CHAPTER - 3

TRADE UNIONISM

1. INTRODUCTION
2. OBJECTIVES OF TRADE UNIONS
3. FUNCTIONS OF TRADE UNIONS
4. ORGANISATIONS OF TRADE UNIONS
5. WEAKNESSES OF TRADE UNIONS
6. STEPS FOR MAKING TRADE UNIONS
STRONG
7. GROWTH OF TRADE UNIONS IN HARYANA
8. BRIEF ACCOUNT OF THE TRADE UNIONS
UNDER STUDY
9. GENERAL OBSERVATIONS ABOUT THE
TRADE UNIONS AND THEIR WORKING IN
THE UNITS UNDER STUDY
10. WEAKNESSES OF THE TRADE UNIONS
UNDER STUDY
11. CONCLUSIONS AND SUGGESTIONS
 CHAPTER-3

TRADE UNIONISM

INTRODUCTION
Trade unions have emerged along with the modern industrial
development. Trade unions occupy a crucial place in the socio­
economic and political transformation of a country. However, trade
unions can contribute to the socio-economic transformation of the
country only if they are organisationally strong. Effective trade
leadership is the crucial factor behind the growth, strength and
effectiveness of the trade unions.
Trade union is a by-product of industrial Revolution. Before
the industrial Revolution, the production processes were not
mechanised, since the skill of the worker was very much required.
It was not easy for the employer to lose a skilled craftsman, it was
difficult to replace him. The employers and workers mutually
depended on each other both in the small and cottage production,
before the industrial revolution. After the industrial revolution,
because of mechanisation, the individual skill of the worker was
not considered very important. T .iuence of the employer on
the individual worker was very uch reduced. On the other hand,
with the introduction of the laitoc scale production, big machines
and equipments were introduced. It was also not possible for the
workers to become the owners of the instruments of production. To
eke out their livelihood, they were now forced to seek employment
from the big capitalists who had become owners of modern
industries. So, the dependence of the workers on the capitalist
employer increased. This has led to the weakening of the position
of the workers. In order to safeguard their interests and to raise
their power of bargaining, they had no other means but to form
trade unions. Thus, trade union has become the workman’s answer
to industrial revolution, which has led to the exploitation of the
working class. Individually the workers can easily be dispensed
with. But collectively they become indispensable and no employer
can afford to lose all his workers at a given time. Thus, when they
form a union, they are in a position to fight against the employer on
an equal footing in order to safeguard their rights and to bring
about reasonable improvements in their economic position.

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 As a result of the industrial revolution in England, the trade
unions became stronger. Before the formal recognition, trade
unions faced several challenges and hardships. The movement had
its traits and tribulations in its birthplace, namely England. The
History of the trade union movement in England is more or less a
history of trade union struggle to get social and legal recognition. It
is note worthy that in the 19th century, trade unionism had to face
hostility in England not only from the capitalists but also from the
state. To quote Sidney and Beatrice Webb, “ In the new machine
industries, — the repeated reductions of wages, the rapid
alterations of processes, and the substitution of women and
children for adult male workers had gradually reduced the workers
to a condition of miserable poverty. The reports of the
parliamentary committees from 1800 onwards contain a dreary
record of the steady degradation of the standard of life in the textile
industries.”1
However, it is evident from recent history that the trade
union movement has through its struggle not only won social and
legal recognition to itself but also induced the State to intervene
and regulate the working and employment conditions.
After the Independence of India, the five-year plan draft
outlines and documents have shown an increasing awareness of the
importance of industrial labour in the national economy. The
planners reiterated their plea to trade unions by requesting them to
assume increased responsibility for the success of productive
effort.2 The strong trade union movement was advocated to protect
the interests of labour and to achieve the targets of production. The
framers of the five year plans were keen to tell the unions that the
existence of multiplicity of trade unions, political rivalries, lack of
resources and disunity among the workers were injurious and
harmful to trade union movement. They further stressed the need
for a change in the outlook, duties and responsibilities of trade
unions. The plans made an attempt to inform this organised
institution to play a major and constructive role in the economy
development of the nation. Thus, the five year plans took concrete
1. Sidney and Beatrice Webb, The History of trade unionism,
Longmans, London, 1896, page 77-78.
2. Planning Commission, The first five year plan, Government of
India, New Delhi, 1952, page 581-582.

4
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step to ameliorate the conditions of labour and to obtain the help
and co-operation of this organised movement by way of their
constructive contribution to the economy as a whole.

DEFINITIONS
A study of the nature, growth of trade unionism and the
functions as well as the role of trade unions in any country, can not
be neglected. In a developing economy or a country aspiring for
economic development, a systematic study of trade unionism is
important as it is highly essential to examine scientifically the
existing and potential forms of human institutions so as to discover
their impact upon the economic growth of the community which in
turn, requires a thorough understanding of the institutions
themselves starting from their origin to the functions, possibilities
and the laws of growth.
Any discussion of trade unionism first requires a precise
definition of the term ‘Trade Union’ because of the wide
differences in the use of the term in different countries. Section 2
(B) of Indian Trade Unions Act of 1926 defines a trade union as
“any combination, whether temporary or permanent, formed
primarily for the purpose of regulating the relations between
workmen and workmen or between employers and employers or
between workmen and employers or for imposing restrictive
conditions on the conduct of any trade or business and it includes
any federation of two or more unions.”3
Different authors have defined a trade union in different
ways. However, the various definitions exhibit certain important
common features. Trade union has been defined in terms of the
functions it is expected to perform. Though there is a diversity of
opinion with regard to the roles of trade unions in the working
class movement, yet all agree to the fundamental purpose of trade
unionism, viz., the pursuit of the interests of its members. Further,
this term has been confined to workers alone as it promotes the
worker’s interests and welfare.
While defining a trade union, Dale Yoder maintains that a
union is a continuing, long term association of employees, formed
and maintained for the specific purpose of advancing and
protecting the interests of its members of its members in their

3. Trade Unions Act, 1926 page 7.

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working relationship4.
According to J.H. Richardson, “ A trade union is essentially
an association of workers formed to safeguard and improve the
working conditions of their members and more generally to raise
their status and promote their vocational interests.”5
Thus a trade union is a continuous association of workers for
the purpose of maintaining and improving their conditions both of
working and living. They are formed in order to promote economic
interest as well as the welfare of their members.
In nutshall, it can be said that the objectives of trade unions are
to protect, maintain and improve the economic and social interests
of the member employees. However, they should not be viewed
merely as organisations meant for maintaining and improving the
social and economic interest and welfare of its members, but their
role as also valuable in keeping the harmonious relations between
workers and the management, which is a pre-requisite for the
continuity and economic progress of an industrial concern.

OBJECTIVES OF TRADE UNION

A trade union is formed to achieve following objectives:

1. To represent workers on various participative forums;

2. To organisation of all eligible members under one platform;
3. To represent the workers to management in cases of disputes
or differences.
4. To enter in the collective bargaining and other agreement on
behalf of workers.
5. To undertake various activities for the welfare of its
members. t

6. To provide benefit to members in case of sickness, old age,

trade disputes, unemployment, litigation and also to provide
funeral expenses.
7. Furtherance of political objectives.

4. Dale Yoder: Personnel Management and Industrial Relations

1969, page 159-60.
5. Richardson J.H.: An Introduction to the study of Industrial
Relations 1961, page 137.

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 8. To participate in the work of any association that furthers the
activities of trade unions and its members.
9. To arrange the necessary activities for the social and moral
upliftment of workers.
10.To arrange for printing or publishing facilities for the benefit
of workers.

To achieve these objectives trade unions may employ variety

of means - the means depending on the attitude of the unions
regarding the economic system in which they operate, the degree of
group and class consciousness among workers, the nature of
political organisation and the nature and type of trade union
leadership.

WAYS OF ACHIEVEMENT OF OBJECTIVES

These objectives are achieved by traditionally used methods,

such as:

1. Organisation of unions on the basis of craft and industry- such

as general unions and professional employees association.
2. Recognition of unions as an exclusive bargaining agent, i.e. a
representative union, to advocate the interest of employees.
Recognition may be voluntary or forced one or by secret ballot
system.
3. Collective bargaining, which is the ‘Heart of the Industrial
Relations’, for it is through collective bargaining that terms and
conditions are determined undej which two parties work
together.
4. Union security, which could be achieved through ‘closed
shop’, ‘union shop’, ‘agency shop’ or some other arrangement
which gives the union control over hiring or supervising or
discharging workers.
5. Grievance processing and handling procedures, under which
grievances are answered by correcting the situation or
channeling it “up the line.” When the grievance gets to the chief
executive officer, it has to be resolved or sent to an outsider for
settlement.
6. Negotiating arrangements with management; These
negotiations deal with wages and conditions of employment,

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 personal and job security, increased employee benefits, medical
assistance, retirement benefits etc.
7. Arbitration, through which unsettled disputes could be got
settled by an outside agency.
8. Political pressures, through legislators who bring about
changes in legislation of the country.
9. Mutual insurance, through common contribution for meeting
financial needs of the workers when there are stoppages of
work.

FUNCTIONS OF TRADE UNIONS

As per the Indian Trade Union Act, 1926, the primary

functions of a trade union is to protect and promote the interests of
the workers and the conditions of their employment. They can also
have other objectives, which are not inconsistent with this primary
purpose or opposed to any law. In India, trade unions generally
undertake the following functions:

1. To achieve higher wages and better working and living

conditions for the members;
2. To acquire control over industry by workers;
3. To minimize the helplessness of the individual workers by
making them stand up unitedly and increasing their
resistance power through collective bargaining, protecting
the members against victimisation and injustice by
employers;
4. To raise the status of the workers as partners in industry and
citizens of society by demanding an increasing share for
them in the management of industrial enterprises;
5. To generate self-confidence among the workers;
6. To encourage sincerity and discipline among workers;
7. To take up welfare measures for improving the morale of the
workers.

