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A.17.3 Importance of Collective Bargaining
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- A.17.4 Grievance and Grievance Procedure
| A.17.3 Importance of Collective Bargaining Collective Bargaining has benefited all the three parties in the industrial relations tripartite arrangement a) It has offered employees an avenue through which they could influence decisions which affect their lives win fair prices for the efforts of labour and legal recognition for labour contracts. b) Employers have gained from the collective Bargaining process because it offers a means of resolving conflicts and managing change and a chance to gain the cooperation of employees in the implementation of organisational objectives. c) For the government, the collective bargaining process has offered a means of exercising its regulatory role over the industrial relations system and protecting economic, social and political rights of citizens in wage employment. d) It promote industrial harmony so that strikes and industrial actions can be avoided. e) It promotes industrial democracy. Employees are better engaged indecision making. f) It creates channel for open communication between employers and employees. This process helps to allay the fears and possible resistance of the employees to management policies. A.17.4 Grievance and Grievance Procedure A grievance arises when an employee complains formally that his rights under the collective agreement have been violated. The process through which grievances are amicably settled is 214 called grievance procedure. Inmost collective agreements, the following grievance procedure is adopted. a) The affected employee shall first seek timely redress from his immediate superior i.e. immediate management representative. b) If the employee is not satisfied with the decision he receives in (a) above he shall refer the matter to a union official who shall investigate the facts of the case and if justified under the terms of the collective agreement, bring the matter to the notice of the management representative fora timely redress. c) If the matter is not resolved in (b) above, the union official shall refer the matter to the Branch Secretary who will seek redress from the appropriate departmental head of the firm. d) Failure to get settlement after step, (c) the matter is reduced to writing and referred to the Regional Industrial Relations Officer of the Union who shall arrange a meeting with the appropriate departmental head to solve the matter. e) If the matter is not resolved between the Regional Industrial Relations Officer of the Union and the appropriate departmental head of the firm, attempt shall be made to have the matter settled between the headquarters Secretariat of the Union and the Chief Executive of the firm before referring it to the standing Joint Negotiating Committee. f) If the matter is still not resolved, recourse to voluntary arbitration shall be made, after which the matter shall be dealt within accordance with the provisions of the Labour Act. g) If all internal dispute resolution mechanisms fail, the labour law provides the following means through which disputes can be resolved i) Download 3.37 Mb. Share with your friends:
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