The united working class becomes a power to protect its interests from the exploitation of employers through collective bargaining. The success of collective bargaining lies in the attitude of management and workers, which is in fact incompatible with the spirit of collective bargaining in India. There are some problems hindering the growth of collective bargaining in India. As well as worker training systems, worker participation in management, the development of the code of intersyne harmony, the code of efficiency and well-being, the code of conduct, the formation of joint administrative committees, business committees and business committees, and the formulation of claims measures at the enterprise level have promoted collective bargaining. Union security was also a subject of collective bargaining, but it could not take on much importance in the country, although stray cases were found. The Tata Workers union negotiated with M/s Tata Iron and Steel Co. Ltd., Jamshedpur, on certain issues, including union security and the resulting agreement also included some of the trade union safeguard clauses. More detailed information about the collective agreement can be obtained from Shop Steward or pro employee council. In the event of a conflict, Pro members can get assistance from the Shop Steward and the Union staff council. 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. The United States recognizes collective agreements   The concept of labour relations views collective bargaining as a system of industrial governance.
It`s a functional relationship. The group`s government replaces the government. The union representative has a hand in the leadership role. Discussions are taking place in good faith and agreements are ongoing. The union, in collaboration with company representatives, makes decisions on issues in which they both have vital interests. This is how union representatives and management meet to reach a mutual agreement that they cannot do alone. It is clear from the above facts that the government has advised against the development of collective bargaining in India. But the truth is that the government`s intention has never been to discourage them. Indeed, work in India is not very well organized and should not be expected to get its fair share through collective bargaining. With regard to collective bargaining on working time, it acknowledged that “in one way or another, working time will continue to play an important role in collective bargaining; even if the decisive battles go well in the halls of Parliament. Perhaps the greatest advantage of this system is that a formal agreement allows both parties to know exactly what they can expect from each other and to be aware of the rights they have.
This can reduce the number of conflicts that occur later. It can also make the operation more efficient. The rules mentioned in collective agreements most often concern working hours. These issues include, for example, systems for balancing shift work time, shift work pay and days off. 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. The usual practices are evolving to broaden the scope of collective bargaining.