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ASSIGNMENTS
ADL- 35 : INDUSTRIAL RELATIONS AND LABOUR LAWS

Subject Name & Code : Study Centre : Permanent Enrollment Number (PEN): Student Name :

Industrial Relations and Labour Laws

INSTRUCTIONS a) Students are required to submit three assignments ASSIGNMENT Assignment A Assignment B Assignment C DETAILS Five Subjective Questions Three Subjective Questions + Case Study Thirty Five Fill in the blanks MARKS 10 15 10

b) Total weightage given to these assignments is 40%.
c) All assignments are to be completed in your own hand writing/typed. d) All questions are required to be attempted. e) All the three assignments are to be completed by due dates (specified from time to time) and mailed/given by hand for evaluation at the ACeL office Noida/your Study Centre. f) The evaluated assignments can be collected from your study centre/ ACeL office after six weeks. Thereafter, these will be destroyed at the end of each semester. Signature Date ( : : _________________________ _________________________

) Tick mark in front of the assignments submitted Assignment 'A' Assignment 'B' Assignment 'C'

Copyright © 2004. Amity.

Discus this giving an example of any Participative style of functioning known to you.2 Q. keeping in view the principles of natural justice? Distinguish between Recognition and Registration of Trade Unions in view of existing labour laws. . Write short notes on: a) Layoff Vs Retrenchment.1 Q.1 Q.ADL. What procedure would you adopt to punish a habitual offender.3 “Maintaining discipline is one of the most arduous task off an IR Manager”.3 Q.5 Discuss the impact of globalisation on the industrial relations scenario in India.35: Industrial Relations and Labour Laws Assignment 'A' Notes: All Questions carry equal Marks Marks : 10 Q. What do you understand by the term “Collective Bargaining”? What are the various stages during the process of bargaining? Explain the concept of “Quality of Working Life”. Amity. How does it effect the working climate of an organisation? What do you understand by the term Productivity? How is grievance handling related to productivity? “Participative style of management works as well with workmen cadre as it does with managerial cadre”.2 Q.35: Industrial Relations and Labour Laws Assignment 'B' Notes: Attempt all questions and the case study. Marks : 15 Q. ADL. Copyright © 2004. b) Conciliation Vs Adjudication.4 Q.

he had started off from home much earlier than he normally did. She called Kirpal again and gave him a mouthful.) and signed the attendance register. So. Madhu informed him that she had already checked with him and that he did not remember any such errand. Kirpal then asked Madhu to speak to GM. She felt that probably other persons from HR Dept. an office assistant in HR Dept. being busy at that moment. Amity.m. By this time Kirpal had become annoyed at his integrity being doubted. Madhu. figured out why they had come and even before they could walk nearer and explain the purpose of their visit. he questioned why he would send someone without informing her. as she thought that her gender did not come into the scheme of things at all. Madhu too wanted to sort out the matter. He dared her to go with him to GM Saab so that he could prove to her that he is honest and truthful.CASE STUDY Perfect Communications Limited PCL was a marketing organisation dealing in communication equipment. to 5.00 a. saw him signing in the register. He further stated that she was doing all this purposefully. but had signed his attendance without permission. Kirpal stared menacingly towards Madhu. He further stressed that in order to carry out the errand. Kirpal was flabbergasted on this turn of events and stuck to his guns that GM had sent him on an errand. It had a large customer base in both Government as well as private sector.00 a.m. She was more concerned about this incident as Kirpal was a part of HR Dept.00 p. Kirpal reacted by stating that he was not late. she became doubtful whether Kirpal telling the truth or was pulling a fast one. she picked up the phone and spoke to her GM. Madhu lost her temper. She got very angry as Kirpal had not only come late. So he too went on the offensive and stated that since she don’t believe him. stated that he had actually send Kirpal on some work and apologised to Madhu that he had neither informed her the day before nor could he recollect it when she rang up. Madhu became very furious as Kirpal had not only came late.05 a. Madhu was no longer in the mood to believe him as she felt she had been taken for a fool. felt very ridiculous. who. After a while. She even went to the extent of telling him that she could have him charge-sheeted. reported for work at 10. and asked Kirpal to go to his seat.) She called Kirpal to her cabin and admonished him for coming late and then signing the register without a word of apology / explanation. The HR Manager. (office timings were from 9. On further investigation Kirpal informed that he had been given an envelope by the General Manager-HR a day before and asked to deliver the same before coming to the office. also misused the system.m. in fact she had for long felt that employees took her for a “softie”. who was totally unaware of any such assignment. but had also bluffed blatantly. One day Kirpal. So they both went to GM’s cabin. . Kirpal to got angry stating that all the seniors felt that they were the only virtuous people and all juniors are cheats. Instead. just to prove to everyone in the office that women are “tough” managers. As they entered the cabin. he could not believe her either. GM looked at them. Madhu. failed to recollect having sent Kirpal on any errand. who kept her cool in the presence of her boss and Copyright © 2004. He stated that he was too preoccupied with the union negotiations.m. since they had access to the attendance register throughout the day (for others the attendance register was removed at 9.