The National Commission on Labour has underscored

certain basic functions to which trade unions have to pay greater
attention such as:

1. To secure fair wages for workers;

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 2. To safeguard the security of tenure and improve conditions
of service;
3. To enlarge opportunities for promotion and training;
4. To improve working and living condition;
5. To provide for educational, cultural and recreational
facilities;
6. To co-operate and facilitate technological advancement by
broadening the understanding of workers in the issues
involved in their jobs;
7. To promote identity of interests of the workers with their
industry;
8. To offer responsive cooperation in improving levels of
production and productivity, discipline and high standards of
quality;
9. To promote individual and collective welfare.

Thus, the principal function of the trade union is the

regulation of relations between the employers and employees and
also the provision of benefit to its members. It is to be noted that
their functions are not static but changes with the changes in the
economic and social set up of the country.

ORGANISATIONS OF TRADE UNIONS IN INDIA

In India, the structure of trade union consists of three

levels: Plant/ shop or local, the state and the centre. Every national
or central federation of labour in India has state branches, state
committees or state councils, from -where its organisation works
down to the local level. There are two types of organisations to
which the trade unions in India are affiliated:6
1. National Federations
2. The Federations of unions

1. National Federations: The national federations have all the

trade unions in a given industry as their affiliated members.
Every trade union, irrespective of the industry to which it
belongs, can join a general national federation. Such federations
are the apex of trade union structure. They are necessary to

6. Mamoria C.B., Mamoria S. and Gankar S.V.: Dynamics of

Industrial Relations, 1998, page 91-92.
bring about co-ordination in the activities of trade unions and to
give trade union policies a national character. National federations
of labour based on different political ideologies so in the field of
labour relations they follow either a militant policy or a policy of
cooperation with the employers and the government, or a policy of
continuous strife and litigation. The trade union leaderships are
found leading dozen or more unions in a particular state. These
unions may be in the petroleum industry, the transport industry,
electricity supply undertakings or craft unions, such as the
rickshaw puller’s union or taxi driver’s union. Some of the trade
union leaders are MPs and MLAs, elderman of city corporations
and members of important committees dealing with the labour
policy of the country.
The national/central federations are empowered to decide the
question of jurisdiction of the various local and national unions. A
majority of these federations allow their affiliates to bargain
independently with their respective employers. The federations
only act as coordinating authorities for different unions under their
control. They also select delegates to represent workmen in
international conferences organised by the International Labour
Organisation or the International Confederation of Free Trade
Unions.

The All- India federation of trade unions has a regular

structure. For example:
The INTUC consists of a central organisation, affiliated
unions, industrial federation, regional branches and councils
functioning under the direct control’ or supervision of the central
organisation, the assembly of delegates, the general council and the
working committees.
The INTUC functions through its affiliated unions,
delegates, assembly, general council (including office-bearers), the
working committees of the general council and the pradesh bodies.
The UTUC consists of the general body (i.e. delegates’
assembly) general council and the working committee of general
council.
The Hind Mazdoor Sabha (HMS) works through the general
councils, the working committee and affiliated organisation.

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2. Federations of unions:

These are combinations of various unions for the purpose of

gaining strength and solidarity. They can resort to concerted action,
when the need for such action arises, without losing their
individuality. Such federations may be local, regional, state,
national and international. There are a few organisations which are
local in character, such as the Bhartiya Kamgar Sena, the Labour
Progressive federation, Madras, the National Front of Indian Trade
Unions and the Co-ordinating Committee of Free Trade Unions.
Many unions are affiliated to one or the other type of the
following central organisations of workers-
1. The Indian National Trade Union Congress
2. The All India Trade Union Congress
3. Hind Mazdoor Sabha
4. The United Trade Union Congress
5. The Centre of Indian Trade Unions
6. Bhartiya Mazdoor Sangh
7. The National Labour Organisation
8. The National Federation of Independent Trade Union
9. The Trade Union Co-ordination Committee
10. Indian Confederation of Labour
11. Hind Mazdoor Kisan Panchayat

CENTRAL TRADE UNIONS IN INDIA

At present, there are thirteen Central Trade Unions out of

which five major trade unions like INTUC, AITUC, BMS, HMS,
and the CITU accounts for nearly 75 percent of the total trade
union membership. A brief discussion of trade unions is as follows:

1. ALL INDIA TRADE UNION CONGRESS (AITUO

The first all India trade union organisation was established in

1920 as a result of a resolution passed by the organised workers of
Bombay and the delegates which met in a conference on 31st
October, 1920. It was attended by such first rank political leaders
as Motilal Nehru, M.A. Jinnah, Annie Besant and Vallabhbhai
Patel and Colonel Wedgewood on behalf of the British Trade
Union Congress. The first president was Lala Lajpat Rai.

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 The AITUC is an organisation dominated by communist
party of India. Its thesis is that labour and capital cannot be
reconciled with in a socialistic system and that trade unions are
organs of class struggle. Thus, in the view of the AITUC, the
ultimate aim of the trade union movement is to abolish wage
slavery and establish socialism in which not only the working class
but all layers of society are free from exploitation.

OBJECTIVES: The basic objectives of the AITUC are:

1. To establish a socialist state in India;

2. To socialist and nationalise means of production, distribution
and exchange;
3. To secure and maintain for the workers the freedom of speech,
freedom of press, freedom of association, freedom of assembly,
the right to strike and the right to work and maintenance;
4. To coordinate the activities of the labour unions and affiliated to
the AITUC;
5. To abolish political or economic advantage based on caste,
creed, community, race or religion;
6. To secure and maintain for the workers — the right to strike;
7. To ameliorate the economic and social conditions of the
working class; and
8. To watch and promote the interests, rights and privileges of the
workers in all matters relating to their employment.

The AITUC endeavours to achieve these objectives through

legitimate, peaceful and democratic methods and in last resort, by
strikes and similar methods as may be decided from time to time.
The salogans were “ organise and unite; demonstrate and protest;
negotiate and settle; and if not successful, strike peacefully as a last
resort.” The AITUC is affiliated to the World Federation of Trade
Unions (WFTU). It publishes Hindi version of its organ ‘Vishwa
Darshan’.

2. THE INDIAN NATIONAL TRADE UNION CONGRESS

ONTUO
The INTUC came into existence in 1947 with the active
support and encouragement of the congress leaders and the
blessings of Mahatma Gandhi to give a constructive lead to the
working class and to bring about a peaceful and non-violent

123
solution of industrial issues and problems. INTUC has outlined the
aim to establish a society free from hindrances in the path of all­
round development of its individual members which fosters the
growth of human personality in all its aspects and goes to the
utmost limit in progressively eliminating social, political or
economic exploitation and inequality. INTUC has made
remarkable progress since its, inception and is the most
representative organisation y,r Indian labourers. It has represented
the workers both from ynside and outside India. It is being intended
that the active and close co-operation from the congress
government arU, leadership has enabled this organisation to gain
this status and strength. In the International sphere, INTUC is
closely associated with the International Labour Organisation.
The INTUC is associated with the ILO since 1949, and is the
f°'under member of the International Confederation of Free Trade
T

Union Congress (ICFTC). It publishes English weekly (India

Worker) and a Hindi weekly (Mazdoor Sandesh)

OBJECTIVES The aims of INTUC are:

1. To establish an order of society which is free from

hindrances to an all-round development of its individual
members, which fosters the growth of human personality in
all its aspects and which goes to the utmost limit in
progressively eliminating social, political or economic
exploitation and inequality, the profit motive in the
economic activity and organisation of society and the anti­
social concentration of power in any form;
2. To place industry under national ownership and control in a
suitable form;
3. To establish just industrial relations
4. To secure increasing association of workers in the
administration of industry and their full participation in that
control;
5. To raise the worker's standard of efficiency and discipline;
6. To foster the spirit of solidarity service brotherhood, co­
operation and mutual help among the workers;
7. To secure redressal of grievances, without stoppage of work,
by means of negotiation, conciliation and failing these
arbitration and adjudication;
 8. To make necessary arrangements for the efficient conduct
and satisfactory and speedy conclusion of authorised strikes
or satyagraha;
9. To organise society in such a manner as to ensure full
employment and the best utilisation of its manpower and
other resources;
10. To promote social, civic and political interest of the working
class.

The basic objectives of the INTUC were inspired by the

sarvodaya philosophy. The INTUC stands for “gradual
transformation of the existing social order and it attempts to
develop a sense of responsibility in the workers. It does not repose
any faith in class-conflict. It believes that the difference between
employers and labour is only superfluous.

The constitution of the INTUC emphasised on the adoption

of peaceful means, consistent with the Gandhian philosophy of co­
trusteeship, Ahinsa and Truth. The means, therefore, are
negotiation, conciliation and if necessary adjudication of disputes.
It publishes English weekly (India Worker) and a Hindi weekly
(Mazdoor Sandesh).

3, HIND MAZDOOR SABHA (HMS)

Hind Mazdoor Sabha is a central labour association guided

and controlled by the socialist faction which came into existence in
the year 1948. The aim of the organisation has also been to
promote the establishment of a democratic, socialist society in the
country and to further the economic, political, social and cultural
interest of the working class. For the attainment of its objectives,
HMS has employed the methods which are legitimate peaceful and
democratic. This organisation is affiliated to international
confederation of trade unions and has continuously been making
efforts to develop international efforts.

