INDUSTRIAL RELATION & LABOR WELFARE

UNIT – I INDUSTRIAL RELATIONS

Concepts – Importance – Industrial Relations problems in the Public Sector – Growth of Trade
Unions – Codes of conduct.

1. CONCEPT OF INDUSTRIAL RELATION (IR)

1.1 DEFINITIONS
• “Industrial relations may be defined as the multipart of interrelations among workers,
managers and government.

1.2 NATURE OF INDUSTRIAL RELATION

Multipart & Multidimensional relationship: - Industrial relations do not constitute
a simple relationship between the employers and employees. They are multipart and
multidimensional resting on economic, historical, social, psychological, ethical, political,
legal and other variables.

Mixture of cooperation and conflict: - Industrial relations are always a mixture of

cooperation and conflict. However much cooperation in the organization, some conflict
will always remain because of

- Both the groups (labor and management) develop different orientations and
perceptions of their interest. They also develop negative image about each other
- No mutual coordination
- Whenever the two groups meet each other for negotiations

1.3 OBJECTIVES OR IMPORTANCE OF IR

• Safeguard the interest of labor and management:- To safeguard the interest of
labor and management by securing the highest level of mutual understanding and
goodwill among the industry

• Eliminates strikes and lockouts:- To eliminate strikes & lockouts by providing

reasonable wages, improving working conditions etc

• Participation of workers: - To provide an opportunity to the workers to participate in

decision making process.

• Avoid industrial conflict: - To avoid industrial conflict and develop friendly relations,
which are an essential factor in the productivity of workers and the industrial progress of
a country.

• Raise productivity : - To raise productivity to a higher level in a period of full

employment by lessening the high turnover and frequency absenteeism.

• Reduced wastage: - Good industrial relations are maintained on the basis of

cooperation and recognition of each other. It will help increase production. Wastages of
man, material and machines are reduced to the minimum and thus national interest is
protected.

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1.4 FACTORS OF INDUSTRIAL RELATION the influencing IR

• Institutional factor: - These factors include host government policy, voluntary court,
collective agreement, employee court etc.

• Economic factor:- these factors include economic organization, structure of labor force,
demand and supply of labor force etc

• Technological factor:- these factor includes mechanization , automation,

computerization etc

• Social and cultural factor:- These factors include population, customs and belief of
people etc

• Political factor :- These factor include political system in the country, political parties
and their involvement in the trade union etc

• Government factor:- These factor include home and host country governmental
policies like industrial policy, economic policy, labor policy, export policy etc

1.5 ACTORS/PARTICIPANTS OF IR

Employees/workers and their organization: - The total workers play an important

role in Industrial relations. Workers organization prominently known as trade union.
The main purpose of trade union is to protect the workers interest.

Employers and their organization: - He expects the worker to follow the rules,
regulations and laws. The different between the demand of worker and employer results
in industrial conflicts. They have rights to fire and hire the employees

Government: - Its influence industrial relation through its labor policy, industrial
relation policy, implementing labor laws by playing the role of mediator etc. It tries to
regulate the activities and behavior of both employer and employees. The central and
state government regulates industrial relation through laws, rules, agreements etc.

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1.6 INDICATORS OF POOR INDUSTRIAL RELATIONS
• Absenteeism: - Absenteeism, when an employee is scheduled o work but fails to report
for duty.
• Employee turnover:- It is that situation in which the employee himself resigns and
leaves the job permanently
• Strikes:- A strike is a collective stoppage of work by a group of workers
• Lockouts:- closing down or suspension of work or refusal of employer to continue the
work
• Grievances: - When the organization fails to do the employees expectation, he develops
a feeling of dissatisfaction. When an employee feels that something is unfair in the
organization, he is said to have a grievance.
• Indiscipline: - It is a code of misconduct. Indiscipline is violation of rules and
regulation of behavior
• Industrial disputes :- Any dispute(difference) between employers and employees, or
between employees and employers, or between employers and employers, which is
connected with employment or non-employment

1.7 CAUSES OF POOR IR

• Nature of work:- If the nature of work is uninteresting, it may produce chance of poor
IR as the employees raise the demands which may be much more than justified to
compensate the behavioral problems arising out of uninteresting work
• Poor wages & working conditions:- Often poor wages and working conditions, taken
together, constitute an important factor for poor industrial relations
• Occupational instability: - Change in occupation sometimes leads to physical and
mental weak, so it affects good industrial relations. This is because

- The new job will not give satisfaction

- The new job will reduce seniority structure
- Need to undergo some training
- Changes arise in social relationship
- Sometimes it will reduce the growth and development
• Poor behavioral climate: -. The negative feelings and fight against his employer. This
is a cause of poor industrial relations

1.8 MEASURES FOR IMPROVING INDUSTRIAL RELATION

• Mutual trust: - Management should recognize the rights of workers. Similarly labor
unions should accept to work for the common objectives of the organization.

