The Principle of Collective Bargaining in Nigeria and the International Labour Organization (ILO) Standards

International Journal of Research and Innovation in Social Science (IJRISS) | Volume II, Issue IV, April 2018 | ISSN 2454-6186

The Principle of Collective Bargaining in Nigeria and the International Labour Organization (ILO) Standards

Robinson Monday Olulu¹, UDEORAH, Sylvester Alor F.²

^{1, 2} Ph.D, Department of Economics, University of Port Harcourt, Port Harcourt, Nigeria

Abstract: – In workplace relations, there exists diverse interest with the employer on one hand driven by the quest for profits and control while the employees on the other hand drive by desire to increased wages, benefits, inclusion and expression which generally results in conflicts. However, employer, employees and their unions have, beyond the quest for and reception of fundamental freedoms and rights, also evolved ways of engagement with a view to resolving diverse issues of interest through voluntary negotiations. They are therefore unanimous that collective bargaining is a useful panacea in the workplace for industrial peace. Bargaining has therefore gone from the individual employer/employee relation to standard workplace concept in line with the emergence of fundamental freedoms and trade unionization. This paper looks at the concept of collective bargaining within the context of the international labour organization and the application, challenges and limitations of the same concept in Nigeria.

Keywords: Collective Bargaining, International Labour Organization, Employee, Employer, Conflict, Negotiation

I. INTRODUCTION

Freedom of association is a right cherished by all human beings. This right amongst its other benefits ensures that workers in organizations can meet and seek to project and protect their rights and benefits as it relates to their employment conditions. Collective bargaining ensures that employers and workers have equal voice in negotiations, the outcome of which are fair and equitable bargain. The result of collective bargaining is a collective agreement. However, the scope of the agreement is limited by the provisions of the law. Thus, collective agreement cannot accomplish by contract what the law prohibits. To achieve efficiency and equity in the workplace, both the interests of the employer and the employee must be protected and this can only be achieved via collective bargaining.

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