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INSTITUTIONAL FRAMEWORK AND PREVENTIVE MEASURES

DISPUTE

Layman Language- Disagreement Conflict of interest between the various groups can

intensify and prolong work stoppages. Industrial disputes LEAD TO Fall in industrial growth.

PREVENTIVE FRAMEWORK
Preventive tools include-

Institutions 2. Voluntary Codes 3. Rules/ Processes Systems


1.

INSTITUTIONS/CONSULTATIVE BODIES
International Labor Organization: Founded in- 1919;

Formed as an organization to prevent exploitation of labor and realization of economic interdependence; Constitution of ILO framed by Labor Commission; Presently constitutes of 177 members

THE PHILADELPHIA DECLARATION


(A) Labor is not a commodity
(B) Freedom of expression and association are essential

to sustained progress (C) Poverty constitutes danger to prosperity everywhere (D) War against want requires to be carried on with unrelenting vigor within each nation, and by continuous and concerted international effort.

ILOS STRATEGIC OBJECTIVES


Promote and realize standards and fundamental

principles and right at work Create greater opportunities for women and men to secure decent employment and income Enhance the coverage and effectiveness of social protection for all Strengthen tripartism and social dialogue

LEGISLATIVE

EXECUTIVE

SECRETARIAT S

MAIN SUB-SYSTEMS OF ILO


International Labor Conference: Main Tasks: Debating, voting and adopting standards Supervision and recommendation at national level Progress on fundamental rights Discussion on important issues related to social and labor matter

MAIN SUB-SYSTEMS OF ILO (Continued)


The Governing Body Main Tasks Decides agenda of International Labour Conference Finalize the draft of Works Programme and Budget of ILO Elects Director-General The International Labor Office Main Tasks

MAIN SUB-SYSTEMS OF ILO (Continued)


The International Labor Office Main Tasks Collection and distribution of information on all subjects pertaining to industrial life and labour Prepare documents on agenda for the meetings of conference Assistance to the governments in framing of laws and regulation

TRIPARTISM IN INDIAS IR SYSTEM


Consultation amongst the three actors of IR ie
Employer , employee and the state Cornerstone of IR policy in Isndia A number of bodies and fora were created To provide forum to discuss and deliberate upon the labour

issues.

IMPORTANT TRI-PARTITE BODIES


Indian labour conferences
Standing labour conference Committee on conventions

The industrial committees


The ILC and SLC are the most important The representatives of workers and employees

nominated by central government consultation with all India organization of workers and employee.

Set up in 1942 The objectives set at the time of inception To promote uniformity in labour legislation

To lay down a procedure for the settlement of

industrial disputes To discuss all matters of all-Isndia importance as between employers and employees

JOINT CONSULTATIVE TRI-PARTITE BODIES


ILC and SLC comprising members from the

government,employees organisation and employers organisation


Thr ILC was effective in its formative years 1950s the effectiveness declined in frequency

REASONS
GOI treat even the unanimous recommendations of

ILC as not binding on the govnt, even though it is representated in ILC This undermined the confidence of the parties in the commitement Difficulties to find a consensus on the representatives members from the three parties Objective of bringing uniformity in labour legislation cannot be achieved due to labour being in the concurrent list of both centre and state

PREVENTIVE MEASURES FROM INDUSTRIAL DISPUTES


Harmonious relations.
Framework of preventive measures: Institution/consultative bodies Joint consultative tripartite bodies

Industrial committees Bipartite bodies Works committee Joint management councils.

INDUSTRIAL COMMITEES
The industrial committees for specific industries was

the outcome of the 1944 session of ILC(International Labour Conference).

Especially tripartite body with equally representation

of Employers and Employees/Workers.

RECOMMENDATION PROPOSED FOR IMPROVEMENT OF LABOUR MANAGEMENT RELATION IN IRON & STEEL INDUSTRIES
The employees should granted recognition; Closer association should developed between

management and employees; Grievances should be redressed by mutual discussion; Collective bargaining should preferred; Two-way communication should be developed.

BIPARTITE BODIES
Forms of bipartite bodies are:-

Work Committee and Joint Management Councils.

It mainly wants to have a equal platform between

workers and employers to fosters the issues through mutual interests.

WORK COMMITTEE
The work committee consists of equal representatives of

employers and workmen. The main purpose is to secure the good relationship between employers and workmen. Major items that work committee deals with are:o Working conditions; o Amenities (drinking water, health service, rest rooms, etc.); o Adjustment of holidays among the workers & employers; o Implementation and review of decision done by work committee and some others benefits.

GRIEVANCE PROCEDURE IN INDIAN INDUSTRY :The 15th Session of the Indian Labor Conferences held in 1957 emphasized the need of an established grievance procedure for the country, which would be acceptable to unions as well as the management Steps;
1
In the First step, the grievance is to be submitted to the departmental representative, who is a representative of management . He has to give his answer within 48 hours.

2
If the department representative fails to provide a solution, the aggrieved employee can take his grievance to head of department, who has to give his decision within 3 days.

If aggrieved employee is not satisfied with the decision of the departmental head, he can take grievance to the Grievance Committee. The Grievance Committee makes its recommendations to the manager within 7 days in the form of a report. The final decision of the management on the report of Grievance Committee must be communicated to the aggrieved employee within three days of the receipt of report.

4. If the grievance still


remains unsettled, the case may be referred to voluntary arbitration.

COLLECTIVE BARGANING
Process of negotiation between firms and workers

representatives for the purpose of establishing mutually agreeable conditions of employment.

Technique adopted by two parties to reach an

understanding acceptable to both through the process of discussion and negotiation.

CONDITION
is a collective process in which representatives of both

the

management and employees participate.


is a continuous process which aims at establishing stable

relationships between the parties involved.


not only involves the bargaining agreement, but also

involves the implementation of such an agreement.


attempts in achieving discipline in the industry. is a flexible approach, as the parties involved have to adopt

a flexible attitude towards negotiations.

Organization discipline is concerned with standards of attitudes , behavior and performance. The direction and management of organization discipline is devised and defined by senior managers , operated by those with departmental , divisional and functional responsibilities , and accepted by all those who work in and for the organization.

Managing Discipline started with two key FactorsDiscipline-Strategies and activities for the maintenance of standard remedial action. Grievances-Strategies that enable employees to raise questions, issues and problems with the organization.

Disciplinary Procedure
Indiscipline: An absence of discipline has been

referred to as indiscipline. 1-performance related 2-Misconduct 3-Attitudes and Demeanor