• Workers participation in management: - The participation of workers in the

management of the industrial unit should be encouraged by making effective use of
works committees. This will improve communication between managers and workers,
increase productivity and lead to greater effectiveness

• Mutual accommodation: - The employer must recognize the right of bargaining of the
trade unions. The management should be willing to cooperate rather than blackmail the
workers.

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1.9 APPROACHES TO IR
• Psychological approach: - The psychologists are of the view that the problems of
industrial relations are deeply rooted in the perception and the attitude of focal
participants.

• Human relation approach: - It encourages the small work group to exercise

considerable control over its environment and in the process help to remove a major
irritant in labor – management relations.

• Sociological approach: - The problem industrial relations have been looked upon as
one basically concerned with wages, employment, conditions and labor welfare. This
largely includes various sociological factors like value system, customs, norms, symbols,
attitude and perception of both labor management that affect the industrial relations in
varied ways.

• Gandhian approach: - Gandhiji had immense faith in the goodness of man and
believed that many of the evils of the modern world have been brought about by wrong
systems and not by wrong individuals. He laid down certain conditions for a successful
strike.

• Socio-ethical approach:- As good industrial relations can be only maintained when both
the labor and management realize their moral responsibility in contributing to the said
task through mutual co-operation and greatest understanding of each other’s problems

• Unitary approach:- A core assumption of unitary approach is that management and

staff, and all members of the organization share the same objectives, interests and
purposes; thus working together, hand in hand towards the shared mutual goals.

• Pluralistic approach:-In pluralism, the organization is perceived as being made up of

powerful and divergent sub-groups – management and trade unions. The role of
management would learn less towards controlling and more towards coordination.

• Radical approach :- This view of industrial relations is a by-product of a social change

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 2. IR IN PUBLIC SECTOR (IRPS)
2.1 INTRODUCTION:- Public sectors industrial relations is built around a number of actors
that interact through the structure established by the government to make demands, to
negotiate, and to consult or interface over matters which affect the well being of public
employees.

2.2 CHARACTERISTICS OF INDUSTRIAL RELATIONS IN PUBLIC SECTOR

All powerful ruler employers: - The government employer being a ruler entity cannot
be held punishment for whatever cause.

Large and diverse sector: - Even though there are three levels of governments, the
policy decisions regarding terms and conditions of public employment is within the
preview of the federal government.

Employee rights are restricted: - Public employees are generally prohibited from
joining trade unions. Public sector trade unions do not enjoy the rights of trade unions

Higher degree of unionization : - The public sector overall unionization is about 10%.
The higher union membership is due o higher education level of the public employees,
greater awareness towards trade unions.

2.3 EVOLUTION OF PUBLIC SECTOR IN INDIA

Earlier to independence, there were few ‘public sector ‘enterprises in the country. These
included the railways, the posts and telegraphs etc. which were departmentally managed

Independent India adopted planned economical development policies. The country was
facing problem like inequalities in income and low levels of employment.

Industrial policy resolution of 1948 laid emphasis on the expansion of production, both
agricultural and industrial, and in particular on the production of capital equipment and
goods satisfying the basic needs of the people, and of commodities the export of which
would increase earning of foreign exchange.

2.4 INDUSTRIAL RELATIONS PROBLEMS IN PUBLIC SECTOR

Need to rest/control further increase in personnel cost: - Controlling the increase

in salaries and allowance of public sector employees may cause conflict between the
government and the trade unions.

Set example for the industry by controlling salary rise: - The government will be
expected to lead by controlling further increase in public sector salaries and allowances.
Adoption of such a stance will probably increase the strain and perhaps, conflict in
public sector industrial relations

Strong employer position due to balance of power:- The employer –employee

balance of power has always been in favor of the employers, given the low level of
unionization and the multiplicity of small unions

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 3. TRADE UNION
3.1 DEFINITION
According to Lester, “A trade union is an association of employees designed, primarily to
maintain or improve the condition of employment of its members”.

