Professional Documents
Culture Documents
The trade union, through its leadership, bargains with the employer on behalf of union
members and negotiates labor contracts (collective bargaining) with employers. The
most common purpose of these associations or unions is "maintaining or improving
the conditions of their employment“
Definition:
Dale Yoder defined a trade union means “an association of employees, formed and
maintained for the specific purpose of protecting and advancing the member’s economic
interests in connection with their daily work”.
Indian Trade Union Act, 1926, defined trade union as “any combination, whether
temporary or permanent, formed primarily for the purpose of regulating the relations between
workmen and employers or between workmen and workmen, between employees and
employer’s
White Collar Unions: members are usually professional eg teachers unions ASTI,
TUI, INTO
Securing permanent employment with higher salary and benefits in order to have
economic security.
To improve their bargaining power and balance it with that of the management.
To secure protection from unexpected economic needs like illness, accidents, injury
etc. 2
To secure power.
The basic function of unions are to protect and promote the interest of the workers
and conditions of their payment.
3. Social functions
4.Political functions
5.Ancillary functions
The INTUC came into existence on May 4,1948 as a result of the resolution passed by the
Central Board of Hindustan Mazdoor Sevak Sangh (HMSS) on 17 November, 1947.
A conference was held under the chairmanship of its president Sardar Vallabhbhai
Patel, which was inaugurated by J. B. Kripalani on May 3, 1947 and was attended by
J.L.Nehru, Jagjiwan Ram, R.S.Shukla, Hare Krishna Mehtab, Kamala
Devi Chattopadhyaya, Aruna Asaf Ali, Ashok Mehta and S.C.Banerjee (the grand old
man of labour in Bengal)
Objectives:
(i) to establish an order of society which is free from hindrances to an all round
development of its members
Objectives:
(iii) to ameliorate the economic and social conditions of the working class
UNIT-V Managing Industrial Relations
2. Lockouts
Go Slow Strike
Hunger strike
Bandh/General Strike
Political strike
Particular Strike
A strike is a very powerful weapon used by trade unions and other labor associations
to get their demands accepted. It generally involves quitting of work by a group of
workers for the purpose of bringing the pressure on their employer so that their
demands get accepted. When workers collectively cease to work in a particular
industry, they are said to be on strike.
PICKETING
When workers are discouraged from work by stationing certain men at the factory
gates, such a step is known as picketing.
Pickets are workers who are on strike that stand at the entrance to their workplace.
It is basically a method of drawing public attention towards the fact that there is a
dispute between the management and employees.
UNIT-V Managing Industrial Relations
Gherao:
The workers may gherao the members of the management by blocking their exits and
forcing them to stay inside their cabins.
The main object of gherao is to inflict physical and mental torture to the person being
gheraoed and hence this weapon disturbs the industrial peace to a great extent.
Definition:
“Better participation and greater responsibility in the decision making process on the part of
general workers would perhaps tend to develop in them organizational loyalty, confidence,
trust, favorable attitude towards supervisors, and a sense of involvement in the organization”.
G.D.H. Cole
Features of WPM:
Objectives of WPM:
Greater responsibility
Mutual cooperation
UNIT-V Managing Industrial Relations
Establishing democracy
6
Developing an effective communication system
Facilitating changes
3. Shop Councils
4. Joint Councils
Works Committees
The first labour management association started in 1947 with the passing Industrial
Disputes Act.
The Act provides that in the case of any industrial establishment in which 100 or more
workers are employed on any day in the preceding twelve months, the appropriate
government may be general or social order require
The committee was expected to discuss matters of common interest and to maintain
cordial relations between workers and employees.
Its introduction was left solely to the discretion of employers and employees.
Objectives of JMC
A new scheme for workers participation in management was adopted in october 1975.
It covered all manufacturing and mining industries employing 500 or more persons.
The scheme provided for setting up of shops councils at the plant level.
Shop Councils
There will be a shop for each department or one council for more departments
considering the number of workers employed there.
All decisions of the council must be based on consensus but not by voting.
The chairman of the council will be the nominee of management and vice-chairman
shall be elected by working members amongst themselves.
Joint Councils
There was to be a joint council for every unit employing 500 or more workers.
Features :-
The chief executive of the unit will be the chairman of and vice-chairman will be
nominated by worker members.
