Collective Bargaining, Critiquing

labor relations, and The nature of

employee relations
SAMUEL M. PALENZUELA
Collective
Bargaining
 An institutional system of formal
Collective Bargaining

negotiation in which the making, interpretation

and administration of rules, as well as the
application of statutory controls affecting the
employment relationship, are decided within
union—management negotiating committees.
 Points from the definition:
● Formal collective bargaining, often referred to as wage
—bargaining, is a process through which
Collective Bargaining

representatives of the union and management jointly

determine some of the rules and regulations
appertaining to the employment contract.
● Second, there are two types of rules: substantive and
procedural.
● Third, the parties negotiating the collective agreement
also enforce the agreement.
● Fourth, informal social relations help to shape and
lubricate the formal collective employment
relationship.
 Two rules of collective • Substantive
Collective Bargaining

bargaining:

•Procedural
Collective bargaining structure
Collective bargaining structure

The structure of collective

bargaining is the framework
within which negotiations take
place and defines the scope of
the employers and employees
covered by the collective
agreement.
Collective bargaining structure Collective bargaining was conducted at
several levels

1 Workplace

2 Corporate

3 Industry
 The decline of collective
bargaining has been attributed
Collective bargaining structure
to a number of factors

The decline in The rise of non- Changes in The

union union government globalization of
membership workplaces policy the economy
The collective agreement: an
overview
The collective agreement: an overview
The outcome of wage—
bargaining is a collective agreement
that provides for the terms and
conditions of employment of those
employees covered by the agreement,
also specifying the procedures, for
instance the handling of grievances
and disciplinary action, that will
govern the relationship between the
signatories
The collective agreement: an overview
Management
Collective Agreements

Trade Unions
Critiquing labor relations
 Critiquing labor relations
Critiquing labor relations

Critical labor relations scholars view trade

unions as a countervailing power against
management-driven work and systems of
pay. They argue that the freedom for
workers to bargain collectively is a core
human right.
 Critiquing labor relations
Critiquing labor relations

A critical perspective on the role of HRM

and labor relations needs to consider the
destructive contradiction between
unsustainable short-term business
strategies and those that partner with trade
unions and environmental movements to
achieve a just, low-carbon economy.
 The decline of unions
Critiquing labor relations

has been linked to the

rise of income 1
inequality.
Unions can help to
improve wages and
2 working conditions for
workers.
Employers often try to
prevent unions from 3
forming or organizing.
The decline of unions
has made it more
4 difficult for workers to
have a say in their
workplace.
Employee Relations
Introduction to Employee Relations
Employee relations is the
management of the
employment relationship
between employers and
employees. It can be divided
into two main areas:
individual employee
relations and collective
employee relations.
Introduction to employee relations
Employment Relationship

Individual employee relations is

concerned with the Collective employee
management of the relationship relations is concerned with
between individual employees the management of the
and their employer. This relationship between trade
includes things like unions and employers. This
communication, employee includes things like
voice, and disciplinary collective bargaining and
processes. industrial action.
 The nature of Employee Relations
The nature of Employee Relations

The term "employee relations" is used to

encompass both individual and collective
dimensions of the employment relationship.
2
However, the focus of this chapter is on the
individual employee relations processes,
skills, and competencies.
The nature of Employee Relations
Employee
Discipline/Grievance

Employee Voice

Employee Communication

Employee Relations
The nature of Employee Relations
The importance of
communication
Communication is essential for
effective employee relations. It
helps to build trust and
understanding between employers
and employees. It also helps to
resolve disputes and prevent
conflict.
 Formal Communicatio
Exchanging
information through
unofficial channels,
such as gossip or the
grapevine.

Exchanging
information through
official channels,
such as email or
memos.
Formal Communication
The nature of Employee Relations
The importance of
employee voice

Employee voice is the process by

which employees can express their
views and concerns to their
employer.
The nature of Employee Relations
The importance of
disciplinary/grievance
processes

Disciplinary/Grievance processes
are the procedures that employers
use to deal with employee
misconduct. They are important for
ensuring that employees are treated
fairly and consistently.
Thank You