4, UNITED TRADE UNION CONGRESS (UTl C)

The UTUC was formed in 1949 on the initiative of the same

union leaders after the conference in December, 1948, organised by
socialists who did not agree with the principles and objectives of

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Hind Mazdoor Sabha. The main objective of this organisation is to
conduct trade union activities and build up a central platform of
labour on the broadest possible basis of trade union unity free from
sectarian party politics. UTUC came into existence with the aim of
establishing a pure trade union movement as free as possible from
any of the existing political parties. Its leadership is in the hands of
the members of various leftwing groups, whose policy on many
issues is very similar to that of AITUC. But it is more leftist in its
political views and it tries to seek the co-operation of the
communities.

OBJECTIVES: The objectives of UTUC are:

1. To establish a socialist society in India;

2. To establish a worker’s and peasant’s State in India;
3. To nationalise and socialise the means of production,
distribution and exchange;
4. To secure and promote workers interests, rights and
privileges of the workers in all matters, social, cultural,
economic and political;
5. To secure and maintain worker’s freedom of assembly,
freedom of speech, freedom of press, freedom of
association, right to strike, right to work or maintenance
and the right to social security;
6. To bring about unity in the trade union movement.

These objectives are to be achieved by legitimate, peaceful

and democratic methods. The strike is to be declared as a last
resort.

5. CENTRE OF INDIAN TRADE UNIONS (CITE)

The CITU brought in existence in 1970 by the Marxist

faction of the communist party. This organisation has its origin in
the AITUC which is controlled by the rightist faction of the
communist party of India. The CITU believes that the exploitation
of the working class can be ended only by socialising all means of
production, distribution and exchange and establishing a socialist
state, that is, it stands for the complete emancipation of the society
from all exploitation. In the fight for the immediate interest of the
working class the CITU demands-

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 a. Nationalisation of all foreign monopoly concerns who
barbarously exploit the working class;
b. Nationalisation of all concerns owned by Indian monopolists
and big industry who garner huge profits at the expenses of
the workers, who exploit the people by pegging prices at a
high level and who dictate the anti-labour and anti-people
policies of the government.

6. BHARITYA MAZDOOR SABHA (BMS)

The union has been the outcome decision taken by the Jana
Sangh in its convention at Bhopal on 23rd July, 1954. Its General
Secretary is the veteran labour leader D.P. Thengadi.

OBJECTIVES: Its objectives are:

1. To establish the Bhartiya order of classless society in which

there shall be secured full employment, replacement of profit
motive by service and establishment of economic
democracy, development of autonomous industrial
communities — with each one of them consisting of all the
individuals connected with the industry as partners;
2. To assist workers in orgnising themselves in trade unions as
a medium of service to the motherland irrespective of faiths
and political affinities;
3. The right to strike; and
4. To inculcate in the minds of the workers the spirit of service,
co-operation and dutifullness and develop in them a sense of
responsibility towards the nation in general and the industry
in particular.

The BMS is a productivity oriented non-political trade

union. Its ideological basis is the triple fonnula (1) nationalise
the labour ; (2) labourise the industry, and (3) industrialise the
nation. It rejects the idea of state control, rather it views it as an
evil to be restricted to inevitable sectors like defence. But stands
firmly for the principle of public accountability for each
industry and consequent enunciation of public discipline. It tries
to bring consumers as the third and the most important party to
industrial relations. Its accent is on patriotism.

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 WHY WORKERS JOIN UNION ?

There are three main principles on which worker’s

organisation are mainly based upon and if any of them is
threatened, the union and its members will fight back. These
principles are -

1 Unity has strength,

2. Equal pay for equal work,
3 Unemployment practice based upon security which
enjoins upon the unions that social and economic security
be brought to their members.
Mostly by force of circumstances, but sometime voluntarily,
w orkers become the members of the trade unions for the fulfillment
of the following -

1. The most basic desire of the employees is security especially

economic security. Workers probably will join the union to get
economic security i.e. steady employment with adequate
income.
2. To check the management from taking or acting in an irrational,
illogical, discriminatory or prejudicial manner towards labour
who wants assignment of jobs, transfers, promotions, discipline,
lay-off, retirement, rewards and punishment as per a pre­
determined policy and rules, which are fair and just.
3. Workers will also join the union to communicate their views,
frustrations, aims, ideas and feelings to the management i.e. to
get voice in decisions affecting their welfare.
4. Workers will also interested to join the unions to get protection
against economic hazards beyond their control such as during
illness, accidents, death, disability, unemployment, old age, etc.
5. To get along with fellow workers and gain respect in the eyes of
their peers can also be the aim to join the union,

WHY WORKERS DO NOT JOIN UNIONS ?

The reasons why workers do not join the unions are -

1. Some workers do not join unions as they consider their wages

adequate and their other needs reasonably well met. So there is
lack of a compelling reason.

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2. Some workers tend to identify themselves more closely with
management and therefore they avoid unions.
3. Many workers distrust unions and they feel that it is against
individual freedom and initiative.
4. Many workers fear corruption in the unions. Corrupt leaders take
bribe from companies, stealing from worker’s health and welfare
funds, etc. These mal-practices scare some workers so that they
do not want to join the unions.

WEAKNESSES OF TRADE UNIONS

India has the largest number of trade unions for a single

country, but they have developed very slowly. In the beginning,
Indian employers, like the British capitalists in India, disliked
unionism. Mahatma Gandhi’s struggle at Ahmedabad and B. P.
Wadia's efforts at Madras produced some results. The proliferation
of unions and their splitting up came after Independence. The trade
unions in India could not develop into effective voluntary
organisations for certain reasons. Some of these are-

1. The unrealistic policies of the government - idealistic and

irrelevant notions of morality and democratic niceties have
stood in the way of realistic policies.
2. Modern idealism about goals, optimism about achieving
them and malnutrition are endemic in India.
3. The encouragement by the government to the growth of a
large number of weak and dependent unions.
4. The government set before it, goals which were too
ambitions, viz, schemes like the worker’s education,
worker’s participation in management etc. without creating
an atmosphere for its applicability and the code of discipline
which did not make much headway because these schemes
did not take into account existing conditions. They only
attempted to push labour schemes faster than they had the
capacity to go.

In spite of their slow growth, trade unions have brought

about some economic, political and social charges for the better
conditions of the workers. Economically, they have improved
the relative lot of workers. Politically, trade unions have
produced a mighty secular anti-imperialist, anti-capitalist

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 egalitarian and socialistic force in the country. Socially, they
have emerged as a unique force of national integration in spite
of the hindrances of illiteracy, the rural background of workers
and their migratory character, on the basis of communalism,
casteism and linguism.

In fact, a century old trade union movement of the

country is suffering from problems like small size, poor
finances, outside leadership, domination by political parties,
intense inter-union rivalry, multiplicity of unions etc. some of
the most important and pressing problems of Indian trade
unions are as follows:

1 • Uneven growth of Trade Unions - The degree of unionisation

varies from industry to industry. In coal industry it is 6 percent,
cotton textile 56 percent, tobacco manufacturing 70 percent
where as in transport and communication, electricity and gas it
is 39 percent. Hence, it can be said that in India trade union
activities are concentrated in large scale industries but in small
scale industries, it is nominal.
2. Low membership - Though the number of trade unions in
India has considerably increased but membership per union has
declined. In 1927-28 there were average number of members
per union near about 3500. It was reduced to about 1400 in
1946-47 and further it again decreased to 675 in 1985. This is
because of this reason that under the trade union Act, 1926 any
7 workers can form a union and get registered the union. The
union having low membership would not be more effective.
3. Weak financial position - In India, most of the trade union’s
financial positions is very weak because their average yearly
income is inadequate. Subscription rates are very low and they
vary from union to union. The reason for weak financial
position is also multiplicity of unions. The leaders of different
unions try to attract workers towards their unions comparatively
at low rate of subscription. It is the wrong union notion that the
Indian workers financially are not too good. Over the years the
average income of workers has been on increase. Hence, it is
wrong plea that they cannot afford higher rate of subscription.
4. Multiplicity of trade unions - It is also a major problem of
trade union in India. It has been generally seen that there are
many trade unions in the same industry. There are sometime as

130
 many as 20 union in the same plant. As the Trade Union Act,
1926, permits that any association of seven worker can be
registered as unions. Multiplicity of unions instead solving the
problems of workers or fighting with employers that quarrel
among themselves with rival unions. So, the purpose of trade
unions fails.
5. Outside leadership - In India trade unions have been
dominated by outside leadership. It is a notable feature of trade
union in India. Now-a-days these leaders are professional
political leaders. Hence, they exploit the sentiments of worker's
for their political purpose. They are not generally interested to
solve the problems of workers but exploit them for their
political benefits. Most of the negotiations with the employers
fail due to such political leadership. The interests and welfare of
labours are generally ignored. Therefore, outside leadership is
major weakness of trade unions in India.
6. Absence of paid office bearers - In India, majority of trade
unions do not have whole time paid office bearers. Many of
them work honorary basis. Since, they are not paid, they devote
only limited time and energy to trade union activities. In the
absence of full time union office bearers, generally political
leader dominates unions. Moreover the office bearers are not
trained properly.
7. Lack of interest - In India, a large number of workers have not
joined any union. About 2/3 of the workers have to link with
any union. Moreover, all the members of the trade unions do not
show interest in their affairs. Their attendance at the general
meetings of the unions is very low. Under such circumstances,
trade unions can not be expected to make much progress. In
order to make the trade unions movement successful, the
members of trade unions should take keen interest in union
affairs.
8. Lack of public support - As most of the trade unions believe
in pressures tactics such as strikes and demonstrations, they
give limited attention to peaceful methods for the settlement of
demands and disputes. The general public is affected due to
strikes, go slow policy and other practices of unions. As a
result, public support or sympathy is not available to the unions.
9. Limited stress on welfare - Most of the trade unions in India
undertake only limited welfare activities like opening co­
operative banks, stores, provision of educational and medical

131
facilities and other welfare facilities or activities etc. They feel that
their major activity is to fight with the employer for more wages
and allowances.