3.2 NATURE/FEATURES OF TRADE UNIONS

• The trade union may be an association either of the employers or employees or
of independent workers :- According in India such unions may consist of :
i. Merchants or employers association
ii. General labor unions
iii. Combination of intellectual labor
• Trade unions are relatively permanent Group of workers are not temporary or
causal :- They do not expect to attain their objectives in a day because they anticipate
and contemplate a continuing stream of additional objectives to be adopted from time to
time
• A trade union is an association of workers who are engaged in securing
economic benefits for their members :- Its purpose is to secure control of the supply
of labor in one or more markets and to maintain that control as well as the conditions
under which it works

3.3 OBJECTIVES/REASONS FOR EMPLOYEES TO JOIN TRADE UNIONS

• Greater bargain power: - The individual employee possesses very little bargaining
power as compared to that of his employer. If he is not satisfied with the wage and other
conditions of employment, he can leave the job. The better course for him is to join a
union that can take concerted action against the employer

• Minimize Discrimination: - The decision regarding pay, work, transfer, promotion

etc., are highly subjective in nature. A trade union can compel the management to
formulate personnel policies that press for equality of treatment to the workers.

• Sense of participation: - The employees can participate in management of matters

affecting their interest only if they join trade unions. They can influence the decisions
that are taken as a result of collective bargaining between the union and the
management.

• Betterment of relationship /providing emotional security: - Another reason for

employees joining union is that unions can fulfill the important need for adequate
machinery for proper maintenance of employer –employee relations. Unions help in
betterment of industrial reactions among management and workers by solving the
problems peacefully.

• Providing income security:- Trade unions try hard to improve the economic life of the
employees by getting better wage deals from the employers through collective action

• Maintaining job security: - Trade unions aim at protecting the jobs of the employees.
Whenever the employees face an elimination from the employers, in various forms like
dismissal, discharge, layoff, compulsory retirement, trade unions resist strongly

• Maintaining physical security: - Trade unions seek to preserve the health and safety
of the employees by asking the employers to provide suitable physical work
environment safety policies.

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3.4 FUNCTIONS OF TRADE UNIONS
• Militant functions :-
o To achieve higher wages and better working conditions
o To raise the status of workers as a part of industry

o To protect labors against injustice

• Fraternal functions
o To take-up welfare measures for improving the morale of workers
o To generate self-confidence among workers
o To encourage sincerity and discipline among workers

o To provide opportunities for promotion and growth

o To protect women workers against discrimination

• Social functions
-- > Welfare activities :- Welfare activities provided to improve the quality of work life
including organization of mutual funds, cooperative credit societies for providing housing,
cooperative stores, banking and medical facilities, training for women

Education: - Education of members in all aspect of their working life including improving their
awareness in the environment around them.

Publication of periodicals, newsletters or magazines :- Publication of periodicals, newsletters

or magazines for establishing communication with their members, making the latter aware of
union policy and stand on certain principal issues and personal matters concerning members,
such as births, deaths, marriages, promotion and achievements

Political functions: - In political functions, unions have to influence government policy decisions in the
interest of workers

3.5 TYPES OF TRADE UNIONS

1. Union based on purpose

1.1. Reformist unions: - Trade unions seek to improve the wage level and by
bargaining for a share in the increased productivity

a. Business unions: - Business unions primarily protect the workers interest by

participating in collective bargaining with the employer

b. Friendly unions: - These unions aspire to elevate the morale, intellectual and social life
of workers. These unions concentrate on health, education, insurance and benefits

1.2. Revolutionary unions: - These unions aim at replacing the present system with the
new and different institutions based on the ideals that are regarded as preferable

a. Political unions: - The unions gain power through political action. These unions resort
to political action to protect the workers interest. The unions prefer minimization of wage
differentials.

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 2. Union based on membership:-
a. Craft Unions (Expertise):- It is usually formed of workers belonging to the same craft
(expertise), occupation or specialization no matter in what industry, or trade they
happen to be employed. These unions are called as horizontal unions

b. General unions :- If the workers of any industry, any region and of any job or
occupational form into one union in order to protect the overall interests of the workers,
such unions are called general unions

c. Industrial unions: - If the workers of different categories form into a union that union
is called industrial union. These unions are also called “Vertical “unions. The logic
behind the formation of these unions is that workers of the same industry have the
common bend and they are governed by same rules and regulations and are
administered by same management, Moreover, the problems of all the same industry are
more or less common

d. Staff unions: - Staff unions consist of both craft and industrial unions. The staff union
seeks to recruit members like clerks, supervisors, computerists, operators, managers,
technicians’ etc.

3.6 METHODS OF TRADE UNION

• Mutual insurance: - It involves the creation of a common fund to which every member
is required to contribute, and the fund so collected is for financing strike welfare
activities and other mutual benefits schemes.

