A CRITICAL EXAMINATION OF COLLECTIVE BARGAINING AND ITS ROLE IN LABOUR RELATIONS IN NIGERIA


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TABLE OF CONTENTS

Title Page
Table of Cases
List of Statutes
List of Abbreviation
Abstract
Table of Content

CHAPTER ONE
GENERAL INTRODUCTION
1.1       Introduction
1.2       Statement of the Problems
1.3       Aim and Objectives of the Research
1.4       Significance of the Research
1.5       Scope of the Research
1.6       Research Methodology
1.7       Literature Review
1.8       Organizational Layout

CHAPTER TWO
COLLECTIVE BARGAINING
2.1       Introduction
2.2       History of Collective Bargaining
2.2.1    Meaning of Collective Bargaining
2.2.2    Types of Collective Bargaining
2.2.3    The Concept of Collective Bargaining
2.2.4    Characteristics of Collective Bargaining
2.5       The Structure of Collective Bargaining
2.6       Subject-Matter of Collective Bargaining

CHAPTER THREE
THE LAW AND COLLECTIVE BARGAINING
3.1       Introduction
3.2       Collective Bargaining
3.3       Public Sector Wage Policy
3.4       Private Sector Wage Policy
3.5       Current Laws in Labour Relations
3.6       The Scope of the Trade Dispute Act
3.6       Current Developments in Wage Policy Formulation
3.7       Relationship among Unions and Collective Bargaining

CHAPTER FOUR
INDUSTRIAL DISPUTES
4.1       Introduction
4.2       Expression of Industrial Disputes
4.3       Strikes
4.4       Meaning of Strike
4.5       The Strike Theories
4.6       The Right to Strike
4.7       International Labour Law and the Right to Strike
4.8       Statutory Rules Limiting Strikes
4.9       Lock-Outs
4.10     Meaning of Lock-Out
4.11     Effect of Lock-Out on Contract of Employment

CHAPTER FIVE
CONCLUSION, FINDINGS AND RECOMMENDATIONS
5.1       Conclusion
5.2       Findings
5.3       Recommendations
            Bibliography



ABSTRACT

Just as it is common for conflicts to arise in every human relationship, the relationship between an employer and an employee is not left out in this. The importance of collective bargaining is so enormous in order to bring about amicable settlement of trade disputes. It was discovered in this work that, countries the world over have at one time been faced with the challenges of industrial frictions. An objective of this research work is to educate society and stakeholders on the need for parties in industrial relation to resolve whatever disputes amicably. This is not undermining the rights of employees to embark on strike or other forms of settlements in driving home their grievances. It was recommended that labour laws in Nigeria should be strengthened to enhance the swift and amicable settlement in Trade Disputes.




CHAPTER ONE

GENERAL INTRODUCTION

1.1              Introduction

Collective bargaining is an industrial practice made to enhance harmony by mutual

settlement of trade disputes between an employer and workers or their respective unions. The term collective bargaining is applied to the arrangement under which wages and conditions of employment are settled by a bargain inform of an agreement made between employers or associations of employers and workers organizations. The International Labour Organization Convention1 enjoins members of the organization to take measures appropriate to national conditions however necessary to encourage and promote the full development and utilization of machinery for voluntary negotiation between employers and workers with a view to regulate the terms and condition of employment by means of collective agreements.

The practice of collective bargaining has long been accepted by all side to the employment relationship. This is mainly because the interest of government employees and trade unions rest on the process of consultation and discussion which is the foundation of democracy in industry.

Collective bargaining includes all methods by which groups of workers and relevant employees come together to attempt to reach an agreement in matters under discussion by a process of negotiation, such matters are often regarded as constituting a challenge which generates into a competitive rivalry and usually the method of reaching a decision is compromise.

These methods or process are considered collective because it replaces the individual workers feeble attempts to gain improvement for himself and is instead based upon a joint or collective effort and experience many workers channeled through their union and enhance....


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