Significance of WPM
Typical issues covered in a labor contract are hours, wages, benefits, working
conditions, and the rules of the workplace.
Once both sides have reached a contract that they find agreeable, it is signed and kept
in place for a set period of time, most commonly three years.
The final contract is called a collective bargaining agreement, to reflect the fact
In many companies, agreements have a fixed time scale and a collective bargaining
process will review the procedural agreement when negotiations take place on pay
and conditions of employment.
(1) Prepare:
The negotiation team should consist of representatives of both the parties with
adequate knowledge and skills for negotiation.
In this phase both the employer’s representatives and the union examine their own
situation in order to develop the issues that they believe will be most important.
(2) Discuss :
9
The parties decide the ground rules that will guide the negotiations.
(3) Propose:
It involves the initial opening statements and the possible options that exist to resolve
them. In a word, this phase could be described as ‘brainstorming’. The exchange of
messages takes place and opinion of both the parties is sought.
(4) Bargain:
This stage comprises the time when ‘what ifs’ and ‘supposals’ are set forth and the
drafting of agreements take place.
(5)Settlement:
Once the parties are through with the bargaining process, a consensual agreement is
reached upon wherein both the parties agree to a common decision regarding the
problem or the issue.
5.4 Grievances:
Meaning & Definition:
10
Features:
A grievance arise only if employee feels that injustice has been done to him
Characteristics of Grievances:
Factual-: When employee feels that some of the benefits promised to him at the time
of appointment have not been given by the employer it becomes factual grievance.
Imaginary-: The employee feel that the organisation does not respond to his requests,
this is the case of an imaginary grievance.
Working Environment
Supervision
Work Group
Miscelleanous
Once the issue is clear all relevant facts should be collected,employee’s viewpoint &
supervisor’s reaction should be collected.
Before giving final decision the mgt.should see the reaction of both the parties on the
same decision in the past.
11
Methods to Anticipate Grievances:
Observations
Grievance Procedure
Exit Interview
Opinion Surveys
Gripe Boxes
When we refer to hazards in relation to occupational safety and health the most commonly
used definition is ‘A Hazard is a potential source of harm or adverse health effect on a person
or persons’.
1. Providing and maintaining safe machines and systems of work for supported
employees
2. Organising the safe use of dangerous goods and hazardous chemicals Controlling
hazards such as dust, noise and fumes
3. Providing hygiene facilities such as toilets and change rooms
4. A safety tag used to tagout equipment.
Causes of Accidents:
UNIT-V Managing Industrial Relations
a. Job itself
b. Work schedules
3. Other causes
These causes arise out of unsafe situational and climate conditions such as bad working
conditions, rough and slippery floors, excessive glare, heat, humidity, dust and fume, very
long hours of work, noise, carelessness in the handling of such inflammable materials such as
gasoline, solvents, oil and grease
1. Young, untrained and new workers generally sustain injuries more frequently than
older, trained and experienced employees.
2. Those addicted to alcoholism and drugs , and those who suffer from boredom and
fatigue , generally account for a higher rate of accidents.
3. Unmarried employees generally have more accidents than married employees
4. Accidents are more frequent during the night shift.
5. Woman employees have a better safety record than their male counterparts.
6. Workers who work under stress or who feel their jobs are threatened or insecure,
seem to have more accidents than those who do not.
1. Chemical substances, such as carbon monoxide, carbon dioxide, nitrogen oxide, sulphur
dioxide, hydrocarbons, ozone, sulphuric acid, acetic cid, fumeric acid, tannic acid, limes and
alkalis cause injury when they are absorbed by the skin or when they are inhaled
Workers may suffer from respiratory diseases, skin diseases, allergy, heart disease, cancer
and neurological disorders.
UNIT-V Managing Industrial Relations
Gases, fumes an dust raised by grinding and crushing of stones or minerals may be inhaled by
workers cause a serious injury or even death. Coalminers often suffer from what is known as 13
“black lung” disease.
2. Biological hazards
Diseases which are caused by bacteria, fungi, viruses, insects, excessive drinking, allergies,
brain fever, emotional stresses and strains.
3. Environmental Hazards
It may include radiation, noise, vibrations, shocks and improper atmospheric conditions .It
may cause redness of eyes and pain, genetic disorders, cancer, sterility or even death.