• Collective bargaining: - Under this method their representatives bargain with the
employer over the terms and condition of employment and enter into agreement with
him. The agreement thus arrived at between the representative of a trade union and the
employer is known as a collective agreement
• Direct action –
Strike :- which is the collective withdrawal of work by the members of a union acting in
performance
Withdrawal of work: - They include mass casual leave, pen down etc. The problem with
these types of agitation is that management may not know exactly how to deal with them

Picketing and boycott: - Picketing is the action taken by unionist to prevent

employees from attending work after a strike has been called. Boycott means the
rejection by workers of specific activities, or services provided by management.
E.G. food boycott in case of poor canteen facilities

 Partial withdrawal of work: - The methods by which unions partially withdraw work
or reduce output are “work –to rule” and “go slow”. Under these method also, the
unions may not officially stop work, but work only at a slower pace refuse to do
certain tasks, which have the effect of reducing total output, or disrupting the work
process.

 Use of coercive methods: - This is a method like Gherao. For this problem the
management does not know how to deal with these methods of strike. They may not
know whether pay can be cut or disciplinary action taken

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3.7 GROWTH OF TRADE UNIONS IN INDIA (Important Question)
• Early trade union (The period between 1890 to 1918):- In, India, the first trade
union was founded by Mr.N.K.Lokhande in 1890, and was known as the Bombay Mills
Hands Association. These early trade unions in the regular sense of the term. They were
only welfare associations or friendly societies and also as soon as the grievance was
settled

• Trade unions after World War I (Period between 1919 and 1923):- This period
saw the real beginning of labor union movement in India.

Factors which influence d the growth of trade unions during this period were as follows:

- Economic conditions: - Prices of essential commodities raised up during the war and
there had been no corresponding increase in the wages. This leads to organize in
unions

- Political conditions: - The Indian national congress had formulated its demand for
immediate self-government. All this was reflected in considerable labor unrest in the
country

• Emergence of essential trade unions (Period between 1924 and 1935)

During this period, a number of important acts were passed such as:-

- Workmen’s compensation Act (1923)

- The trade union act (1926)

- The trade disputes act (1929)

• Increase in Trade union Activity & unity moves (Period between 1936 and
1939):-
This period witnessed a phenomenal increase in the number of register trade unions and
their membership. No political decision should be taken unless it commends a two-
thirds majority unity, was finally achieved in 1940.

• Union activity during Second World War (period between 1940 and 1946): -
Industrial unrest increased and the government banned strikes and lockouts. Workers
realized the need for an organized movement to secure relief. This realization led to an
increase in the number of unions in may 1947

• The post war and the post independence period (After 1947)/Trade unions after
independence: - The post independence period witnessed further disintegration of the
AITUC. In 1948, the socialist who had previously been working in the AITUC left it and
established a separate national federation called Hindu Mazdoor Panchayat (HMP)

• Present position of trade unions: - At present there are about 56,000 registered
workers union and 10 central labor organizations in our country. A very small % of these
unions (10 o 15%) regularly submit data about themselves. As such it is difficult to know
about their individual characteristics and working

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3.8 PROBLEM OF TRADE UNIONS
• Outside political leadership: - Outside political leadership had been playing a private
role in Indian trade union movement due to the inability of insiders to lead their
movement.

• Union competition:- “Any seven or more members of the trade unions may be
promising their names to the roles of the trade union and apply for registration of the
trade union under this act

• Small size of union membership: - Size of Membership of trade unions determines

their strength and financial soundness which in turn determines the activities
undertaken by them and their ability to protect employees’ interest. The size of
membership of trade unions in India over the years has been declining and consequently
the unions face the problems of small size

• Poor financial position: - Most of the trade unions in India suffer from excess of
expenditure over income. This unsound financial position is mostly due to low
membership and low rate of membership fee.

• Inactive functioning: - Due to poor financial position trade unions are not able to
function actively. Poor financial position also negatively affects the morale of the labor
which further decrease the actively of the union

• Illiteracy :- Illiteracy and lack of education of the workers hinder the growth of the
trade union movement because workers are often unable o appreciate, and contribute to
the positive role of trade unionism

• Lack of integrity: - Lack of integrity and dedication on the part of trade union leaders
is a major drawback of trade unionism in India.

• Heterogeneous nature of labor:- Workers come to the factory with varying

backgrounds; it is difficult for them to put a joint front in case of trouble

• Lack of interest: - Workers avoid union activities out of sheer disinterestedness. Those
who become part of the union do not also participate in the union work enthusiastically.

• Category wise unions :- Category wise unions like drivers association in Indian
railways, but category wise unions narrow down the trade union functions and weaken
the bargaining power of disrupting the unity

3.9 REMEDIES/MEASURES TO STRENGTHEN TRADE UNIONS

• Micro to macro focus: - Trade unions need to expand their role from simple wage,
incentive and bonus bargaining agent to a body concerned with well being of the
company.

