| หน้าแรก | รูปงานคอสเพลย์ | อุปกรณ์เสริม | เว็บบอร์ด | ตารางงานคอสเพลย์ | คอสเพลย์วิกิ | คอสพลัส | วิดีโอ | เกี่ยวกับ & ติดต่อเรา |  
 
 
 
###### Coming Soon ######
 
 
 






รายงานข่าวสารที่อัพเดทในเว็บไซต์ Props&Ops ตามลำดับช่วงเวลา













Information Contained In Collective Bargaining Agreement

Such as worker training programmes, worker participation in the management of the enterprise, the development of the Code of Trade Union Harmony, the Code of Efficiency and Welfare, the Code of Discipline, the formation of joint boards of directors, workers` committees and works councils, as well as the formulation of complaint procedures at company level, promoted collective bargaining. “Collective bargaining is a method of determining conditions of employment through negotiation between an organized body of workers and an employer or association of workers who generally act by authorized agents. The essence of collective bargaining is to negotiate between interested parties and not with external parties. Collective bargaining is an ongoing process and does not end with an agreement. It provides a mechanism for continuation and organized relationship between management and the union. It is a process that lasts 365 days a year. The work of collective bargaining takes many forms. First, negotiations can take place between the single employer and the single union, which is called sole proprietorship bargaining. This form prevails in both the United States and India. (iv) provides for joint consultation in different forms in a number of agreements; and feasible and effective. Generally speaking, there are four important methods of collective bargaining, namely negotiation, mediation, conciliation and arbitration to resolve commercial disputes. In this context, R.F. Hoxie, that arbitration proceedings are often provided for in collective bargaining under certain contingencies and for certain purposes, particularly when the parties fail to reach an agreement, and in the interpretation of an agreement by negotiation.

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. What are the principles of bargaining, the procedure for collective agreements and the representation of the parties to the negotiations? (x) If an agreement is reached at the end of the negotiations, it must be in writing taking into account the entire duration of the contract. One of the weaknesses of collective bargaining in India is that management uses a low-status manager to negotiate with staff. Such an executive has no power to commit anything on behalf of management. It makes it clear that management is not serious at all and that union leaders choose other ways to resolve disputes.

Despite this controversy, collective bargaining was first introduced in India in 1952 and gradually gained pro importance in the following years. However, the information on the increase in the collective bargaining process is very meagre and the progress made in this regard has not been very striking, but it is not negligible. Data published by the Employment Agency show that the practice of determining rates of pay and conditions of employment has extended to most major segments of the economy. Although the collective agreement itself is not applicable, many of the negotiated terms relate to wages, conditions, leave, pensions, etc. . . .

Comments are closed.