Collective Bargainig

Collective bargaining in the workplace

Collective bargaining is a method of unanimously determining working conditions between one or more employers on one side and organized employees on the other. The outcome of such agreements outlines: terms and conditions of employment as well as issues such as union recognition, grievance procedure and special committees. Collective bargaining involves two parties that have conflicting interests. Conflict arises out of a clash of interests between the employer and his/her employees through either workplace disagreements or payment options. Because this conflict is viewed as permanent in the structure of the employment relationship, conflicts in the form of strikes and lockouts are considered a logical outgrowth of a system such as this to allow parties to pursue their different goals. These conflicts are limited in scope and frequency because neither party can achieve its goals without the other and because both parties share a number of common goals, such as health and safety at work, one of them has to eventually give in to the request of the other.

Collective bargaining is used widely in today’s society and mostly in workplaces or organizations. Workers from different organizations who are also seeking the same goals organize themselves into a union; so as to make themselves a more intimidating force as compared to a group of 20-30 workers protesting on the street. With their large number, they could draw lots of attention to themselves and be able to get what they want without the authorities bullying them back into working again.

Collective bargaining was not in Canada until the Winnipeg General Strike of May 1, 1919. For six weeks in the summer of 1919, the city of Winnipeg, Manitoba came to a grinding halt as a massive and dramatic general strike began. Frustrated by unemployment, inflation, poor working conditions and regional disparities after World War I, workers from both the private and public sectors joined forces to shut down or drastically reduce most public services. The workers were orderly and peaceful, but the reaction from the employers, city council and the federal government was aggressive and chaotic. The strike ended on "Bloody Saturday" when the Royal North-West Mounted Police attacked the gathering strikers. Two strikers were killed, 30 wounded and many arrested. Workers won little in the strike, and it was another 20 years before collective bargaining was recognized in Canada. The immediate reasons for the strike were for better wages and working conditions, for recognition of their unions and for the principle of collective bargaining. The broad sweep of the strike, which involved many non-union workers, was partly due to frustrations from World War I. Years of sacrifices during the war and high expectations for the aftermath were met with high unemployment, and inflation. “The metal workers went back to work without a pay increase. Some workers were jailed, some were deported, and thousands lost their jobs. Seven strike leaders were convicted of a conspiracy to overthrow the government and jailed for up to two years. In the 1920 Manitoba provincial election, 11 labour candidates won seats. Four of them were strike leaders. It was another 20 years before collective bargaining was recognized in Canada. Winnipeg's economy went into a decline.

By: Nobleman Chukwu

Citation

Munroe, Susan. "Winnipeg General Strike 1919." About.com. N.p., n.d. Web. 15, 12, 2010. <http://canadaonline.about.com/od/canadianhistory/a/winnipegstrike.htm>.

Boivin, Jean. "Winnipeg General Strike 1919." The Canadian encyclopedia. N.p., n.d. Web. 12, 12, 2010. <http://www.thecanadianencyclopedia.com/index.cfm?PgNm=TCE&Params=A1ARTA0001755>.