It is tripartite in nature because it concerns the employer, the union and the conciliator. Comparisons are the result of specific disputes settled by a reconciliation officer. If, during the conciliation procedure, the conciliation officer believes, at any time, that an agreement is possible, the delegate may withdraw from the negotiations. The parties are free to take the terms of the agreement, they are free to conclude the terms of the agreement and they must inform the conciliator within a specified period of time if such an agreement is reached after its removal. The main objective of the development of the collective bargaining technique is to improve relations between workers and management and thus maintain peace in industries. The technology only developed in India after India`s independence and the increase since then. 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. This has given a big boost to collective bargaining; Many trade unions in the organized sector have been able to obtain satisfactory indexation and an annual bonus payment system. It is now a law that the salary for the thirteenth month is paid as deferred salary to all those covered by the bonus law. The minimum bonus is 8.33 per cent and the maximum is 20 per cent of the annual salary.
In India, leaders have a negative attitude towards trade unions. They do not appreciate the membership of their workers in trade unions. Since strong unions are a must for collective bargaining, this management attitude hinders the process. (iii) Several workers negotiate – This may be a negotiation of several employers, i.e. between all workers` unions in the same branch through their federal organizations and the employers` organization. This is possible both locally and regionally and is widely used in the textile industry. The American Federation of Labor was founded in 1886 and provided a large number of workers with unprecedented bargaining power.  The Railway Labor Act (1926) required employers to bargain collectively with unions. The limited success of collective bargaining in our country can be explained by the following factors: the 1962 industrial ceasefire resolution also influenced the growth of collective bargaining. It provides that management and workers aspire to constructive cooperation in all possible ways and impose on them the responsibility to resolve their differences peacefully through mutual discussion, conciliation and voluntary conciliation.
The government approach sees collective bargaining as a constitutional system in the industry. It`s a political relationship. The union shares sovereignty with management over workers and, as a representative, uses that power in its best interest. The implementation of the agreement is governed by a balance between the provisions of the agreement and the needs and ethics of each case. There are three important legislative acts that together create an environment in which collective bargaining can take place between workers` unions and management. These laws are trade union act 1926, Industrial Dispute Act 1947 and Industrial Employment Act 1948.