Strategies used to resolve Conflict part 2

Collective Bargaining  

One can describe collective bargaining as the procedure by which the union delegate in support of the employees and management, settle the terms of their agreement which are included in the employees’ contract of employment.  It is a way to come to harmony between trade unions and employers.

The Responsibility or Functions of the Trade Union

1. To guarantee improved wages and working conditions for workers

2. To safe guard workers against illogical corrective actions.

3. To handle grievances in line with the grievance procedures

The Grievance Procedure

A grievance is a complaint or objection by a worker.  A worker will have a complaint when:

1. he or she is handled unjustly e.g. instances of prejudice

2. his or her wellbeing or security is in jeopardy  e.g. pollution at work

3.where by there is a breach of the work rules e.g. instances when employers have not stand by the agreement between management and the trade union

The grievance procedure is a process by which employees can use to work out any injustice that may occur.

STEP 1  –   The employee talks about the complaint with his or her supervisor or overseer.  If the complaint is not pleasingly handled by the supervisor or overseer the employee may take further action.

STEP 2  –   The employee will talk about the issue with higher authority like the head of department.

STEP 3  –   The employee, together with the union representative, will talk about the issue with top management.

STEP 4 –    In the event that the grievance is still an issue, there will be conciliation or mediation from the Ministry of Labour or any self-regulating body, hence to correct the differences in the opinions of the parties involved.

STEP 5 –   If still there is an issue then it is sent to arbitration that is where the judge will make the final decision in court.  As a result both parties; employer and employee must agree to the judge’s verdict or decision.