• Bargaining to sharing: - Trade unions must show their willingness to share

responsibilities, risks and privileges of managing the company. Management
representatives must change their mindsets and attitudes in treating unions as simply
interested in obtaining employees benefits.

• Conflict to Collaboration : - Trade unions need to perceive relationships between

management and unions as collaborative rather than conflictive since their ultimate
interest is the same i.e.., effective performance of the company.

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 • Development Role :- Unions must emphasize employee-development – trade unions
need to concentrate to employees’ development issues like continuous skill etc

• Protective regulation to self sustenance: - Trade unions must change the mindset to
pool resources and strengthen to sustain and grow on their own instead of looking
towards the state for help in the form of legislation and wage boards.

• Openness and transparency:- Trade unions must be managed with openness and
transparency so that they can prove trustworthy and increase confidence of employees
upon themselves

• Effective utilization of alternative forums:- Trade unions must effectively benefit

participative forums like quality circles, works committees, suggestion schemes etc

3.10 ADVANTAGES OF TRADE UNIONS

• Protect workers: - Trade Unions can also protect workers from exploitation, and help to
uphold health and safety legislation.

• Create self respect among the workers :- Trade unions can induce self –respect
among the workers thereby helping to buildup national character

• Facilitates negotiation between worker and employer: -The workers can negotiate
with the employer on the basis of status and self-respect.

• Maintenance of wages at a uniform level :- Trade unions help maintain the wages at
a uniform level in terms of the actual economic value

• Helps to negotiate productivity deals: - Trades union can help to negotiate

productivity deals. This means they help the firm to increase output; this enables the
firm to be able to afford higher wages. Trades unions can be important for implementing
new working practices which improve productivity

3.11 DISADVANTAGES OF TRADE UNIONS

• Misguidance :- Through political leaning, the workers can be misguided for achieving
the trade unionists political motives and objectives

• High cost and low productivity:- Trade unions encourage inefficiency, Thus
increasing the costs of the undertaking and lowering its productivity and profitability

• Pressure on workers: - Through force, trade unions can pressurize the workers to
support the union’s opinion by joining strikes, etc. Which affect the production

• Unnecessary inducement of workers:- A powerful union of workers in a particular

industry can, through an unreasonable demand for wages not only secures higher wages
for their own industry but may also induce workers in other industries to make a similar
demand through unreasonable

• Insolvency :- Through unreasonably increased wages a unit in an industry can be

forced into insolvency

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 4. CODE OF CONDUCT

4.1 MEANING OF CODE OF CONDUCT

Code of conduct is a set of conventional (straight) principles and expectations that are
considered binding on any person who is a member of a particular group.

4.2 NATURE/FEATURES OF THE CODE OF CONDUCT

• The code of conduct is a government induced self-imposed and mutually agreed
voluntary principle of discipline and relations between management and workers in
industry.
• It controls both the parties from one-sided action.
• The code compels parties not to treat in strikes and lockouts without notice and without
mutual settlement of any possible misunderstanding or disputes
• It requires that constructive co-operation should be encouraged between workers and
managements at all levels.
• The main aim is recognition by employers and workers of the rights and responsibilities
of either party as defined by law and agreements. A proper and willing fulfill by either
party of its obligations following on such recognition
• It enjoins upon the management to take prompt action for the settlement of grievances
and implementation of awards and agreements

4.3 OBJECTIVES OF CODE OF CONDUCT

The code has been aimed at establishing cordial relations between managements and
workers

To promote constructive co-operative between the parties concerned at all levels

• To ensure the employers and employees recognize each other’s rights and obligations

• To eliminate all forms of coercion, intimidation and violence in industrial relations

