Content Of A Collective Bargaining Agreement

A sample study carried out by the Federation of India for the period 1956-1960 showed that collective agreements were concluded for disputes between 32 and 49%. Most collective agreements have been concluded at company level. In this context, the National Labour Commission has highlighted the progress of collective agreements to a large extent. However, new contracts can be written to resolve the issues of the previous contract. In addition, in solving everyday problems, they set precedents for handling similar problems in the future. Such precedents are almost as important as the contract in controlling working conditions. In short, collective bargaining is not an on-and-off relationship maintained in the cold store, unless new contracts are being designed. Collective bargaining prevents the government from using force, as an agreement can be reached between the employer and the workers on the implementation of legal provisions. The aim is to minimize work problems through collective bargaining and to promote peace at work in the country without violence.

Second, negotiations can be a single company with several companies and workers in all these companies. This form is called multi-company bargaining, in which workers negotiate with the common employer on different unions. During the negotiation of the contract, the union and the management present each other`s demands, compromise their differences and agree on the conditions under which the employees will be employed for the duration of the contract. The scope of collective bargaining is very heterogeneous; In some sectors, almost all workers agree, while in others only a small proportion of employees in companies are covered by the agreement. The immediate objective of workers` representatives is always a kind of monetary or other gain that occurs when the economy is strong and the employer is solvent. But in this period of recession, when the demand for the product and profits decrease, it is very difficult for the employer to meet the demands of the workers, it could even resort to cuts or even the closure of collective bargaining, is not a response to such a situation. To some extent, these approaches constitute a stage of development of the negotiation process itself. The early negotiations were a matter of simple settlement of the contract for the terms of sale of labor. The developments of the last period led to the emergence of the theory of government. The approach to labour relations can be attributed to the Industrial Disputes Act of 1947 in our country, which created a legal basis for the participation of trade unions in management. Collective bargaining is a peaceful settlement of disputes between workers and employers and thus promotes peace at work and increased productivity, which leads to an increase in the gross national product or national income of the country.

Collective bargaining covers, on the whole, topics and issues that fall within the terms and conditions of employment. It also deals with the development of procedures for the settlement of disputes between employees and management. Collective bargaining is based on the principle of industrial democracy, in which the union represents workers in negotiations with the employer or employers. Industrial democracy is the government of labor with the agreement of the governed – the workers. The principle of arbitrary unilateralism has fallen on that of self-management in industry. In fact, collective bargaining is not just the signing of an agreement that grants seniority, leave, and salary increases by sitting at a table. . . .

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