collective bargaining

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collective bargaining,

in labor relations, procedure whereby an employer or employers agree to discuss the conditions of work by bargaining with representatives of the employees, usually a labor union. Its purpose may be either a discussion of the terms and conditions of employment (wages, work hours, job safety, or job security) or a consideration of the collective relations between both sides (the right to organize workers, recognition of a union, or a guarantee of no reprisals against the workers if a strike has occurred). The merits of collective bargaining have been argued by both opponents and proponents of the process; the former maintain that it deprives the worker of his individual liberty to dispose of his service, while the latter point out that without the union's protection the worker is subject to the dictation of the employer. As an essential process in labor relations, collective bargaining was first developed in Great Britain in the 19th cent. It has since become an accepted practice in most Western countries with a high level of industrialization. The National Labor Relations Act of 1935, known as the Wagner Act, established the right to collective bargaining in the United States.

Bibliography

See G. Farmer, Collective Bargaining in Transition (2 vol., 1967); J. S. Fishkin, The Limits of Obligation (1983); E. E. Herman et al., Collective Bargaining and Labor Relations (2d ed. 1987); J. P. Windmuller et al., Collective Bargaining in Industrialized Market Economies (1987).

collective bargaining

the negotiations about terms and conditions of employment which take place between an employer, or an employers association, and one or more TRADE UNIONS. Sociological interest in collective bargaining has involved, for example, consideration of the implications it has for the structure, aims and accomplishments of trade unions, the relations between managers and employees, and the dynamics of capitalist society; an underlying theme being the extent to which it is associated with the institutionalization of conflict and, relatedly, the separation of economic and political issues (see POSTCAPITALISM, INDUSTRIAL RELATIONS).

collective bargaining

[kə′lek·tiv ′bär·gən·iŋ]
(industrial engineering)
The negotiation for mutual agreement in the settlement of a labor contract between an employer or his representatives and a labor union or its representatives.
References in periodicals archive ?
However, in China, where trade unions are dependent on the government to ensure that the collective contracts are enforced by enterprises, these options are unavailable.
Consistent with their institutional demands in the past, the trade unions took the opportunity of the public debate over the law to press for greater use of collective contracts and tripartite bargaining institutions.
What we have seen is that both core employees and peripheral employees lag behind their occupational counterparts--those employed by the public sector organizations forced to follow the collective contracts in their fields, in levels of reward despite similar levels of occupational skills and similar task performance.
Collective contracts have lost in significance as the alternatives for individual actors expand.
It has no right to organize strikes, nor the power to negotiate collective contracts in an adversarial way.
If instead they were to remain bound to buy healthcare solely on the basis of collective contracts (Box 6.
4) The 1992 Trade Union Law in fact first authorized unions at the enterprise level to conclude collective contracts with the employer?
And since our economy is dependent on immigration, the best means to prevent conflicts is by stipulating fair employment conditions, preferably through strong collective contracts, that deafly exclude any form of wage and social dumping.
Each plant is allowed to make up supplementary collective contracts individually.
Enterprise collective contracts instead became a mechanism to ensure "over-fulfillment" of the enterprise plan, "over-increases" in labor productivity, and "over-planned" reductions in production costs; they were actually an "over-plan or super-plan" for the enterprise.
By September 1992, Harbridge estimated that numbers covered by collective contracts had dropped 45% over two years and these people were most likely to be employed in the small firms of the private sector.
Objectives: - replace all the declarations of payroll to social protection agencies and organizations managing collective contracts with one monthly statement, and statements by event through net-business portal.

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