STEPS FOR MAKING TRADE UNIONS STRONG

The working of trade unions can be successful if following
steps are taken -

1. There should be a strong base to develop the trade union by

safeguarding the interest of the members and by achieving the
target of production.
2. To make effective unionism there should be one union in one
industry.
3. As most of the unions are influenced by political parties, their
interference should be eliminated.
4. There should be complete training programme to develop the
internal leadership.
5. It will be more effective if office bearers of the trade unions are
well paid.
6. As most of the trade unions in India are financially weak. This
problem can be solved by raising the membership and collecting
more funds for unions.
7. Unions should undertake economic, social and cultural
activities which are equally important for raising welfare of the
working class.
8. As a considerable number of trade unions are not recognised.
Hence, the proper recognition of unions will make them more
effective.

GROWTH OF TRADE UNIONS IN HARYANA

Haryana came into existence in 1966 with 1,168 registered

units giving employment to 71,016 persons. Haryana made rapid
industrial progress and in 1997 the number of registered industrial
units was 7,495 giving employment to 4,22,935. Similarly at the
time of formation of the new State the number of registered unions
was 282 with a total membership of 33,737 persons which went
upto 1.145 unions with a total membership of 2,99,425 persons in
1997.
From a perusal of Table 3.1 it is clear that the percentage of
unions as well as their membership is increasing constantly. In the
year 1970 total number of registered unions were 424 with a total

132
membership of 87,227 persons. It increased to 613 registered
unions in 1980 and 1,085 in 1990. The total number of trade unions
in Haryana in 1997 was 1,145 with a membership of 2,99,425
persons.

This Table also makes it clear that the total number of

membership is increasing at faster rate than the total number of
unions. One more interesting point is that the number of unions
which submit returns under the Trade Union Act, is very low in
comparison of the total number of unions. If we peep in the section
28 of Trade Union Act, 1926 the trade union is required to send to
the Registrar, a general statement of receipt and expenditure of the
union during the year ending December 31st of the previous year
alongwith the general statement with all changes in the officers
made by the trade union and also the copy of the rules of trade
union. Only 30% of the total number of unions are submitting
returns in Haryana. This shows that majority of the unions do not
follow the Act.

TABLE 3.1

TRADE UNIONS UNDER THE TRADE UNION ACT, 1926 IN

HARYANA

YEAR TOTAL NO. OF NO. OF UNIONS NUMBER OF

REGISTERED SUBMITTING MEMBERS
UNIONS RETURNS
1966 282 138 33,737
1970 424 223 87,227
1975 380 186 67,996
1980 613 235 1,88,955
1985 920 319 2,14,905
1990 1,085 317 2,68,440
1994 1,127 333 2,78,473
1995 1,036 280 2,00,209
1996 1,095 306 2,22,570
1997 1,145 337 2,99,425

SOURCE: HARYANA LABOUR STATISTICS, 1998, PAGE 549.

Table 3.2 which shows the District-wise break-up of the

trade unions reveals that Faridabad district is the only district
where maximum number of unions i.e. 310 are registered with a
total membership of 73,373 persons. But only 101 unions are
submitting their returns which is 33 percent of the total number of
unions. Fatehabad district has no registered trade union at all. The
second district with the maximum number of trade unions is
Gurgaon. The total number of registered trade unions in Gurgaon is
117 with very low membership i.e. only 8,002 persons. Out of a
total of Ilf unions only 49 unions are submitting returns. The third

TABLE - 3.2

DISTRICT-WISE NUMBER OF TRADE UNIONS IN HARYANA

DISTRICT TOTAL NO. OF NO. OF UNIONS! NUMBER OF

REGISTERED SUBMITTING 1 MEMBERS
UNIONS RETURNS j
AMBALA 85 36 1 82,601
PANCHKULA 35 9 3,051
YAMUNA- 111 16 6,314
NAGAR
KURU- 29 7 2,647
KSHETRA
KAITHAL 20 3 740
KARNAL 56 30 | 13,074
PANIPAT 68 23 | 8,242
SONIPAT 67 13 7,340
ROHTAK 38 4 ; 18,608
JHAJJAR 30 7 | 2,481
FARIDABAD 310 101 | 73,373
GURGAON 117 8,002
REWARI 31 499 r 3,132
MAHENDER- 7 1 371
GARH
BHIWANI 39 14 1 51,531
JIND 21 3 761
HISAR 65 8 S 14,606
FATEHABAD -
1 -

SIRSA 16 4 j 2,551

SOURCE: HARYANA LABOUR STATISTICS, 1998, PAGE 549.

district is Yamuna Nagar where 111 trade unions are registered

under the Trade Union Act, 1926 and only 16 unions are
submitting returns. The total number of membership in these 111
registered unions is 6,314 persons. In Bhiwani the figures of

134
membership are quite interesting. It has 51,531 members in only 39
unions. In Bhiwani only 14 unions out of 39 unions are submitting
returns.

It can be concluded from the above analysis that trade union

movement in Haryana is growing steadily with membership on the
higher side.

An analysis of Table 3.3 shows that in Haryana, B.M.S., the

central affiliating organisation trade union is most popular among
the working class. In the year 1997, out of a total of 337 unions
142 unions with a total membership of 1,23,826 submitting returns
belonged to BMS. INTUC occupies the second place with 58
unions and 40,203 members and AITUC comes at third place. It
has a total of 29 unions and 19,654 members.

TABLE- 3.3

PARTY AFFILIATION OF REGISTERED TRADE UNIONS IN

HARYANA

NAME OF CENTRAL NUMBER OF UNIONS MEMBERSHIP

ORGANISATION SUBMITTING
WITH WHICH THE RETURNS
UNION IS
AFFILIATED
B.M.S. 142 1,23,826
A.I.T.U.C. 29 19,654
I.N.T.U.C. 58 40,203
C.I.T.U. 25 9,643
H.M.S. 14 12,303
U.T.U.C. (L&S) 12 32,063 .
LOK DAL 1 114
OTHERS 56 61,619
TOTAL 337 2,99,425

SOURCE: HARYANA LABOUR STATISTICS, 1998, PAGE 551.

BRIEF ACCOUNT OF THE TRADE UNIONS IN THE

UNITS UNDER STUDY

A brief account of the trade unions in the undertakings of

Haryana under study is given in the following paragraphs -

135
 ASEA BROWN BOVERI LIMITED

In Asea Brown Boveri, the union is named as “ Hindustan

Electric Workers Union”. This union is affiliated to A.I.T.U.C.
since 1966. It has a membership of 256 workers i.e. 73% of the
workers are the members of the union.
Asea Brown Boveri was registered in June 1957. Mr.
Ramchand and Mr. Devnath are working as the President and
General Secretary of the union respectively. The present rate of
membership subscription is Rs. 10/- per month but before 1997 it
was Rs. 5/- per month. The Union has Rs. 86,381/- balance as
shown in the record books.
The union believes in mutual settlement rather than using
any agitation methods. It has signed a number of collective
agreements with the management. A total of 14 agreements have
been signed/ finalised since its formation. The union is successfully
doing the business and no other rival union exists in the unit. Secret
ballot system is used to elect the office bearers. No outsider is
elected as office bearer of the union.
The union members represent workers in various bi-partite
committees but are not satisfied with the working of grievance
committee. Only one case was registered of violence of code of
discipline.
It goes to the credit of the union that whenever something
unusual happens to any member of the union, monetary
contributions are raised for the benefit of the member or his family.

ATLAS CYCLE INDUSTRIES LIMITED

The ‘Atlas Mazdoor Union’ was registered in 1952. It was

affiliated with INTUC. In 1977, the affiliation of the union changed
from INTUC to BMS which lasted for only one year. This shift
was short-lived as the union went back to INTUC. It seems that the
brief change was to reap benefits in the politically changed scenario
in Haryana. The union is still with INTUC.
The union has a membership of 1279 workers. This forms
91.36% of the total workers i.e. 1400 employed in the unit. The
monthly subscription is Rs. 2/- per worker per month.
Since its formation, the union tried its best to be a good
representative union and it has succeeded to some extent. In Atlas
Cycles only one strike took place in the year 1977 when the union
was affiliated with BMS. At that time workers were politically
instigated for the strike. No strike has taken place in the unit after it
was re-affiliated with INTUC. There is no outside political
interference now and no instigation to the workers to hold
demonstration, to go on strike or to raise slogans or the like for
fulfillment of their demands, as is done normally by the outside
political leaders.
The workers have full confidence in their leader as they have
been able to achieve their genuine and reasonable demands by way
of negotiations in the meetings of the Settlement Board. They are
getting best possible results in the settlement of their grievances.
As regards welfare activities, the ‘Atlas Mazdoor Union’ is
maintaining ‘Death Relief Fund’ for the members. It also provides
financial assistance for various needs in the form of loan of Rs.
5000/- to the workers.
The union arranges sports activities and social festivals like
Holi, Diwali, etc. from time to time for all the members of the
union.
The union has been entering into collective agreements with
the management since 1964 and successfully finalised ten (10) one-
to-three-year agreements with the management for the benefit of
workers. To maintain peaceful atmosphere in the unit management
has implemented code of discipline. Violation of the code generally
occurs in the unit during March to May i.e. the harvest season
when the workers get busy in harvesting their crops.

