LABOUR RESEARCH AND POLICY INSTITUTE INFORMATION &KNOWLEDGE FOR THE WORKING CLASS

LABOUR RESEARCH AND POLICY INSTITUTE INFORMATION &KNOWLEDGE FOR THE WORKING CLASSLABOUR RESEARCH AND POLICY INSTITUTE INFORMATION &KNOWLEDGE FOR THE WORKING CLASS

Kwabena Nyarko Otoo Clara Osei-Boateng Prince Asafu-Adjaye

2009

1.1 Introduction

The right to collective bargaining is one of the most important components of the Decent Work Agenda (DWA) being promoted by the International Labour Organisation (ILO). The right to organise and collective bargaining (ILO Convention 98) is one of the core conventions of the ILO. Collective Bargaining refers to the process of negotiating standards to govern employment and labour relations. The negotiation is usually between workers (as a collective represented by their union) and their employers. Collective bargaining occurs at the plant, enterprise or sector level. The outcome of the collective bargaining process is a Collective Agreement

Collective bargaining is one of the three “pillars” of industrial relations and is actually at the centre of industrial relations. The other pillars are conflict prevention and conflict resolution. The principal objective of collective bargaining is to agree on terms and conditions of employment relationship. The collective bargaining agreement covers both substantive rules (compensation and benefits) and procedural rules (processes and procedures for resolving conflicts).

LABOUR RESEARCH AND POLICY INSTITUTE INFORMATION &KNOWLEDGE FOR THE WORKING CLASS

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