• To avoid work stoppages

• To maintain the free growth of trade unions

• To facilitate the free growth of trade unions

4.4 PRINCIPLES OF CODE OF CONDUCT

• There should be no lockout or strike without notice

• No one-sided action should be taken in connection with any industrial matter

• Awards and agreements should be speedily implemented

• No deliberate damage should be caused to plant or property

• Acts of violence, coercion is not a right choice to correct the problems

• Any agreement which disturbs cordial industrial relations should be avoided

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4.5 FACTORS GUIDING CODE OF CONDUCT
• Honesty: - The organization expects the employees to observe honesty and truth and
such conduct should be fair and transparent. The employees should truthfulness in
actions throughout their term in the organization
• Disclosure of information: - The employees should not disclose the company
information to third parties and other outside organization. However, the employers
should make them aware about the code of conduct and other policies
• Confidentiality: - Employees should protect company’s confidential information. The
financial records and unpublished data should be kept within the organizations and
should not be spread outside the organization
• Harassment (irritation):- The work environment should be free from all kinds of
irritation. No physical irritations like hitting or punishing are acceptable on part of
employees
• Equal opportunity to the employees:- This factor expects the employer to be an equal
opportunity, i.e., no discrimination should be done on the basis of caste, color, race,
gender, religion or physical disabilities
• Misusing company resources: - Employees should not misuse company resources,
intellectual property, time and other facilities.
• Health & safety: - An employer should provide a safe and healthy work environment
to its employees. Proper cleanliness and lightening should be provided. A health and
safety committee can be set –up by the employer consisting of representatives of workers
as well
• Payment and gifts:- The employees should neither accept nor offer any kind of illegal
payments, donations, remuneration and gifts from outsiders

4.6 ADVANTAGES OF CODE OF CONDUCT

• Identification:- A code of conduct is a company ‘s voluntary belief in a set of morals,
standards and proper behavior for its operations, enforced by the business leaders
• Types: - Code of conduct usually results in all types of benefits. A code of conduct
benefits the business itself, all members of a business, their clients and usually society as
a whole
• Effects: - Consumers often associate company ethics with brand quality. A company
with a higher ethical standard tends to have a better public perception, and employees
may be more likely to follow management’s ethical guidelines themselves.
• Expert insight: - To see the benefits of a code of conduct, management must ensure
employees follow company ethical standards.
• Potential: - Code of conduct is likely to become a bigger part of corporate and business
culture. Code of conduct is now taught in most business schools

4.7 DISADVANTAGES OF CODE OF CONDUCT

• Subjectivity: - One major problem with a code of conduct is that it needs to take
subjective ideals and make them objective. A code of conduct replaces that ability with a
set of rules

• Enforceability: - A code of conduct needs to be usually forced in order to be effective.

However, this is at odds with the point above – Managers need autonomy in order to do
their job

• Vagueness: - The individual rules tend to be up to managerial understanding. If it is

vague, it is enforceable, but subject to so much interpretation that it may as well not exist

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Why White-Collar Workers’ Unions?
Seeing how unions of blue-collar workers had improved their service,
employment and working conditions by bargaining collectively with
their employers for better and regular payment of wages, bonus and
other fringe benefits, and job and social security, white collar
workers also started uniting and organising themselves and forming
their unions for fighting for better pay scales, more fringe benefits,
internal promotion by collective bargaining, agitation and litigation.
Other factors responsible for the growth of white collar unionism are
discussed below.
1. Denial of both Job Security and Social Security to them by their
exclusion from the purview of labour laws like; Industrial Disputes
Act, 1947, and Laws relating to wages, bonus and social security
against such social risks as sickness, maternity, premature death, and
permanent or temporary disabilities caused by accidents, old age and
retirement.
2. Anomalies in pay caused by implementation of the
recommendations of Wage Boards and Pay Commissions.
3. Nationalisation and consequent rationalisation of pay and
perquisites.
4. White and Blue collar workers unions are mostly registered under
the Trade Unions Act, 1926 and are generally known as workers and
employees Unions, white-collar workers unions are registered either
under the Trade Unions Act, 1926, or under the Societies
Registration Act, 1860, and are known as employees unions, or
employees or staff associations.
Since the immunity from civil and criminal prosecution is provided to
unions, its members and office bearers for bona fide trade union
activities under the Trade Unions Act, and as this is not specifically
provided under the Societies Registration Act, 1860 the white-collar
workers organisations registered as association under the latter Act
have to be selective in using pressures for getting their demand met.