BATA INDIA LIMITED

The ‘Bata Shoe Workers’ Union’ came in to existence on 8th

January, 1953 as one of the strongest union in Faridabad Industries.
It is affiliated with AITUC and 861 out of a total strength of 910
workers, i.e. 95% workmen are its member. Mr. M.L. Khatri is the
President and Mr. .B. Giri, General Secretary of the union
respectively. All workmen are united and take collective action to
get their demand accepted.
The subscription fee is Rs. 2/- per month per member and
the same is deducted from their pay by the management on behalf
of the union and transferred to union’s account.
The Bata union is constrained to take direct-action if the
management do not pay any heed to their demands. The union has
so far conducted 37 strikes, many of them of minor nature resorted
to by some disgruntled departmental employees, including direct
and indirect action, hunger strike, sabotaging etc.
The union very firmly believes in bipartite negotiations and
mutual settlement to solve the industrial dispute. However, the
union has often been constrained to adopt agitation approach to get
their demands settled. For solidarity reasons, the union has often
sided with a handful of workers of different departments who have
often gone on strike on flimsy ground that is the reason Bata India
has seen as many as 37 strikes uptill now. Sometimes, union has
waged struggled for genuine demands. One such occasion was
when it went on hunger strike to get the D.A. raised in proportion
to the Price Index. This happened in 1994. But generally speaking,
the union believes in mutual settlement across the table. It has
signed several one-to-three year agreements with the management.
Rules exist to maintain peace in the unit. Breach of these rules does
not exceed 3-4 cases in a year. During agitation period or strikes
the number naturally goes up.
As regards the welfare activities, the ‘Bata Shoe Workers
Union’ maintains “Death Relief Fund” in which both management
personnel and workmen contribute 1% of their salary to meet the
eventualities.
The workmen have full faith in the leadership. The union is
progressing by creating confidence among the workers about its
ability to manage workers’ relations. This is the main reason that
there is no other rival union in the unit and AITUC has its hold on
the workmen since 1953.

BHARTIA CUTLER HAMMER

The 'All Bhartia Cutler Hammer Employees Union' came

into existent in 1984 under the registration number 847 duly
recognised by the management. Total membership of the union is
580 which is 70% of the total workers employed in it. The union
was affiliated with political parties like INTUC and HMS. The
union has severed their connection with the above political parties
and started running the day to day affairs/problems of the workmen
under the guidance of Mr. Ram Prakash Mishra (President) and
Mr. Amrit Singh Saini (General Secretary) o the union. The union
had two rivalry groups and one of them went on strike when
management refused to accept the demands of the workers.

138
 The members of the union subscribe their contribution at the
rate of Rs. 2/-per month. But no proper record is maintained by the
union. They elect 12 office-bearers among themselves to run the
union activities and a lawyer as a legal advisor. Although they have
financial crisis (told by the union leader), the union provides some
financial help to their members at the time of marriage of their
daughter. In the event of workman’s death, they grant financial
help to the tune of Rs. 20,000/- per case.

CLUTCH AUTO LIMITED

The ‘Clutch Auto All Employees Union’ was established in

1977 under the flag of CTU which worked from 1977 to 1983. The
workmen of the union changed their affiliation to HMS in 1984
which lasted up to 1994. The reason behind the change was
dissatisfaction among the workmen about the settlement of their
demands. The workmen again changed their flag and accepted the
affiliation with INTUC in 1994 which till date are leading the path
of the workmen to meet their demands.
There is no rival union in the unit and the union has 90%
strength of the workers of the unit. The union is running smoothly
and no strike has taken place after affiliation with INTUC. They
are charging Rs. 10/- monthly from each workman to raise their
funds.
There are 14 office bearers and all are elected by the
workmen internally.
The union is always keen to improve industrial relations. It
has done several three-year agreements with the management and
maintained healthy atmosphere in the unit. The union members
take active interest in production and have adopted several methods
to improve the production. The union executives give preference to
mutual bargaining process across the table to resolve various
issues. They believe in quick decision and its implementation to
encourage and promote the healthy atmosphere. They also take
active part in maintenance, safety and discipline and practical
suggestions are implemented.
As regards the code of discipline, general types of violations
are there. They include absenteeism and negligence during
production or inspection work.
 The Clutch Auto All Employees Union organises Tours/
Excursions which prove helpful in maintaining good industrial
relations in the unit.

EICHER TRACTORS LIMITED

The original name of ‘Eicher Tractors’ was ‘Eicher

Goodearth Limited’ and the union name was accordingly changed
from time to time. The union is now working under the title of
‘Eicher Tractors Employees Union’ and has 409 members i.e. 77%
of the total employed workmen. The General Secretary of the
union is Mr. S. S. Dangi. It was registered in 1966 and is affiliated
with INTUC.
There is neither any rival union in the unit nor any outsider
represents the union. The union believes in mutual settlement/
agreement of the workmen’s demands. It has taken several steps to
improve the industrial relations, organising get-togethers of all the
employees and participates in the annual function of the unit.
For keeping good industrial relations, union has done several
three-years bi-partite agreements with the management for smooth
production work. All disputes are settled amicably and no strike
has taken place during the period under review.
The union members are very keen to increase the
productivity of the unit. It believes that it is possible only because
of educational and training programmes, which are organised by
the management from time to time.

ESCORTS LIMITED

‘All Escorts Employees Union’ came into existence in 1977

under the banner of N.L.O. It could hardly work for 2 years when it
severed the connection with NLO. The union got affiliation with
H.M.S. under the Presidentship of Mr. Suresh Kumar. The total
membership is 1828. The monthly subscription fee of the workmen
is Rs. 5. The relations between the management and the union were
quite cordial till 1998 when the services of the President were
terminated. The union lost its recognition. This situation prevails
even today. However, prior to 1997 the union and the management
entered into several agreements on long term basis.
 The union organised a strike each in 1994 and in 1998. The
reason of the strike was delay tactics of the management in
finalising the agreements at union’s terms and conditions. The
management suspended many workmen during the strikes and
managed the industrial work according to their will. All bi-partite
committees stand suspended and no agreement has been reached.
The workmen have shown their dissatisfaction by violating the
code of discipline and slow down in the production work. The
number of breaches was 87 cases in 1997, which went up to 327 in
1998 and 330 in 1999. These figures show that the dissatisfaction
among the workmen may prove to be “explosive” in near future.

K.G. KHOSLA COMPRESSORS LIMITED

‘K.G. Khosla Karamchari Union’ has 701 members and it

was registered in 1995 having affiliation with the INTUC. Prior to
1995 the company had faced troubled industrial relations. In the
year 1991 -92 there was a protracted strike by the union as a result
of which the management declared lockout, because no agreement
could be reached on various demands of the workers. The factory
was closed down for 204 days. Thereafter, with the joint efforts of
the well-wishers company restarted functioning in 1995. 86% of
the workmen are the members of the union. The workmen pay Rs.
21 per month as membership fee and elect eleven executive
-

members of the union. No outsider is allowed to join the union or

lead their agitation. The union has formed many welfare
committees with management, which look after the welfare of the
workmen and provide facilities to them. All grievances are solved
by way of collective bargaining with the management. They feel
that co-operation is the best method for maintaining industrial
peace in the unit. Both management and union can understand each
other’s view point for creating confidence for healthy industrial
relations.

SUNBEAM CASTINGS

The ‘Sunbeam Shramik Sangh’ started functioning after a

strike was held by the workmen to form the union in 1998. It has a
total membership of 325 i.e. only 57% of the workers have joined
it and it is not affiliated with any political party.

141
 The rate of subscription fee is Rs. 2/- per month, which is
collected by the union itself. With a view to keeping good industrial
relations, the union has started making agreements with the
management for the welfare of the workmen.
The union organised only one strike to get recognition from the
management in 1997. Now they are recognised by the management
and making bi-partite agreements with them.
The union elects 8 office-bearers of their members to run the
union activities and no outsider is allowed to participate in its
activities. They have formed welfare committees to achieve the goal
of good and healthy industrial relations.
The management and the union endeavour to maintain peaceful
atmosphere in the unit. No case of violation of code of discipline has
been registered so far. The union has an organised and disciplined
team of workmen for making steady progress.

THOMSON PRESS INDIA LIMITED

The “Thomson Press Employees Union” started its activities in

1977 under the Presidentship of Mr. K. L. Sharma. It has a
membership of 549 workers i.e. 91 % employees are its members.
The union had affiliation with HLU in 1977, HMS in 1978-80,
INTUC in 1980-85, HMS in 1986-90 and INTUC again in 1991 to
Nov. 96. The workmen were not satisfied with their agreement with
the management and severed their relations with INTUC from 1996.
It is now governed by the employed workmen of the unit and it is an
independent union without affiliation. The President of union believes
that the executive-body can look-after the interests of the workmen
very well, without the interference of the political parties.
The subscription per workman is Rs. 5/- per month. All the 13
members of the executive body are elected by the employed workmen
of the unit. These union-members are authorised to hold bipartite
negotiations with the management for long-term agreement up to 3
years period. They have recently made an agreement for one-year
period ending 2001.
The union also looks after the welfare of each workman in his
need for loan from the management or out of their collected funds at
the time of marriage in the family etc.
In order to ensure smooth production work, they check raw
material and its quality and encourage workmen to increase
production target by way of providing training to them. The union
believes in co-operation, peaceful working atmosphere and collective
bargaining. They do not want to adopt the path of strike as nothing
could be achieved by agitation and strikes. If there is dispute and
disagreement with the management on some issue, they give up their
demands in due course of time. They do not make it a prestige-issue
and believe in good and healthy industrial relations. We understand
from the above -
1. That this is a union at Faridabad which has no affiliation.
2. That the executive body is elected by the employed workmen of
the unit.
3. That the union looks after the personal needs and interests of the
workmen and help them in their need.
4. That all the issues are solved by negotiations across the table.
5. That no demand is made a prestige-issue if not settled with the
management.
6. That the union adopts the path of “peace” and does not believe in
strike or direct action to get their demands conceded.
7. That the union believes in healthy industrial relations and leaves
no stone unturned to achieve their objective.

