ABSTRACT:
Collective bargaining is the primary process by which employers and employees negotiate the terms and conditions of employment to create an agreed-upon employment contract. It is a platform that addresses wages, benefits, working hours, safety and employment, encouraging cooperation and reducing conflict in the workplace. Based on the principles of negotiation and compromise, collective bargaining encourages workers, usually represented by unions, to advocate for fair treatment while ensuring that employers maintain good working conditions. The process can be divided into negotiation, general negotiation and settlement negotiation, each with a different purpose. Good teamwork promotes harmony in the workplace, increases productivity and contributes to job stability, demonstrating its importance as the basis for good cooperation in the public and private sectors. The JK Steel case illustrates the important role of collective bargaining in resolving labor issues and promoting good labor relations. In this case, collective bargaining is used to resolve grievances regarding differences in wages, employment, and employee benefits. The importance of dialogue and compromise was emphasized by the participation of union and management representatives in the negotiation process. Knowledge of the effectiveness of collective bargaining agreements can balance the interests of both parties, reduce commercial disputes, and create a fair workplace. In this Paper, aim to understand the concept of collective bargaining in the Labour convention in the international labour organization (ILO) related to the rights of the employee in collective bargaining.
Keywords: Collective bargaining, employee benefits, International labour organization, Convention, wages, working hours, Safety, employment
Introduction:
Collective bargaining is an important concept in labour law that represents the negotiation process between employers and employees, usually negotiated by a union, to reach decisions on work, wages, and other work-related issues. It is the basic principle of equality and negotiation and is considered to play an important role in resolving labour disputes and developing good labour relations. The legal framework of an agreement varies from decision to decision but is usually provided by international legal obligations, laws, and labour standards, such as those set by the International Labour Organization (ILO). Labour laws generally regulate the rights and responsibilities of employers and employees, including the recognition of unions, the scope of problem solving, and problem solving techniques.Collective bargaining not only protects the rights of workers, but also provides workplaces with a formal process for resolving labour problems and ensuring that workplaces do good work. It embodies the balance between the unity of workers and the authority of management and forms the basis of modern labour relations.
The JK Steel case is an important example of the application and impact of interactive communication in resolving operational problems in production. This situation stems from a conflict between unequal wages, poor working conditions and benefits provided to employees. The dispute highlights the urgent need for a negotiation process to resolve the dispute and restore economic harmony . In this context, collective bargaining is the name given to negotiations between management and workers represented by unions. The process emphasized the importance of mutual respect, transparency and compromise in reaching sustainable solutions. This also affects the role of labour law in promoting and maintaining unity, making unity fair and just for both parties. This paper charts the evolution of collective bargaining in the development of labour relations and shows that it has an impact on the understanding of conflict resolution and workplace justice in the context of labour law.