BY NEHA SHRIVASTAVA 1
They generally take recourse to mass casual leave, work to rule,
peaceful demonstrations and dharnas, or hunger strike, rather than
to strike, picketing and boisterous agitation and demonstration.
5. Members of white-collar unions are more educated,
knowledgeable and intelligent, and, therefore, they are more
capable in negotiating and bargaining for their demands. Their union
leadership is, therefore, mostly internal or endogenous. As blue-
collar workers are largely illiterate or low educated, the leadership is
more external than internal, as they require the help of the outsiders
in bargaining for them collectively and representing them in
conciliation, arbitration and adjudication proceedings under the
Industrial Disputes Act, 1947.
6. Financially and membership-wise white-collar unions are stronger
than blue-collar unions. Small membership and poor finances make
the latter more dependent on outside leadership and political parties
for their day to day working, negotiations with employers, and
conciliation and adjudication of their disputes. These outsiders may
not work always entirely in the interest of workers. Increasing
militancy of blue-collar unions could be attributed to some extend to
their poor bargaining power and frustration.
7. White-collar unions suffer must less from multiplicity,
politicalisation and outside leadership, and consequently from inter-
union rivalries than the blue-collar unions. They, therefore, have
better bargaining power and greater possibility of arriving at
collective and bipartite agreements. Most of the white-collar unions
are independent, as they are not affiliated to central trade union
organisations with different political ideologies. All India Federation
of Railwaymen (AITUC), and National Federation of Indian
Railwaymen (INTUC) are working more cohesively than as rivals.
Similar is the case with All India Bank Employees Association and
National Union of Bank Employees, they do not sacrifice the interests
of their members for some political gains.
8. Lastly, some of the white-collar employees may be outside the
purview of the Industrial Disputes Act, 1947, and so may have the
BY NEHA SHRIVASTAVA 2
problem of job security which their unions may have to look after.
This may not be the problem with Blue-collar Unions as their
members are almost covered by the I.D. Act, 1947.
9. Inconsistent and discriminatory promotion and salary policies
which have been causing so many conflicts and disputes.
10. Gradual narrowing of wages and salaries differentials of blue and
white-collar workers due to fast improvement in the wages and
fringe benefits of the former organization account of their union
activities, and so causing feeling of deprivation among white-collar
workers.
11. Inflation and soaring prices resulting in erosion of pay and
standard living of white-collar workers, and thus leading to demand
for higher pay, dearness allowance and annual bonus and other
fringe benefits. It is because of unions of the Government employees
and public sectors undertakings who had been excluded from the
purview of the Payment of Bonus Act, 1965, enabled them to receive
now annual bonus worked out on the basis provided under this Act.

Distinguishing Features of White-Collar Unions

There are some noteworthy features of unions of white-collar workers
which distinguish them from that of the blue-collar unions as stated
briefly below:
a) Managerial Association
Managerial trade unionism is no longer a fiction, but is an established
fact. Though this phenomenon is more than forty years old, it is yet to
be considered as worthwhile to be concerned with either by the
Government, or by the central bodies of trade unions, or by
academicians. The Government could not enact a legislation
concerning this aspect of trade unionism, or could not introduce some
procedure for redressal of grievances of the managerial staff. The
Central orgnisations of trade unions could have provided leadership
or guidance for proper organisation of such unions. The academicians,

BY NEHA SHRIVASTAVA 3
if they had wished, could have attempted an in-depth study of
managerial unionism and workshops. It is only the corporate
managements who could not ignore this happening. In fact they are
finding it difficult to develop working relations with their managers
and other officers in the absence of any corporate or national policy
on this subject.
b) Nature of Managerial Association
Hardly any organisation of managerial employees is a union. They are
known as Officers’ associations registered either under the Societies
Registration Act, 1860, or under the Trade Unions Act, 1926. The
officers do not like their association to be equated with a trade union,
though many of their organisations are registered under the Trade
Unions Act, 1927. Some cases are also reported to be pending in the
Courts, wherein the officers of certain oranisations are claiming that
they are not managers but workmen, and they should be given
protection under the provisions of the Industrial Disputes Act, 1947.
The purpose of managerial unions is not very much different from that
of other trade unions for employees at different but lower levels in
the hierarchy. The means and strategies may differ in the sense that
the managerial unions are relatively soft in their wheeling and
dealings than most of the blue-collar unions.
Employer-Employee Relations
The officers eligible for membership of such associations are below
the level of Director. They may be from the rank of trainees and
upward up to the rank of Deputy General Manager, and in some cases
even the General Manager. It is the junior and middle level managers
who provide leadership of these associations. These officers rise from
the ranks, and as members of the non-executive cadre they may have
had prolonged experience as members of trade unions, if not, as
office-bearers.
In India, Managerial unionism is more in public sector than in private
sector. Its lesser development in private sector may be due to the fact
that most of the organisations in this sector are usually small, and,
BY NEHA SHRIVASTAVA 4
therefore, they are free from the cold and impersonal atmosphere
usually found in large bureaucratic organisations. In small
organisations the problems and difficulties of the officers do not
remain unattended. Such individualised attention is supposed to be
missing in big public sector establishments. The other possible reason
for slower growth of managerial trade unions in private sector may be
that there employers are not willing to permit their officers to
combine and form unions of their own.
The emergence of Officers Associations in the public sector is
relatively a new happening, whereas these associations have existed
in the banking industry and insurance companies for a fairly long time.
In Western Europe officers are organised in almost all countries, and
there also it predominates in the public sector. There the formation of
such unions have been facilitated by the fact that demarcation
between a workman and non-workman is not so rigid as in India, and
there trade unions are also not so apathetic towards officers
association as they are here in India. In fact there the unions want to
bring officers unions under the banner of the existing trade unions.