What are the issues involved and what lessons can be learnt from this incident ? Identify the internal psychological processes and external situational factors affecting the interpersonal relationship and behaviour in this case. 5. QUESTIONS FOR DISCUSSION : 1. arising out of anything connected with the company that an employee thinks. Methods of handling grievance through a third party intervention are ___________. any ________ or more workers of an establishment can form a trade union and apply to the Registrar for its registration. Amity. The discussion that takes place consequent resignation is known as _________________. Copyright © 2004. or between workmen and workmen.apologised saying that the whole incident blew out of proportion due to the confusion as she had been totally in the dark about it. whether expressed or not and whether valid or not. 4. Conciliation and _____________. Trade Unions can regulate the relations between workmen and employers. 4. . 6. or between ___________ and ___________. In case the said union has been in existence for more than one year. has also to be attached to the application. Keeping the _________of the firm out of the bargaining process is considered by many as a sound technique. Not more than ______% members of the executive committee are outsiders.35: Industrial Relations and Labour Laws Assignment ‘C’ Notes: Fill in the blanks Marks: 10 1. Any discontent or dissatisfaction. preceding the date of application. believes or even feels is unfair. unjust or inequitable is known as _______________ 2. 7. 2. Non-conformity to formal & informal rules & regulations of the organisation is known as _________________. a statement showing _______________________ of the union. Under the TU Act. 3. How do situations like this affect human behaviour ? What can be done so that such situations do not recur ? ADL. 3. 9. 8.

No person should be made an office-bearer. Office bearers of a Registered Trade Union can claim protection from being prosecuted under Sec. Maharashtra _____________ of Trade Unions and Prevention of Unfair Practices Act. or industrial occupation or avocation of workmen is known as ________________. Amity. 12. 15.10. 24. 22. Any business. ________________ means termination of service or contract as a punishment for a serious misconduct or act of indiscipline. 14. The Registrar of Trade Unions has the powers to cancel or withdraw registration if it has been obtained by ________ or mistake. 1946. trade. 11. 20. The Industrial Employment (Standing Orders) Act. for bonafide trade union activities. A Registered Trade Union can constitute a separate ___________ fund for the promotion of civic and political interest of members. The IE(SO) Act also provides for temporary application of _______________________ to an industrial establishment till such time the Standing Orders are certified under this Act. and withholding wages for so long as that prohibition continues. Office bearers and members of a recognised union have the right to enter into _______ settlement wit the employers. then the ____________ shall prevail. Trade Unions have to allow any person aged _______ and above to become its member and enjoy the privileges attached to membership. employment. 17. handicraft. While drafting a Charge-sheet care should be taken that charge of misconduct should not be __________ or ambiguous. 1971. aided. 13. ______________ means prohibiting an employee from performing his duties assigned to him. mainly deals with ____________ of trade unions. manufacture or calling of employers and includes any calling. unless a period of ______ years has elapsed since his release. Application for recognition of union can be made to the Industrial Court by any union that has more than _________% of employees of that undertaking. In case the terms and conditions in the appointment letter are inconsistent with the provisions of the Standing Orders. Copyright © 2004. 25. _________ of the Indian Penal Code and immunity from civil suit in certain cases. 18. 19. undertaking. 16. 23. or assisted the commencement or continuation of ___________________. service. makes it expedient on the employers in industrial establishment wherein _______ or more workmen are employed to have their Certified Standing Orders. if he has been convicted of any offense involving moral turpitude and sentenced to imprisonment. The Industrial Court may cancel the recognition of a union if it is satisfied that it has instigated. as its members. 21. .

33. termination of the service due to _____________________________.26. or termination of the service on grounds of continuous ill health. Conciliation Officer has to submit his report within _____________ days of the commencement of the conciliation proceedings or earlier if required by the appropriate Govt.. 31. unless for reasons to be recorded the employer retrenches any other workman. The workman has to be given ______ month(s) notice. 29. . Section 25 of ID Act makes it obligatory for all industrial establishment which are not seasonal. Amity. Retrenchment does not include voluntary retirement. The employer shall ordinarily retrench the workman who was the ______ person to be employed in that category. 30. Under Section 10(1)(a) the appropriate Government is empowered to _______ the existing or apprehended dispute to conciliation. No compensation shall be paid to a workman who has been laid off if he refuses to accept any alternative employment in any establishment belonging to the same employer and located within a radius of _______ miles from his establishment. 27. 28. and employ 50 or more workmen. Compensation shall not be paid if laying-off is due to any _________ on the part of workmen in any part of the establishment. The process of rational and orderly discussion of differences between the parties to a dispute under the guidance of a third party is known as ______________. retirement on reaching the age of superannuation. 34. or do not work intermittently. to pay lay-off compensation at the rate of ________% of the basic wages and Dearness Allowance. Conciliation Officer is empowered to enforce _____________ of any person for the purpose of examination him. or paid wages in lieu of such notice for retrenching any workmen in any industrial establishment employing _____ or more workmen. 35. 32. Copyright © 2004. or later if parties to the dispute agree in writing.

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