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Layman Language- Disagreement Conflict of interest between the various groups can
intensify and prolong work stoppages. Industrial disputes LEAD TO Fall in industrial growth.
Rules/ Processes Systems 1. . Voluntary Codes 3.PREVENTIVE FRAMEWORK Preventive tools include- Institutions 2.
Presently constitutes of 177 members . Formed as an organization to prevent exploitation of labor and realization of economic interdependence.1919. Constitution of ILO framed by Labor Commission.INSTITUTIONS/CONSULTATIVE BODIES International Labor Organization: Founded in.
and by continuous and concerted international effort. .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.
ILO’S 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 .
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 International Labor Conference: Main Tasks: Debating.
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 .
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.TRIPARTISM IN INDIA’S IR SYSTEM Consultation amongst the three actors of IR ie Employer . .
.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 employer’s organisation Thr ILC was effective in its formative years 1950’s 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 .
Framework of preventive measures: Institution/consultative bodies Joint consultative tripartite bodies Industrial committees Bipartite bodies Works committee Joint management councils.PREVENTIVE MEASURES FROM INDUSTRIAL DISPUTES Harmonious relations. .
. Especially tripartite body with equally representation of Employers and Employees/Workers.INDUSTRIAL COMMITEES The industrial committees for specific industries was the outcome of the 1944 session of ILC(International Labour Conference).
Closer association should developed between management and employees. . Collective bargaining should preferred.RECOMMENDATION PROPOSED FOR IMPROVEMENT OF LABOUR MANAGEMENT RELATION IN IRON & STEEL INDUSTRIES The employees should granted recognition. Grievances should be redressed by mutual discussion. 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. health service. o Adjustment of holidays among the workers & employers. The main purpose is to secure the good relationship between employers and workmen.). . o Implementation and review of decision done by work committee and some others benefits. rest rooms. Major items that work committee deals with are:o Working conditions. o Amenities (drinking water. etc.
the grievance is to be submitted to the departmental representative. . 1 In the First step. who is a representative of management . which would be acceptable to unions as well as the management Steps. He has to give his answer within 48 hours.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.
If the grievance still remains unsettled. he can take grievance to the Grievance Committee. 4.2 If the department representative fails to provide a solution. the case may be referred to voluntary arbitration. 3 If aggrieved employee is not satisfied with the decision of the departmental head. . the aggrieved employee can take his grievance to head of department. who has to give his decision within 3 days. 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.
COLLECTIVE BARGANING Process of negotiation between firm’s 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. .
is a continuous process which aims at establishing stable relationships between the parties involved. is a flexible approach. but also involves the implementation of such an agreement. . not only involves the bargaining agreement. attempts in achieving discipline in the industry.CONDITION is a collective process in which representatives of both the management and employees participate. as the parties involved have to adopt a flexible attitude towards negotiations.
and accepted by all those who work in and for the organization. operated by those with departmental . . The direction and management of organization discipline is devised and defined by senior managers . behavior and performance. divisional and functional responsibilities .Organization discipline is concerned with standards of attitudes .
.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 .
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