Every employee in an organization has certain rights and privileges that he is free to enjoy and reap. These benefits are aimed at keeping the employee happy and satisfied so that he is a happy workman. It all makes the atmosphere in the organization very healthy which churns out excellent output. All these benefits and the company rules are finalized by the human resource management of the company keeping in mind the interests of the organization. In maximum cases the employees put forth their points which are incorporated in the charter of agreements. This is termed as the collective bargaining agreement. In simpler terms in collective bargaining the workers organize collectively and bargain with employers regarding the workplace needs and their requirements.
In other words in collective bargaining the employees and workers asking for fulfillment of their demands sit across the table with the management and discuss their points and issues. This way of functioning and negotiation are the building blocks of larger entity of trade unions or what we say the foundation of trade unions. Various points are discussed regarding will finalizing the charter for workers. These would be the terms of conditions on work, the criteria of employment, wages, hours of work, working conditions, rights and responsibilities of trade unions and the management as well. This is where the employee feels more a part of the organization and wanted.
This charter of rules is the first document or in a way the constitution of the company. They are drafted to keep very cordial and disciplined labour relations in workplace. This charter will clearly state the rights of the management i.e the areas where it will have jurisdiction. These could be the hiring of employees, the appraisal system of employees, work allocation, discipline of employees and even the termination of an employee from the organization and all this of course not compromising, the discipline of the company.
From the employee’s side an option for lodging complaints should be present. Here the employee can place their complaints and issues in case any of their rights are not given as per the charter. A complete grievance lodging procedure must be well defined in the charter itself so that the employee knows the steps to follow. Also, during the time the complaint is being lodged and the decision is impending the employee’s must be looked after.
In other words in collective bargaining the employees and workers asking for fulfillment of their demands sit across the table with the management and discuss their points and issues. This way of functioning and negotiation are the building blocks of larger entity of trade unions or what we say the foundation of trade unions. Various points are discussed regarding will finalizing the charter for workers. These would be the terms of conditions on work, the criteria of employment, wages, hours of work, working conditions, rights and responsibilities of trade unions and the management as well. This is where the employee feels more a part of the organization and wanted.
This charter of rules is the first document or in a way the constitution of the company. They are drafted to keep very cordial and disciplined labour relations in workplace. This charter will clearly state the rights of the management i.e the areas where it will have jurisdiction. These could be the hiring of employees, the appraisal system of employees, work allocation, discipline of employees and even the termination of an employee from the organization and all this of course not compromising, the discipline of the company.
From the employee’s side an option for lodging complaints should be present. Here the employee can place their complaints and issues in case any of their rights are not given as per the charter. A complete grievance lodging procedure must be well defined in the charter itself so that the employee knows the steps to follow. Also, during the time the complaint is being lodged and the decision is impending the employee’s must be looked after.
