The important feature of the above-mentioned dispute prevention and resolution mechanisms is that dispute resolution through collective bargaining is fully present and is not referred by simpler, simpler, simple, simple, simple, simple business committees than to the Court of Inquiry and the Labour Tribunal. The decision of the labour courts, the labour tribunal and the national court binds the two parties. Another important point of collective bargaining is the aspect of union security. Clearly, it is in the union`s interest to collect members` fees and recruit as many new members as possible. In the contract, a check-off The employer automatically deducts, on behalf of the union, the wage allowances of the union members. The State of Life Policy And This provision intervenes when the employer, on behalf of the union, automatically withdraws wages from union members` salaries. This ensures that the union benefits from a constant flow of taxes. The idea of collective bargaining arose from labour disputes and the growth of the labour movement and was first fuelled by Samuel Crompers in the United States. In India, in 1920, the first collective agreement was made using the example of Mahatma Gandhi to settle the relationship between a group of employers and their workers in the textile industry in Ahmadabad 3 To study the degree of qualifications assigned by trade unions and employers` unions of men and women, this article compares the negotiations that took place in the clothing industry in France during the first half of the 20th century.
The apparel industry was traditionally dominated by women, where the small size of enterprises remained an obstacle to attempts to rationalize production. In the metal industry, the increase in the number of female workers coincided with an expansion of the scientific organization of work [sometimes also known as taylorization]. To the extent that the sources permit, I will try to reconstruct the debates that accompanied the evolution of the wage scale.5 In accordance with the chronology that led to the gradual codification of wage scales, I will first examine the first agreements concluded during and after the First World War, before considering the negotiation of collective agreements within the framework of the Popular Front of 1936. , and the development of Parodi-Croizat decrees after the Liberation (late 1940s). The negotiation process is the part of collective bargaining that makes headlines and attracts public attention; Wage increases are announced, grim forecasts of price increases are made. If the government is committed to supporting the principle of collective bargaining, why has it not been legislated? The Trade Union Review Act 1947 did not provide for the mandatory recognition of representative unions by employers, but it was never notified and therefore never came into force. A sample carried out by the Indian employers` organisation for the period 1956-1960 showed that collective agreements were concluded between 32 and 49% in the event of a dispute. Most of the collective agreements have been concluded at the enterprise level. In this context, the National Labour Commission has fully highlighted the progress of the collective agreement. Production standards, technical procedures, working rules, performance standards, fatigue, arrest and shooting, protection of the body and life, overtime compensation, hours of work, wages and wages, recognition of trade unions, reductions, trade unionism, leave and worker competence are the subject of collective bargaining and bargaining.