Difference between Blue Collar Workers and White Collar Workers

Points Blue Collar Workers White Collar Workers

Definition Blue-collar workers refer to
individuals who perform
manual or labor-intensive
work that typically requires
physical skills and
specialized training. They
are often involved in
industries such as
manufacturing,
construction, maintenance,
White-collar workers refer
to individuals who perform
professional, managerial,
administrative, or clerical
work that typically involves
mental or knowledge-based
tasks. They are often
employed in office settings,
such as corporate
environments, government
organizations, educational

BY NEHA SHRIVASTAVA 5
 transportation, and other institutions, healthcare
skilled trades. facilities, or professional
services sectors.
Nature of work Involve hands-on, physical Involve tasks related to
work, often requiring administration,
technical expertise, management, analysis,
specialized training, or research, decision-making,
vocational qualifications. communication, or
providing professional
services.
Skillset Emphasizes technical skills, Emphasizes cognitive skills,
mechanical abilities, manual problem-solving abilities,
dexterity, and proficiency in analytical thinking,
operating machinery or communication skills, and
tools. knowledge in specific fields
or areas of expertise.
Education and May require vocational Often require higher
qualifications training, apprenticeships, or education, such as a
certification programs that bachelor's or master's
focus on practical skills degree, or specialized
development and hands-on certifications in specific
experience. Formal professional fields.
education requirements can Advanced degrees, such as
vary but may not always a doctorate or professional
require a college or degrees, may be common in
university degree. certain white-collar
professions.
Work Commonly work in Typically work in office
environment industrial settings, settings, corporate
construction sites, factories, buildings, educational
warehouses, or outdoor institutions, healthcare
environments. facilities, or other
professional workspaces.

BY NEHA SHRIVASTAVA 6
Physical Often involve physical Generally involve minimal
demands exertion, manual labor, physical demands, with
working with tools, most tasks being performed
equipment, or machinery, while sitting at a desk or
and may require lifting, engaging in sedentary work.
bending, or standing for
extended periods.
Work attire Tend to wear practical and Typically dress in
protective clothing, such as professional attire, such as
uniforms, safety gear, or business suits, formal
specialized work attire, dresses, or office-
depending on the nature of appropriate clothing.
their job.
Income and Wages can vary depending Often earn higher incomes
wages on factors such as skill level, compared to blue-collar
experience, industry, workers due to the level of
location, and demand for education, specialized skills,
specific trades. Some blue- professional qualifications,
collar jobs offer competitive and responsibilities
wages, while others may associated with white-collar
have lower income levels. roles.
Career Career progression may Career progression often
progression involve acquiring additional involves professional
technical skills, pursuing development, continuous
higher levels of certification, learning, expanding
gaining experience, or knowledge in specific fields,
moving into supervisory or taking on leadership
management roles within positions, and pursuing
their field. higher levels of
responsibility within their
industry or profession.
Job stability Job stability can vary Job stability can vary
depending on economic depending on economic
conditions, industry factors, industry trends,
changes, technological organizational changes, or
BY NEHA SHRIVASTAVA 7
 advancements, or shifts in technological
labor demand. Some blue- advancements. However,
collar jobs may be more white-collar professions
susceptible to automation often offer greater job
or outsourcing, while others security due to the demand
offer long-term stability and for specialized knowledge,
career growth professional expertise, and
opportunities. the need for ongoing
management and
administrative roles.
Union Blue-collar workers are White-collar workers may
representation more likely to be unionized or may not be unionized, as
and have collective union representation varies
bargaining power to across professions and
negotiate better wages, industries. Some white-
working conditions, collar workers may be part
benefits, and protections. of professional associations
or have non-unionized
representation.
Examples Examples of blue-collar jobs Examples of white-collar
include electricians, jobs include accountants,
plumbers, carpenters, engineers, lawyers, doctors,
mechanics, construction teachers, managers,
workers, factory workers, administrators, and
and truck drivers. analysts.
Importance Blue-collar workers play a White-collar workers are
crucial role in industries that essential for the functioning
involve physical labor, of professional services,
infrastructure development, management,
manufacturing, or skilled administration, research,
trades. They contribute to innovation, and decision-
the economy by producing making processes in various
goods, maintaining sectors, contributing to
infrastructure, and economic growth,
providing essential services. organizational efficiency,
BY NEHA SHRIVASTAVA 8
and knowledge-based
advancements.

BY NEHA SHRIVASTAVA 9