USHA (INDIA! LIMITED

M/s Usha India Limited has a pro-management workers union

since 1978. The union has 10 office-bearers and Mr. Raj Kumar is the
President of the union.
The union makes long-term agreements with the management
from time to time for peaceful working atmosphere. The union has
made some efforts in consultation with the management to improve
and enhance the production of the unit by applying such methods as
“incentive scheme”, Casen system (Japanese methods) etc.
The union members participate in a few bi-partite committees
to look-after the welfare of the workmen. The union provides loan
facilities, arranging “entertainment tours” during holidays in
consultation with the management.
The union and the management are enjoying the “healthy
industrial working atmosphere” and peace prevails in the unit.

USHA TELEHOIST LIMITED

The management of Usha Telehoist Limited, Faridabad was

against the formation of the union in their unit. The workers tried
twice to form the union in 1980 and went on strike for 30-45 days but
it was totally declared illegal by the management and dashed their
efforts.

The ‘Usha Telehoist Kamgar Union’ got itself affiliated with

INTUC and was registered in 1993 vide registration number 184. The
339 workmen i.e. 70% of the workmen are the members of the union.
The rate of subscription is fixed Rs. 21 per month per worker.
-

A total of 7 members are elected as office bearers for union

activities and no outsider is allowed to interfere in the union
activities. The union has successfully conducted two strikes in 1997
and 1998 (as discussed in chapter 2) for long term agreements.

The union has made many agreements with the management

relating to wages, incentives and facilities to the workmen. There is
greater participation of workers in various bi-partite committees. It
also conducts Tour programmes once in two years, arrange get-
together to increase the harmonious relations and provides financial
help to the workmen in their need.

NON-EXISTENCE OF TRADE UNIONS IN THE UNITS

UNDER STUDY

A survey of 14 industrial units of Haryana shows that 12 units

have union. Only 2 units have no trade union viz. Hero Honda,
Gurgaon and Polar Industries Limited, Faridabad.

In Hero Honda Limited no union is functioning since its

inception. When the workers were asked why no union existed, they
replied that the unit provided all welfare facilities to them. Hence,
there was no need to form the union.

In Polar industries, management is totally against the formation

of union. The workmen tried to form a union and went on strike also
but due to some weaknesses they could not succeed in their efforts.

The management of Polar Industries always takes direct action

whenever workmen try to unite. The main hurdle in not forming the
union by the workmen so far has been company’s nature of product. It
produces seasonal products and during off-season, management
reduces the strength of the employees.
 TABLE - 3.4
MEMBERSHIP AND AFFILIATION OF THE TRADE UNIONS IN THE UNITS UNDER STUDY
ORGANISATIONS NAME OF THE 1
1 YEAR OF I MEMBERSHIP AS PER SUBSCRIPTION PAID
9661 AFFILIATION

z
O
H

H
m
/->>
or.
33

35
>
TRADE UNION 1997 1998
ASEA BROWN HINDUSTAN ELECTRIC 1957 300 282 256 AITUC
BOVERI LIMITED WORKERS UNION
ATLAS CYCLES ATLAS MAZDOOR UNION 1952 1475 1314 1279 INTUC
LIMITED
BATA INDIA LIMITED BATA SHOE WORKERS UNION 1953 895 876 861 AITUC
BHARTIA CUTLER ALL BHARTIA CUTTLER 1984 617 493 345 INTUC
HAMMER LIMITED HAMMER EMPLOYEES UNION -------------------------------
oos
INTUC
1
CLUTCH AUTO CLUTCH AUTO ALL 1977 470 501
-------------------------------
|
LIMITED EMPLOYEES UNION 9961
EICHER TRACTORS EICHER TRACTORS 425 427 409 INTUC

145
1
|
LIMITED EMPLOYEES UNION

cn
.X
2
ESCORTS LIMITED ALL ESCORTS EMPLOYEES 1977 1720 2075 1828
!
UNION i
i

i
•
N. T. U.

•
i
HERO HONDA

i
|
MOTORS LIMITED . _
K.G. KHOSLA K.G. KHOSLA KARAMCHARI 1995 725 820 701 INTUC
LIMITED UNION j

1
•
'
POLAR INDUSTRIES N. T. U.

t
1
LIMITED
SUNBEAM SHRAMIK SANGH 1997 325 INDEPENDENT

»
1
SUNBEAM
CASTINGS
THOMSON PRESS THOMSON PRESS EMPLOYEES 1977 620 ! 650 549 INDEPENDENT
1
INDIA LIMITED UNION
USHA INDIA USHA INDIA EMPLOYEES 1978 520 535 537 | INDEPENDENT
LIMITED UNION E66I 1 SL£

O
<-*
-4
USHA TELEHOIST KAMGAR 6€f INTUC

H
c
C/j
r
n H
C m
m
X
- X
r c
1

=; >
|
r
UNION i
SOURCE : INFORMATION GIVEN BY THE LEADERS OF THE RESPECTIVE UNIONS.
NOTE : N. T. U. = NO TRADE UNION
 The workmen are very keen to form a union as this can prove
to be very beneficial to them. They feel that if union exists in the unit
then they can achieve minimum welfare benefits, which at present are
not available to them.

After a brief account of trade unions in the units under study,

statistical analysis is presented in Table 3.4 and 3.5, with a view to
giving an overall view of Trade unions.

Table 3.4 gives a consolidated position of the trade unions in

all the units under study. It will be observed from the given data that
trade unions in all the units under study do not present an example of
multiple trade unions.

The table reveals that all the units under study have only one
trade union. The trade unions cover all the categories of workers -
skilled, semi-skilled and unskilled and are affiliated to various trade
union federations (INTUC being the dominant). Almost all the unions
working in the units under study have been duly recognised by the
management.

With the exception of only a few, all the trade unions existing
at present in the various units have been operating right from the
inception of the respective plants, some of them from early fifties.
The year of registration, however, does not conform to the year of
establishment of these unions.

In the absence of proper membership records and irregular

collection of subscriptions, it has been impossible to trace the exact
membership of the unions for various years. However, the
membership of the unions as existing at the end of 1998 has been
used to study the degree of unionisation in the units. The Table 3.5
reports the results of the study in this context. Table reveals that the
overall degree of unionisation, to the extent of 82.68% as revealed by
the finding shows that the industries of the State are highly unionised.
Unit-wise, highest intensity of unions has been reported in Usha India
(95.04%), followed in that order by Bata India (94.62%), Thomson
Press (91.50%) and Atlas Cycle Industries Limited (91.36%).
Comparatively, Sunbeam Castings experienced the lowest degree of
unionisation (56.52%) presumably because of the newly formed
union in the unit.
 TABLE - 3.5

MEMBERSHIP OF UNIONS AND THEIR PERCENTAGE IN THE

UNITS UNDER STUDY

NAME OF THE TOTAL UNION NUMBER OF PERCENTAGE

UNIT MEMBERSHIP WORKERS OF TRADE
EMPLOYED UNION
MEMBERSHIP
(A) (B) (A\B x 100)
ASEA BROWN 256 350 73.14
BOVERI LTD.
ATLAS 1279 1400 91.36
CYCLES LTD.
BATA INDIA 861 910 94.62
LIMITED
BHARTIA C. 345 490 70.40
HAMMER LTD.
CLUTCH 501 554 90.43
AUTO LTD.
EICHER 409 530 77.17
TRACTORS
ESCORTS 1828 2307 79.24
LIMITED
HERO HONDA ” •

LIMITED
K. G. KHOSLA 701 820 85.49
LIMITED
POLAR ” *“

INDUSTRIES
SUNBEAM 325 575 56.52
CASTINGS
THOMSON 549 600 91.50
PRESS LTD.
USHA INDIA 537 565 95.04
LIMITED
USHA 339 490 69.18
TELEHOIST
TOTAL 7930 9591 82.68

SOURCE : FIGURES ARE GIVEN BY THE LEADERS OF THE

RESPECTIVE UNIONS IN UNDERTAKINGS.

NOTE: UNIONS INTERVIEWED - 14

RESPONSES RECEIVED - 12
 COMMON FEATURES OF THE TRADE UNIONS IN THE
UNITS UNDER STUDY

In almost all the units under study having union, one interesting
point, which emerges is that only one union has been functioning
since the formation of the union. There is absence of multiplicity of
unions. The unions are recognised by the managements (except
Escorts union) and they have enjoyed representative status right from
their registration. In the past, neither any other union was formed nor
was there any likelihood of formation in the future because majority
of workers in all the undertakings under study are in favour of one
union in their unit. They felt that if there was only one union their
unity could be maintained and better for the welfare of the employees.
If there were more than one union in the unit then it would give rise to
disputes, which would not be in the interest of both management and
union.

The main source of income of the unions has been the

membership fees. All unions under study manage their finances from
the membership fee which ranges from Re. 1/- to Ks. 10/- per month
per member. Often the unions have failed to collect the membership
dues well in time. In order to cope with this problem, a check-off
system has been introduced in some units. Under this system, an
employer undertakes to deduct union dues from the worker’s pay and
transfers the same to the account of the respective union. This system
has many advantages as it ensures regular payment by members, and
saves the time and energy used in collection. Yet some trade unions
have not appreciated this system.

