century as a response to the industrial revolution and the rise of factory-based production. The term itself was coined by Beatrice Webb, a British sociologist and economist, in the late 1800s. The practice became more widespread in the 20th century as labor movements gained strength and legal recognition. | ||
== Process == | == Process == | ||
The collective bargaining | The process of collective bargaining typically involves several stages: | ||
1. '''Preparation''': Both parties prepare for negotiations by gathering relevant information, setting objectives, and developing strategies. | |||
2. '''Negotiation''': Representatives from both sides meet to discuss and negotiate terms. This stage may involve several rounds of discussions. | |||
3. '''Tentative Agreement''': Once a preliminary agreement is reached, it is drafted and reviewed by both parties. | |||
4. '''Ratification''': The tentative agreement is presented to the union members for approval. If ratified, it becomes a binding contract. | |||
5. '''Implementation''': The terms of the agreement are put into effect, and both parties are responsible for upholding their commitments. | |||
== Legal Framework == | == Legal Framework == | ||
The legal framework for collective bargaining varies by country. In the | The legal framework for collective bargaining varies by country. In the United States, the National Labor Relations Act (NLRA) of 1935 established the right of employees to engage in collective bargaining through representatives of their own choosing. In the European Union, collective bargaining is supported by various directives and national laws that promote social dialogue and workers' rights. | ||
== | == Benefits == | ||
Collective bargaining | Collective bargaining can lead to improved working conditions, higher wages, and better benefits for employees. It also provides a structured process for resolving disputes and can contribute to a more stable and cooperative workplace environment. | ||
== Challenges == | == Challenges == | ||
Despite its benefits, collective bargaining | Despite its benefits, collective bargaining can also present challenges. Negotiations can be lengthy and complex, and there is always the potential for conflict or impasse. Additionally, changes in the economic environment or labor market can impact the effectiveness of collective agreements. | ||
== | == Also see == | ||
* [[Trade union]] | * [[Trade union]] | ||
* [[Labor law]] | * [[Labor law]] | ||
* [[Industrial relations]] | * [[Industrial relations]] | ||
* [[National Labor Relations Act]] | * [[National Labor Relations Act]] | ||
* [[ | * [[Arbitration]] | ||
{{Labor}} | |||
[[Category:Labor relations]] | [[Category:Labor relations]] | ||
[[Category:Industrial relations]] | [[Category:Industrial relations]] | ||
[[Category:Employment]] | [[Category:Employment law]] | ||
Revision as of 15:18, 9 December 2024
Collective Bargaining
Collective bargaining is a process of negotiation between employers and a group of employees aimed at reaching agreements to regulate working conditions. The interests of the employees are commonly presented by representatives of a trade union to which the employees belong. The collective agreements reached by these negotiations usually set out wage scales, working hours, training, health and safety, overtime, grievance mechanisms, and rights to participate in workplace or company affairs.
History
The concept of collective bargaining was first developed in the 19th century as a response to the industrial revolution and the rise of factory-based production. The term itself was coined by Beatrice Webb, a British sociologist and economist, in the late 1800s. The practice became more widespread in the 20th century as labor movements gained strength and legal recognition.
Process
The process of collective bargaining typically involves several stages:
1. Preparation: Both parties prepare for negotiations by gathering relevant information, setting objectives, and developing strategies. 2. Negotiation: Representatives from both sides meet to discuss and negotiate terms. This stage may involve several rounds of discussions. 3. Tentative Agreement: Once a preliminary agreement is reached, it is drafted and reviewed by both parties. 4. Ratification: The tentative agreement is presented to the union members for approval. If ratified, it becomes a binding contract. 5. Implementation: The terms of the agreement are put into effect, and both parties are responsible for upholding their commitments.
Legal Framework
The legal framework for collective bargaining varies by country. In the United States, the National Labor Relations Act (NLRA) of 1935 established the right of employees to engage in collective bargaining through representatives of their own choosing. In the European Union, collective bargaining is supported by various directives and national laws that promote social dialogue and workers' rights.
Benefits
Collective bargaining can lead to improved working conditions, higher wages, and better benefits for employees. It also provides a structured process for resolving disputes and can contribute to a more stable and cooperative workplace environment.
Challenges
Despite its benefits, collective bargaining can also present challenges. Negotiations can be lengthy and complex, and there is always the potential for conflict or impasse. Additionally, changes in the economic environment or labor market can impact the effectiveness of collective agreements.
Also see
| Organized labour |
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