Once the process has completed the steps mentioned above, it can be said that the collective bargaining process is complete. If certain steps have not been followed, it can be said that the negotiation process was not effective or was not a failure. These steps are important in this process. During the discussion, whatever the debates, and reach an agreement that will be ratified by both parties. Once the agreement is ratified, the issue of difference or conflict is over and negotiations come to aid. Without the adoption of the agreement, negotiations cannot be concluded. The management of the agreement concerns both management and workers, since under Section 29 of the Industrial Disputes Act of 1947, anyone who commits a breach of a transaction period is liable to imprisonment for up to six months in prison or with a fine or both. Discussions and debates continue until consensus is reached. If both parties agree to a matter, the agreement will be formalized in a contract. It is important that the treaty be clear and precise. It is important to note that after the conclusion of a KBA, both the employer and the union are required to respect this agreement.
Therefore, an employer should retain the assistance of a lawyer before participating in collective bargaining. 6. If an agreement is reached, the contract should be ratified after the employer agrees and the union members agree. The treaty will only be operational or operational if it is ratified by both parties, although it receives prior guidance. As a general rule, a breach of the terms of the contract or the execution of an offence results in a complaint. The process is specific to each contract, which is why we will discuss the process in general. A complaint is usually initiated by an employee and then dealt with by union representatives. Most contracts define how the complaint should be brought, the steps to be taken to complete the process and the identification of representatives of both parties who will hear the complaint. Normally, the human resources department is involved in most of the steps in this process. Since HRM has intimate contractual knowledge, it is useful that they be included. The basic process is shown in Figure 12.8 “A Sample Grievance Process.” However, when they negotiate collective agreements, they have more power.
Indeed, studies by the Economic Policy Institute show that when more workers are affiliated with trade unions, wages are also higher for non-union workers in the same geographic area. When identifying the problem, both parties must decide whether the problem should be resolved immediately or alternately for a period of time. Factors that influence the identification phase of problems are the selection and size of representatives, the length of negotiations, the length of the contract, etc. The second stage of the negotiations is to identify issues that will be addressed for the negotiations. Several issues that can be resolved through collective bargaining can be categorized into four categories: wage issues, additional economic benefits, institutional issues and administrative issues. From preparation for ratification of the agreement, much is under way.