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HR9 PDF
HR9 PDF
Prof. S. P. Pati
Indian Institute of Management
Kozhikode
(03.03.2016)
Dunlop Model
An understanding of the IR construct, is provided by
J. T. Dunlop, who is credited with the application of
Systems approach to the same. The Systems
approach argues that any system has four distinct
processes: input acquisition, input transformation,
output and feedback.
As per Dunlop, an industrial relations system at any
one time during its development, is regarded as
comprised of certain actors, certain contexts, an
ideology, which binds industrial relations system
together and body of rules created to govern the
actors at their workplace and work community.
Contexts
Technological (organization of work, state of technology,
labor or capital intensive
Market (Product demand, market growth, no. of
competitors, margins, profits etc.)
Power (How power is distributed amongst the three actors)
Common ideology
Workers are entitled to minimum standard of living
A certain standard of output ought to be delivered for
organization to remain competitive and for the actors to
survive competitively.
Bargaining
Concillation
Arbitration
Legislation
Judgments
Actors
Context
Bargaining
Conciliation
Arbitration
Legislation
Judgment
Rules
Laws
Common
Ideology
Input
Transformation
Output
Assessment:
No provision for medical care and treatment in case of injury to a worker.
No provision for insurance of the liability of the employer. Hence many
employers find it difficult to compensate workmen
Finances
The Scheme is primarily funded by contribution raised
from Insured Employees and their employers
Payable such as
1. Employees Contribution 1.75% of the Wages
2. Employers Contribution 4.75% of the Wages
TOTAL
- 6.5 % of the Wages
EPF Applicability
Establishments under the control of state/central government (Sec 16 (1b)).
Establishments under any central, provincial or state act (Sec 16(1c)).
Voluntary coverage if employer and majority of the employees agree to
implement the same (u/s 1(4))
Employees with wage more than Rs. 6500/- can also opt for the
scheme, after consulting with the employer and with approval
from the Government [PF Commissioner or an officer so
authorized in this regard]. They have to pay 12% of Rs. 6500/- or
12% of basic pay (in actuals) or up to Rs. 6500 /- (if so they
wish). Under special circumstances, they can contribute more.
Max payment from employer is frozen at 12% of Rs. 6500 or up
to Rs. 6500/-, while employees can contribute more.
At time of superannuation or death, the fund (and the interest
calculated by the rates declared by Central Govt. every year) is
paid.
Also has provisions for lay off upon payment of compensation (Sec 25C),
retrenchment of workmen after giving sufficient notice (Sec 25F) and giving
compensation and for closure of undertakings (Sec 25FF)
The Trade Unions Act 1926
Seven employees have the right to apply and register a trade union
Later amendment (2001) makes it 10% of unionizable employees or 100
employees (whichever is less).
Registration is not compulsory, but registered unions receive protection from
certain civil and criminal actions. Unregistered unions have no corporate
existence nor legal entity (and hence no power of contract and no power to
acquire movable and immovable property)
Does not specify any criteria or method of recognition of Unions
Various states (for e.g. Maharashtra) have enacted specific legislations for
union recognition