1. 12
UNION MANAGEMENT RELATIONSHIP

2. 12 OBJECTIVES Describe what a Union is and Explain Factors Leading to
UNION MANAGEMENT RELATIONSHIP
OBJECTIVES
Describe what a Union is and Explain Factors Leading to
Unionism
Outline the Background of Trade Union in India and
Foundation of Different Unions
Explain the Acts of Legislative System in India
Compare and Analyze the Trade Unions of Various Other
Countries
Describe the Typical Collective Bargaining Process
Discuss the Types of Disputes and their Repercussions
Explain how a Grievance System is part of Administering and
Interpreting a Union Agreement

3. 12 UNION MANAGEMENT RELATIONSHIP
Figure 15.2  Factors leading to Unionization

4. 12 In House and National Unions UNION MANAGEMENT RELATIONSHIP
All India Trade Union Congress (AITUC)
The India National Trade Union Congress (INTUC)
Hindu Mazdoor Sabha (HMS)
Union Trade Union Congress (UTUC)
Centre for Indian Trade Unions (CITU)
Bhartiya Mazdur Sabha (BMS), etc.

5. 12 TRADE UNIONS IN OTHER COUNTRIES Trade Unions in Asia
UNION MANAGEMENT RELATIONSHIP
TRADE UNIONS IN OTHER COUNTRIES
Trade Unions in Asia
Trade Unionism in Europe
Trade Unionism in the U.S.

6. 12 TYPES OF UNION SECURITY Restricted shop Open shop. Recognition shop
UNION MANAGEMENT RELATIONSHIP
TYPES OF UNION SECURITY
Restricted shop 
Open shop.
Recognition shop 
Agency shop  .
Maintenance of membership shop .
Modified union shop .
Closed shop 

7. 12 COLLECTIVE BARGAINING UNION MANAGEMENT RELATIONSHIP
Types of Collective Bargaining
Traditional Bargaining: Traditional bargaining is concerned with the distribution of benefits such as wages, working conditions, promotion, layoffs, management rights and so on.
The focus is on costs of offers made, demands made, haggling, cajoling, presenting counter offers and threatening strikes and lockouts. It is also known as distribution bargaining.
Integrative Bargaining: This tends to grow out of stressful situations. The pressure is placed on the companies to open its books and provide full disclosure of pertinent information or to develop quality circles wherein employee-union members can engage in decision making processes at the workplace.
The focus is towards joint problem solving rather than a win-lose kind of conflict resolution.

8. 12 STAGES OF NEGOTIATION Pre-Negotiation Phase
UNION MANAGEMENT RELATIONSHIP
STAGES OF NEGOTIATION
Pre-Negotiation Phase
The Negotiators & the Negotiation
Strategy of Bargaining
Tactics of Bargaining
The Contract

9. 12 BARGAINING IMPASSE UNION MANAGEMENT RELATIONSHIP
Conciliation and Mediation 
In conciliation, the third party attempts to keep union and the
management negotiation talking so that they reach a voluntary
settlement, but makes no proposals for solutions.
In mediation, the third party assists the negotiators in reaching
a settlement
In neither conciliation nor mediation does the third party attempt
to impose a solution.
Arbitration 
The process of arbitration uses a neutral third party to make a
decision by either an individual or a panel of individuals.
Arbitration attempts to solve bargaining impasses, primarily
in the public and government sectors.

10. 12 FORMS OF DISPUTES UNION MANAGEMENT RELATIONSHIP Strike
Types of Strikes
1. Recognition strike 
2. Economic strike 
3. Jurisdictional strike 
4. Wildcat strike .
5. Sit down strike 
6. Sympathy strike .
7. Hunger strike.
Lockouts
Layoffs
Gherao – A New Weapon
Picketing
Demonstration
Go Slow

11. 12 PREVENTION OF DISPUTES UNION MANAGEMENT RELATIONSHIP
Contacts and consultation with management and employees
In case of dispute, bringing about a settlement through persuasive efforts
Bringing the employees’ grievance, both individual and collective with a
view to secure their expeditious redress
Understand the employees' viewpoint and help management shape and
formulate policies
Maintain impartial attitude during lawful strikes or lockouts and help in
peaceful settlement
Advising employees against going on illegal strikes and advising
management against illegal lockouts
Improving working conditions, canteen and other facilities
Encourage formation of workers and joint production committees, safety
and welfare committees
Bring to the notice of employees various standing orders and help them in
their interpretation, if needed.

12. 12 WAYS OF RESOLVING DISPUTE Employee Participation
UNION MANAGEMENT RELATIONSHIP
WAYS OF RESOLVING DISPUTE
Employee Participation
Council Plan and Workers Committees
Grievance Management

13. 12 Steps in Grievance Procedures UNION MANAGEMENT RELATIONSHIP
The employee discusses the grievance with the union’s
representative on the job and the supervisor
The union representative discusses the grievance with the
supervisor’s manager
3. The union grievance committee discusses the grievance with
appropriate company manager
4. The representative of the union discusses with the designated
company executives
5. The final step to use are impartial third party for ultimate disposition of the grievance.

14. 12 Principles Of Alternative Grievance Redressal Procedures
UNION MANAGEMENT RELATIONSHIP
Principles Of Alternative Grievance
Redressal Procedures
• Speed of response
• Provisions for multiple levels in case it is not settled
at one level and right to appeal
• Objectivity & impartibility
• Documentation
• Transparency
• Scope for personal hearing