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See related work on collective bargaining and the right to organize | Trade unions and labour standards Collective bargaining is an important element of industrial relations. Collective bargaining helps to facilitate relations between employees and employers. A strong bond between employers and employees contributes to the smooth running of the company. The erosion of collective bargaining has undermined wages and benefits not only for union members, but also for non-unionized workers. This has been one of the main causes of stagnant middle-class incomes and growing inequality. Nevertheless, millions of workers want union representation but are unable to maintain it. Restoring workers` ability to organize and bargain collectively for better pay and a voice in the workplace is an important public policy priority. The fundamental objective of collective bargaining is to reach an agreement between management and employees setting out mutually beneficial terms and conditions of employment. Collective bargaining is the process by which workers negotiate contracts with their employers through their unions to determine their terms and conditions of employment, including remuneration, benefits, hours of work, vacation, workplace health and safety policies, ways to reconcile work and family life, and more. Collective bargaining is one way to solve problems in the workplace. It is also the best way to raise wages in America. In fact, through collective bargaining, unionized workers have higher wages, better benefits and more secure jobs.

Let`s break down the word „collective bargaining,“ where the term „collective“ is due to the participation of two parties [employers and employees] who take a position as „groups“ as opposed to individuals, while „collective bargaining“ involves bargaining before reaching an agreement and includes proposals and counter-proposals when an offer or counter-offer is made. In order to conduct effective collective bargaining, good faith must also be present in the conduct of the discussion. Unions have been regularly criticized for causing disputes in the working environment in exchange for workers` compensation, as the concept of collective bargaining has been described as an ongoing strategic process for setting terms and conditions of employment, in which management and workers participate in a workplace to oversee the establishment of stable relationships, and was used primarily as an ad hoc alternative on the basis of an agreement. developed with employees in the context of management. Disciplinary and employee complaints. Collective bargaining is a process of negotiation between management and employees represented by their representatives to establish mutually agreed working conditions that protect the interests of employees and management. According to Dale Yoder, „collective bargaining is essentially a process in which workers act as groups to shape conditions and relationships in their jobs.“ The necessity and importance of collective bargaining is felt because of the benefits it offers to an organization. In the event of a labour dispute between employers and employees, collective consultation, negotiation and a framework that creates mutual respect and understanding in dealing with labour issues such as strikes and lockouts must be required. It is fair to say that a legal process would stimulate collective bargaining to create harmony, peace and discipline, because stable working relationships are the key to the economic growth and social development of nations. A dynamic environment leads to changes in conditions of employment. This requires changes in organizational processes that correspond to the changed conditions. Among other alternatives available, collective bargaining is seen as a better approach to making changes in a more consensual manner.

The direct involvement of both parties – the employer and employees – in the collective decision-making process provides an integrated mechanism for the rapid implementation of decisions leading to collective bargaining. Collective bargaining is an effective means by which employers and trade unions can set fair wages and working conditions. It contributes to improving the quality of industrial relations. The objectives of collective bargaining are: The importance of collective bargaining is presented as follows: 1. Collective bargaining develops a better understanding between employers and employees: wages have stagnated for a generation, despite significant increases in overall productivity, income and wealth. For example, the production of goods and services per hour worked (productivity, minus depreciation) in our country increased by 64% from 1979 to 2014, while the inflation-adjusted hourly wage of the typical worker increased by only 6%.1 The most important factor holding back wage growth for middle-wage workers was the erosion of collective bargaining. In this way, collective bargaining can be defined in a simplified way as an agreement concluded by workers` and employers` representatives. By collective bargaining, we mean „good faith bargaining.“ This means that the proposals are accompanied by counter-proposals and that both parties make every reasonable effort to reach an agreement. This does not mean that one of the parties is obliged to accept a proposal. Nor does it require either party to make concrete concessions. Issues generally resolved through collective bargaining include: wages, hours of work, working conditions, paid leave, leave, overtime pay, sick leave, length of shifts, occupational health and safety, and discipline and dismissal of workers. The aim is to reach an agreement that regulates the conditions of employment.

Michael J. Jucious sees collective bargaining as „a process in which employers, on the one hand, and employee representatives, on the other, seek to conclude agreements that define the conditions under which workers contribute and are paid for their services.“ In the United States, about three-quarters of private sector workers and two-thirds of public sector employees have the right to bargain collectively. This right came to American workers through a series of laws. The Railway Labour Act granted collective bargaining to railway workers in 1926 and now applies to many transportation workers, such as in airlines. In 1935, the National Labour Relations Act clarified the bargaining rights of most other private sector workers and established collective bargaining as „U.S. policy.“ The right to collective bargaining is also recognized by international human rights conventions. The collective bargaining process gives employees a voice to collectively negotiate their rights with the company. The steps are as follows: 5.

It facilitates the rapid implementation of decisions taken in the context of collective bargaining: it is important to note that once a collective agreement has been concluded, the employer and the union are obliged to respect this agreement. Therefore, an employer should hire a lawyer before participating in the collective bargaining process. .


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