Out of 14 units under study 10 unions (64%) i.e. Bhartia Cutler

Hammer, Clutch Auto Limited, Eicher Tractors Limited, Hero Honda
Limited, K.G. Khosla Limited, Polar Industries Limited, Sunbeam
Castings, Thomson Press India Limited, Usha India Limited and Usha
Telehoist Limited do not subscribe to this system. Only 4 unions
(36%) of the total number of the unions i.e. Asea Brown Boveri,
Atlas Cycle Industries Limited, Bata India Limited and Escorts India
Limited follow this system. Out of these 4 unions Asea Brown Boveri
and Bata India Limited unions are affiliated with AITUC. These
unions are following this system despite of their parent body
AITUC’s reservations about it. AITUC is of the view that “check-off
system brings in employer’s interference in the union functioning and
weakens the voluntary obligations of the members towards then
organisation and its democratic content and practice,”7 but the
affiliating units have not fallen in line. This shows that a majority ol
these unions desire to collect their subscription money on their own
without the help or interference of the management. This is also a fact
that almost all the unions face acute financial problems.
Some unions are very weak due to shortage of funds. This
financial weakness weakens their functioning in the bi-partite
committees. For this very reason, in some units such committees have
not even been formed. Weak financial position and non-participation
in union activities by some workmen have made union's position
vulnerable even in negotiations vis-a-vis the management. Due to
weak trade unions the average duration of work-stoppages are quite
short.
It has also been observed that union members suffer from
common human weaknesses like smoking, drinking, gambling and
even drug addiction. Coupled with their general illiteracy, a parochial
regional or casteist attitude and indebtedness also stand in the way of'
development of strong trade union movement in the units under
study.
Instances of victimisation of union leaders and workers have
also been reported. by almost all trade unions. Their unjust
terminations, engaging those who participated in any strike for a long
time on casual basis, and delay in implementing the agreements are
some of the common charges leveled by the unions.
The management, however, refute these charges.

SOME OBSERVATIONS ON THE BASIS OF

QUESTIONNAIRE

On an analysis of the attitude-survey conducted through a

questionnaire (Appendix-Ill), the following facts emerges -

1. To the question, “ Are you a member of a union”? 83.97%

respondents were found to be the members of the unions. All
were aware of the name of their union and its affiliation with
the central organisation. They were aware that their unions
were registered.

7. AITUC - ‘Problems of Industrial Relations in India’, Page 63

1 *1
Cr
 TABLE - 3.6
DETAILS OF THE RESPONSES OF THE WORKERS

O
QUESTION NAME OF THE UNIT RESPONSES RECEIVE
YES NO OCCASIONAL
DO YOU OPENLY ASEA BROWN BOVERI 10 (55.56) 7 (38.89) 1 (5.56)
PARTICIPATE IN THE LIMITED _____________________________ i
UNION ACTIVITIES? ATLAS CYCLES LIMITED 1
42 (66) 18 (25.71) 10 (14.29)
i
BATA INDIA LIMITED 36 (78.26) 7 (15.22) 3 (6.52)

Os
h-*
as
To
BHARTIA CUTLER HAMMER 15 (60)
CLUTCH AUTO LIMITED 11 (39.29) 9 (32.14) 8 (28.57)
EICHER TRACTORS LIMITED 16 (59.26) 9 (33.33) 2 (7.41)
ESCORTS LIMITED ,
77 (66.96) 33 (28.69) 5 (4.35)
HERO HONDA LIMITED j

•
1
K.G. KHOSLA LIMITED , 19 (46.34) 14 (34.15) 8 (19.51)
POLAR INDUSTRIES LIMITED,

'
1
SUNBEAM CASTINGS 15 (51.72) 10 (34.48) 4 (13.79)

so
UJ
©
THOMSON PRESS INDIA LTD. 9 (30) 12 (40)
USHA INDIA LIMITED 12 (42.86) 9 (32.14) 7 (25)

N>
w
On
00
To
•~4
T2

w.
N»

00
USHA TELEHOIST LIMITED
TOTAL 265 (54.98) 150 (31.12) i 67 (13.90)
SOURCE: COMPUTED FROM THE RESPONSES RECEIVED FROM THE WORKERS OF DIFFERENT UNITS
UNDER STUDY.
NOTE: 1. FIGURES GIVEN IN PARENTHESES INDICATE PERCENTAGE.
-
2. TOTAL WORKERS INTERVIEWED 574
3. RESPONSES RECEIVED - 482
2. To the question, “ number of strikes sponsored/ supported by
your union in the past and when?” the majority of the
respondents expressed themselves in a very confused manner
that they were not at all clear. They did not know the
maximum or minimum number of strikes resorted to by the
union.
3. On being asked the reasons for the strikes in the
undertakings, respondents highlighted wage revision,
allowances and personnel polices, etc. as the causes.
4. To the question, “Do you openly participate in the working
of the union?” statistics given in Table 3.6 shows that a
majority of the respondents i.e. 54.98% reported that they
participated in the union activities regularly whereas 31.12%
workmen responded that their participation was occasional.
13.90% workmen reported that they never participated in the
union activities.

MANAGEMENT’S VIEW POINT

1. When the management was asked about their assessment of

industrial relations in the units under study, a consensus
emerged that industrial atmosphere and relations were
satisfactorily good. Following reasons are given for this
state:
a. Direct involvement of the workers in various committees,
b. Internal leadership in the unions,
c. Welfare facilities,
d. Job security and
e. Career growth

2. When asked about the benefits of one union in one industry,

all the managers of the units under study stated that they
favoured the concept of one union one industry. They listed
the benefits as follows -
a. It is good for healthy relations,
b. Matters can be resolved quickly,
c. It avoids multiplicity of unions, inter-union rivalry and
several other complications which can arise at the time of
negotiations,
d. It provides better and strong union,

151
 e. It minimises the intra-workers rivalry, rumour mongering
and confusion and
f. It is better for controlling the affairs of the unit.

3. The respondents agreed that the trade union leaders are

politically influenced, but most of the time they go by their
own wishes except for matters at the top level. However,
they are assessed as capable, responsible and co-operative,
but they do show tendencies of being self-centered, of not
being accountable, and of playing a biased role at certain
junctures.

WEAKNESSES OF TRADE UNIONS UNDER STUDY

1. SIZE OF TRADE UNION - Due to lack of knowledge of their

rights, many times many workers do not join the union.
Consequently the size of the unions was small, which in some
cases adversely affected their bargaining power. During the
course of discussions with the workers and trade union leaders
it was found that in some cases the management was also
responsible for this because of the policy of divide and rule.
However, they could not give any concrete proof in support of
their view.
Table 3.5 gives an idea about size of trade unions. The
average size of the trade unions in the units under study is
82.68%.

2. INADEQUATE FINANCES - For successful working of trade

unions it is imperative that there must be sufficient funds at
their disposal. The main source of income of trade unions is
membership fee and donations. Special collection drives are
carried out in time of struggle or at the time of bonus
distribution. Funds are provided by political parties to some
trade unions either on regular basis or in the event of
requirement. However, on a perusal of the records of trade
unions under study it was found that none of the unions
received funds from political parties. The main source of their
income has been the membership fees. Income from other
activities such as publications, donations etc. was meager. In
order to have an idea about the financial position of trade unions

152
 TABLE-3,7(11
( O M I ’l TATION OF TOTAL INCOME OF THE UNIONS UNDER STUDY
NAME OF THE UNIT SUBSCRIPTION MEMBERSHIP TOTAL INCOME
(PER MONTH) (ANNUAL)

O
^4
o
o
ASEA BROWN BOVER1 LIMITED 256

-4
NO
hJ
W Kl
ATLAS CYCLE INDUSTRIES LIMITED 30,696
BATA INDIA LIMITED 861 20,664
BHARTIA CUTLER HAMMER LIMITED! 345 8,280

©
CLUTCH AUTO LIMITED 501 60,120

N*
EICHER TRACTORS LIMITED 409 9,816

153
ESCORTS LIMLTED 1,828 1,09,680

NJ
K.G. KHOSLA LIMITED 701 16,824

-j
©
©
SUNBEAM CASTINGS 1
325
THOMSON PRESS INDIA LIMITED 549 32,940
USHA INDIA LIMITED 537 12,888
USHA TELEHOIST LIMITED 339 8,136 |
SOURCE : COMPUTED FROM THE INFORMATION GIVEN BY THE UNION LEADERS OF THE UNITS
UNDERSTUDY.
NOTE : TOTAL UNIONS INTERVIEWED - 14
RESPONSES RECEIVED -12
 in the units under study, their distribution according to their
income has been given in the Table -3.7 (I) and (II)

TABLE - 3.7 (II)

DISTRIBUTION OF INCOME OF THE TRADE UNIONS UNDER

STUDY ACCORDING TO THEIR INCOME PER ANNUM

INCOME GROUP (P.A.)* NUMBER OF UNIONS PERCENTAGE OF THE

UNIONS
0 - 5,000 0 0.00
5,000 - 15,000 5 41.67
15,000 - 25,000 2 16.67
25,000 - 50,000 3 25.00
50,000 - 1,00,000 1 8.33
1,00,000 & ABOVE 1 8.33
TOTAL 12 100.00

SOURCE: COMPUTED FROM THE INFORMATION GIVEN BY

THE UNION LEADERS OF THE UNITS UNDER
STUDY.
NOTE * : P.A. = PER ANNUM.

A perusal of Tables 3.7 (I) and (II) makes it clear that out
of 12 unions no union had an income below Rs. 0 - 5000 per
annum. Five unions (41.67%) have income between Rs. 5,OCX) -
15,000 per annum. There were only 3 unions i.e. 25% in the
income group of Rs. 25,000 to 50,000 per annum. 2 unions
(16.67%) have income between Rs. 15,000 - 25,000. Only one
union (8.33%) has an income between 50,000 to one lakh and
one union (8.33%) collects above one lakh. The majority of
unions come under the income group below Rs. 15,000 per
annum.
The reasons for low income of the unions are that
membership fee is the main source of income, low rate of
membership fee, small number of members, irregularity in
payment of membership fees, etc. As a result of financial
weakness many unions 58.33% are unstable. They are not in a
position to maintain regular offices for want of funds. They do
not furnish their returns to the Registrar, Trade Unions, in time.
In order to improve the financial position of the unions, it is
desirable that membership fees might be increased and either
the Government or management should give some grant-in-aid
 to the unions (having minimum membership prescribed by the
Government for this purpose) or the amount received by way of
fines may be earmarked for this purpose.

