Industrial Relations

(Discipline & Grievance)

© 2008 by Prentice Hall

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.Industrial Relations The term Industrial Relations means relationship between management and workers in the industry.

• Enlist cooperation and collaboration from both parties to contribute to industrial growth. • Due regards to interests of labour and management by securing mutual understanding & trust. welfare benefits & social security through labour legislations. . • Safeguard rights of both labour & management.Objectives of IR • A healthy relationship between employees and employers. • Creation of work-environment that reduces attrition. • Improve the economic conditions of workers through legislations prescribing minimum guaranteed wages. • Participative working. • Enhancement in the quality of life of employees. • Gains in productivity for mutual benefit.

Union • Formal association of workers that promotes the interests of its members through collective action. • Negotiations and collective bargaining are the tools for accomplishing objectives. © 2008 by Prentice Hall 1-4 .

Factors Leading to Employee Unionization © 2002 Southwestern College Publishing. All 17–5 Figure 17–1 .

Measures for improving IR • • • • • • Strong and stable union Mutual trust Worker’s participation in Management Mutual Accommodation Sound HR policies Proactive Role of Government © 2008 by Prentice Hall 1-6 .

Objectives of Discipline • • • • • • • Goal accomplishment Changing employee behaviour Improve morale and motivation Exercising better control over employees Developing a responsive workforce Ensuring consistency in action Promoting industrial relations © 2008 by Prentice Hall 1-7 .

Procedure • • • • Warnings Recording outcomes of warning Show-cause notice for serious misconduct Issue of charge sheet and constitution of inquiry committee • Disciplinary hearings © 2008 by Prentice Hall 1-8 .

CEO Voluntary arbitration.Grievance Procedure • • • • • Immediate supervisor Departmental Head Bi-partite committee. © 2008 by Prentice Hall 1-9 .

Techniques of Grievance Identification • • • • • Exit Interview Gripe-box system Opinion surveys Open door policy Observation © 2008 by Prentice Hall 1-10 .

Industrial Dispute • Disputes of rights • Disputes of Interest © 2008 by Prentice Hall 1-11 .

Cause-wise trends • • • • • Wages and allowances Layoffs and retrenchment Indiscipline and violence Bonus Leave and working hours © 2008 by Prentice Hall 1-12 .

Settlement of disputes • • • • Collective Bargaining Arbitration Conciliation or mediation Adjudication © 2008 by Prentice Hall 1-13 .

Process of Collective Bargaining • • • • • Preparing for negotiation Identifying bargaining issues Negotiating Settlement and contract agreement Administration of the agreement © 2008 by Prentice Hall 1-14 .

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