LABOR WELFARE & INDUSTRIAL RELATIONSLABOR WELFARE The tern “Labor wellare” is essentially two words, “hibor" anc “welfare.” For conversion of materi into finished! goods. human effoet is needed and such humen effect is callad labor: Labor # basicaly the labor force employed in an industry, It ig the general category of the human ator that is wsed for the production of goods and services. This may include employees employed in all types of offices and ranks. These ‘employees May be working ata regular income and may have variable amounts cof rasponsiiity levied upon ther The team "weilare’ is detined as the economic well being of an individual, group. Ff BSOKOMy. In an INUsthial sense, wettane if defined as physical and rmerital well being of an empicyes:The basic ealires of labor wellare measures. ane aS hollows: |. Labor weltare includes various facilities, services and amenities provided to workers for imeraving thelr health, efficiency, economic betterment and seal statis, 2, Wellere measures are in addition to regular weges and other economic benefits available to workers due to legal provisions and collective bargaining 4. Labor weltere schemes are tlewble and ever-changing. New welfare measures are added to he existing ones trom time ta time. 4. Wetisre measures may be introduced by the employers, goverment, employees or by any social or charitable agency.5. The purpose al labor wellart is to bring about the development of the whale personalily of Ine workers Ie make a betber worklo The wery logic behind providing wellere schemes is to create efficient, healthy, loyal and satistied labor force for the organization. The purpose of providing such facilities is to make their work life better and alsa to raise their standard of living. 1Trade Unions — Meaning, Principles, Objectives and Importance ‘An organization of workers or amplayses formed mainly to - Negatiate with the ‘employers oo various employment related issues to: ~lnprewe the terms and oonditions at teeir workplace - Enhance tir status in society I In moat countries, there are laws governing the formation, membesship and adminestrabor of trade unions, Trade Unions function an the follawing main principl 1. UNITY: Unity is strength 2 EQUALITY: Workers must not be discriminated wrt caste, creed, sex ete. Each wotver should get equal pay for equal work. 3&8 salequanded CURITY: Securily of their employment ane ther tr s must beTrade Unions have the fallawing objectives: 4. Collective bargaining: Represent members to negotiate with emplayers. for betler wages and conditions of emplayment 1 2. Safeguard jobs: Protect jabs of members 3. Cooperate with employers: For the benefits of members, resclve disputes in a mutually accoptaile manner 4. Political activities: Support pro-union political parties 5. Social activities: Support members wilh eerestion tacilties and benefits for unerngloynent, illness. ralisernert, death,Trade Unions have the following importance: 1.Wellare Solving difficulties of workers through collective bargaining wel sanit hospitals, quarters, schools, colleges and other basic amenities ‘2.Employer- employee relations: I Burcauesatic atitude ard unilateral thinking of mot may lead to conflicts. Trace unions go for constant negotiations for industial democracy and poace, B.Negatiating machinery Based on ‘give and take principle’, negotiations continue bil parties reach an agrearment. Protect interests of workers through collective bargaining. 4 Safeguarding organizational health Meteods evolved lor grievance tedressal, lachniques edopted Io recuoe absent rand labor urnnver. upsytading skill alte Is organized by unionsWays of Settling Industrial Disputes Industrial cisoute means ary dispuli: oF cillerenoe belween aneloyess and empioyers, or behween employers and workmen or between workmen and workman, which is connected with employment ar non-employrment ar the terns. ‘of employment, The dispute has to be between plurality af warknes and amelayer, Impasses are 3ettiements that cannot be reached between the workman and the organization, Impasses may be solved by these alternative:i) Conciliation 3, Impartial third party helps the two parties to reach # mutually acceptable settlement b, Gay ‘clarity issues and Sette misunderstanding. I cilialor meets parties separately or togelher In exchange infarmation, c. Cancillator does not impose # solution but works with the partes to enable therm to come to an agreement li) Mediation &. Imeartial third party halps to reach a mutually acceptable agreement b. Mediator makes recommendations for the two parties to consicer. c.. Final agreement is made by the two parties themselves,iii) Arbitration &, Therd party settles the dispute by making ar independent decision for lhe two panies. b. Same prefer arbitration as the responsibility “for reaching agreement™ is mack by a neutral party (quile offen, appoinbed by the goverment 6.9. Arbibabon Courtl. qT ¢. Arbibaton gives some people the impression that they did rat give in to. the other party but “ought all the way’ to the Arbitration Gouri,Grievance Handling When an erneioyee feels Ihat something is unfair in the organization, he is said to have a gritverce, Te be precise, grievances have certain commen featuces; Perceived non fulfillment of one's expectations leading lo dissatistactian ‘with any aspect of the organization * ‘The dissalistaction arises out of employment and nol due to personal or tamily proslams + The reasons could he real or imaginary ar disguised. The discontent may be voiced or unvoicadGrievance can be settled by a Grievance Riedressal procedure, & Griewarce Redressal procedure is a lormal channel of communication used to rsolve: grievances. Having a formal grievance procedure has its own adventeges, Workers get a righttul opportunity to ventilate their feelings, Management /can go hack to the roots of a problem quickly. Supervisors, too, hawe to fa in line and listen to workers’ complgints more seriously, A fair radressal mechanism would boost the morale of all employees greatlySteps in Grievance Handling: porlant that grievance must be handled ina systematic manner The following steps should ba teen in handling grievances: t.Defining, describing or exaressing the nature of the onevences aa cleaty and fully as possible; i 2. Gathering all facts that serve to explain when, how, where, 16 whom ard why the grievance aocurred; 3. Establishing tentalive solutions or answers to the grievances; 4, Gathering acilitonal information to check the validity of the solubons and thus ascertain tha beat possible solution; 5. Applying the solution, nel 6. Following up the case loser that if has been handled salistactority and the Irnuble hag been eliminated.