3. OUTSIDE LEADERSHIP - If we peep into the Trade Union

movement in the past it will be clear that in our country, The
movement was started by political leaders who were outsiders
from the point of view of the Trade Union Act. We find that
almost all political parties have got workers’ wing of their own.
This has led to outside leadership in Trade Unions. During the
course of discussions some of the workers favoured outside
leadership as their own leaders have not been strong or
influential enough to negotiate with the employers in several
cases. They are also afraid of victimisation. The employers also
do not like to talk on equal terms with internal leaders. Outside
leaders can exert some influence on employers through political
parties. But the majority of the workers do not favour outside
leadership for the reasons that they do not devote much time to
solve the workers’ problems; they work with a selfish motive.
They also try to give political tinge to each and every activity of
the Trade unions.

All the undertakings of Haryana under study are enjoying

internal leadership with seven to fourteen internal office­
bearers.

The main point for consideration is not whether the leader is

an insider or outsider, but whether his motive for leadership is
selfish or unselfish. A devoted outsider, working full time for
his union, is better than a selfish insider.

4. PROBLEM OF UNITY - One of the biggest problems is of

unity among ranks. Because of the factors like caste, creed,
religion, language, customs, etc., the workers are divided into
various groups. This has not only given rise to several problems
but has also weakened the bargaining power of the unions. Of
all the factors, the feeling of regionalism is perhaps the
strongest factor which stands in the way of workers’ unity. This
problem is more serious in big units of Haryana under study
where the work-force is drawn from different communities and
places. But in comparatively small units under study, this type
 of problem is controlled up to some extent by virtue of their
being in small numbers.

5. VIOLATION OF CODE OF DISCIPLINE - To satisfy

workers on job and provide maximum benefits to the
organisation is the evidence of success of leadership. It is
possible only when positive discipline method is used. A good
leadership is that who maintains balance between management,
workers, Government, consumers, trade unions etc. congenial
atmosphere can not be made in the absence of effective
leadership. Increased discipline ratio can ruin the effectiveness/
power of the union. Therefore, discipline is necessary for the
well-ordered conduct of any activity. In industry it is essential
because the prosperity, not only of the workers but also of the
entire nation, depends on the sustained growth of industrial
development. In ‘ order to help improve further mutual
understanding, cordial relationship and productivity a definite
code of conduct is needed for the guidance, observance and
practice by all concerned.

In the undertakings of Haryana under study, though the

management and workmen’s representatives agreed upon some
points to be included in the code of discipline, it is observed that
there is no practical utilisation of the code of discipline in the
undertakings.

It was seen during the survey that violation of code of

discipline was present in almost all the undertakings under study.
In big units the ratio of this was high as the work-force was more
but in comparatively small units, the ratio of violation of code of
discipline was not so high. Another interesting point, which was
observed in the undertakings under study, was that during the years
when the workers went on strike, the percentage of violation of
code of discipline was more as compared to other normal years.

Here is a brief account of some undertakings under study in

which violation of code of discipline was on top during strike year
as compare to normal years -

156
 TABLE - 3.8 (!)

VIOLATION OF CODE OF DISCIPLINE IN THE UNITS UNDER

STUDY

NAME OF YEAR NO. OF ACTION

THE UNIT BREACHES TAKEN
BATA INDIA 1997 3 STRONG
LIMITED 1998 4 WARNING AND
1999* 35 * SUSPENSION
BHARTIA 1998 3 ONE DAY
CUTLER 1999 5 SUSPENSION ,
HAMMER 2000* 21 ♦TERMINATED
LIMITED = 7, SUSPENDED
TILL ENQUIRY
COMPLETE =14
USHA 1997* 10 * SUSPENSION
TELEHOIST 1998* 26 AND
LIMITED 1999 3 TERMINATION

SOURCE : INFORMATION GIVEN BY THE PERSONNEL

DEPARTMENT OF THE RESPECTIVE UNITS.
NOTE : * = STRIKE YEAR

Tables 3.8(1) and 3.8(11) make it clear that ratio of violation

of discipline increased in the disputed year as compared to other
normal years. In Escorts Limited, the number of breaches in 1997
was only 87. It increased up to 327 in 1998, in which year a strike
took place. The number of violation of code of discipline is still
high i.e. 330 in 1999 because of dissatisfaction among workers.
In Bata India Limited, the number of breaches was only 3 or
4 in the normal years but in the disputed year it was 35. Bhartia
Cutler Hammer also shows the same trend. The number of
breaches was only 3 to 5 in the normal years. But in 2000 when a
strike took place, it went up to 21 on the basis of which 7 persons
were terminated and 14 were suspended till enquiry complete.
Again in Usha Telehoist Limited, the number of breaches was high
in 1997 and 1998 i.e. 10 and 26 respectively as compared to the
year 1999, when it was only 3.
This also makes it clear that workmen themselves also were
not interested in doing work in a peaceful atmosphere. They
unnecessarily created problems in the unit just for getting their
demands conceded. However, one thing is clear. The trend of
breaches has registered a falling tendency in the normal years in
 TABLE - 3.8 (IB
VIOLATION OF CODE OF DISCIPLINE IN ESCORTS LIMITED

z;
YEAR NUMBER OF ACTION TAKE]
BREACHES ADVISORY CHARGE WARNING SUSPENSION & SHOW CAUSE
■

MEMOS SHEETS TERMINATION

158
VO
VO
87 48 10
1997
33
TERMINATION
1998* 327 139 64 69 =3 22
SUSPENSION
= 30
;
13
TERMINATION

v©
V©
1999 330 249 40 = 13
SUSPENSION
= 12
SOURCE : PERSONNEL DEPARTMENT OF THE UNIT
almost all the units. The reasons for not observing the code
sincerely, as perceived by the respondents, are too many, i.e. in
almost all the units only the English text of the code has been
displayed, lack of proper communication (majority of workers
interviewed did not know the provisions of the code), lack of
sincerity on the part of the management of the units to educate the
workers about the code, abnormal delay in settlement of disputes,
increase in the number of young employees who lose their patience
very soon and resort to indiscipline, absence of any punishment in
case of violation, and lack of self-restraint on the part of both the
parties.
It is also clear from the table that in the units, warning and
suspension are the most followed methods of awarding disciplinary
punishment.
On enquiry from the workers about the disciplinary cases
against them, most of them expressed their dissatisfaction and told
that the disciplinary cases were not decided timely and this caused
a lot of difficulties to them. They also blamed that the managerial
staff in several cases, tried to trap the workers for personal reasons
or enemity; the attitude of enquiry officer was, sometimes, very
insulting and very often he favoured the supervisory staff as he also
belonged to their class; in many cases the period of suspension
continued for years together; the supervisory staff lacked humane
spirit and many a time they made mountain out of a mole; in
disciplinary cases the trade union leaders also did not take much
interest and if the worker was not a member of the union he had to
face a lot of troubles.
The trade union leaders were of the opinion that disciplinary
matters were initiated simply to demoralise the working
community. Though there might be some genuine cases, a large
number of cases were fabricated by the management. The
management personnel did not take active interest in disposing off
the disciplinary matters expeditiously. The attitude of the
management, in most of the cases, was revengeful and they tried to
demoralise the working class by means of disciplinary action. In
several cases the workers were not given a chance to represent their
cases properly. The use of English language was also a hurdle for
the workers in understanding the charge sheets and in defending
themselves.
The views of the management personnel were altogether
different from that of the workers and trade union leaders. They

159
/
refuted all the charges leveled by workers and trade union leaders
and leveled counter charges that the workers were in the habit of
disobeying the provisions of standing orders. Acts of misconduct
like drunkenness, unauthorised absence from work-place,
gambling, misbehaviour with co-workers and with supervisory
staff and passengers are very common among the workers. At the
time of enquiry into the cases of the workers of union, leaders do
not co-operate with the enquiry officer. This causes delay in the
disposal of cases. The delay was also caused by procedural
formalities. Some of the officers were of the view that labour laws
also led to indiscipline because they know that the laws are pro­
workers and it was difficult for the management to punish a worker
for any act of indiscipline.

CONCLUSIONS AND SUGGESTIONS

The major objective of a trade union is to safeguard the

interests of the workers and not to create unnecessary hindrances in
the development of industries. If the workers are exploited,
deprived and misutilised, then only a trade union can safeguard
them from such exploitation. However, if the workers start
demanding more wages, allowances and other facilities, without
making a proportionate increase in production then it is difficult for
the employers to concede their demands. This happened in some
units where union went on strike in order to show their political
power as already discussed in chapter 2. So far as the reasonable
demands of the workers are concerned, most of them were
accepted by the management of the undertakings under study, but
even then there are many more demands which can not be allowed
due to certain limitations. Actually, at present there is no other
major demand that is likely to cause a strike in almost all the
undertakings. All the major issues are discussed at the joint apex
level.
The drawbacks of the trade unions at the plant level are very
deep-rooted and remedial measures are possible only when the
employers, workers, trade union leaders and the Government shed
their indifference and selfish approach. Obviously, any reform in
the trade unions has to be preceded by a change in the attitude of
the various connected groups. The change in the attitudes is
possible only in the long run. However, some measures are
suggested as -

160
1. In order to arouse the awareness of the workers about the
defects of the trade unions and the causes behind them, it is
better that the existing workers’ education programme contains
a course on the trade union movement.
2. It is unfortunate that the political parties exploit the workers and
their unions for their partisan aims. Self-restraint on the part of
political parties, though a highly theoretical possibility at this
stage, is the only remedy for preventing them from meddling
with the affairs of the workers.
3. Trade Union Act should be amended where the number of
members for registration of union should be raised.
4. It will be more effective if office-bearers of the trade unions are
paid extra allowance out of union funds.
5. Efforts should be made to increase the participation of the union
in economic, social and cultural activities which are equally
important for raising welfare of the working class.

151