Employees sometimes claim that productivity negotiations have increased their workload. According to the composite method, collective bargaining on wages is required as usual, but gradually, in order to achieve equity in labour standards / employment levels / measurement of standard risks / environmental / subcontracting clauses, etc. The 1962 resolution on the ceasefire in industry also influenced the growth of collective bargaining. It provides that management and workers shall endeavour to cooperate in all possible ways and to entrust them with the responsibility of peacefully settling their disputes through voluntary discussion, conciliation and arbitration. Many agreements are concluded voluntarily, but binding agreements are not negligible. However, collective bargaining and voluntary agreements are not as important as in other industrialized countries. The practice of collective bargaining in India has improved considerably after the passage of certain laws such as the Industrial Disputes Act 1947, as amended from time to time. The Bombay Industrial Relations Act of 1946, which provides for workers` rights to collective bargaining. Since then, a number of collective agreements have been concluded. Since independence, the declared policy of the central government has been to promote by mutual agreement the development of trade unions and the settlement of industrial disputes. Collective bargaining provides a mechanism for continuous and organized relations between management and trade unions for the joint examination and adaptation of company problems – collective bargaining does not end with negotiations, but begins and ends with the drafting of a contract and continues day by day according to the rules set by collective agreements. 4.
The government should legislate prejudices for mandatory collective bargaining; (ix) No part should be rigid. They should start negotiations to reach an agreement. Although the first five-year plan emphasized that the State would encourage mutual settlement, collective bargaining and voluntary arbitration; and, consequently, to reduce the number of State interventions in relations with the trade union leadership. It is also alleged that “contractual conditions serve as a code defining the rights and obligations of each party in its employment relationships when a large number of detailed conditions are set by the workers and none of the issues they deal with give rise to advice and individual workers during their validity”. At this point, it should be stressed that the institution of collective bargaining is a fair and democratic attempt to resolve reciprocal disputes. Wherever it becomes normal to ask outstanding questions, industrial unrest, with all its unpleasant consequences, is minimized. 3. Trade unions should be strengthened and more accountable so that they can respect the collective agreement. To this end, it is essential to establish internal leadership and free trade unions from political control.
The idea of an association for plants should become popular. The increasing maturity of collective bargaining implies an extension of the rational process. This rational process involves the worker, the employer and the union, agreeing on facts, not names, table taps and emotion. Perhaps the biggest advantage of this system is that by entering into a formal agreement, both parties know exactly what they can expect from each other and are aware of the rights they have. . . .