Professional Documents
Culture Documents
Final Trade 1232483278643494 3
Final Trade 1232483278643494 3
TOPICS TO BE COVERED
Definitions
History (In India)
Features
Objectives
Functions
Structure
Problems
HISTORY
Development of modern industry, especially in
the Western countries, can be traced back to
the 18th century. Industrial development in India
on Western lines, however commenced from the
middle of the 19th century. The first organised
Trade Union in India named as the Madras
Labour Union was formed in the year 1918.
Since then a large number of unions sprang up
in almost all the industrial centres of the country.
Similarly, entrepreneurs also formed their
organisations to protect their interests.
DEFINATION
Trade Unions are the groups set-up with the aim
of trying to create fairness and job security in a
workplace.
Section 2(h) of the Trade Union Act,1926 has
define a trade union as:
Any combination, whether temporary or
permanent, former primarily for the purpose of
regulating the relation between workman and
workmen or between employers, or for imposing
restrictive conditions on the conduct of any trade
or business, and includes any federation of two
or more trade unions.
Negotiation
Negotiation is where union representatives discuss with
management issues which affect people working in an organisation.
The union finds out the members' views and relays these views to
management. There may be a difference of opinion between
management and union members. 'Negotiation' is about finding a
solution to these differences. This process is also known as
'collective bargaining'.
In many workplaces there is a formal agreement between the union
and the company which states that the union has the right to
negotiate with the employer. In these organisations, unions are said
to be 'recognised' for 'collective bargaining' purposes.
Pay, working hours, holidays and changes to working practices are
the sorts of issues that are negotiated. People who work in
organisations where unions are recognised are better paid and are
less likely to be made redundant than people who work in
organisations where unions are not recognised.
Representation
Trade unions also represent individual members when they
have a problem at work. If an employee feels they are being
unfairly treated, he or she can ask the union representative to
help sort out the difficulty with the manager or employer.
If the problem cannot be resolved amicably, the matter may go
to an industrial tribunal. Industrial tribunals make sure that
employment laws are properly adhered to by employees and
employers. They are made up of people outside the workplace
who listen to the employer's and the employee's point of view
and then make a judgement about the case. People can ask
their union to represent them at industrial tribunals. Most cases
that go to industrial tribunals are about pay, unfair dismissal,
redundancy or discrimination at work.
Unions also offer their members legal representation. Normally
this is to help people get financial compensation for workrelated injuries or to assist people who have to take their
employer to court
Member services
During the last ten years, trade unions have increased the range
of services they offer their members. These include:
Education and training - Most unions run training courses for their
members on employment rights, health and safety and other
issues. Some unions also help members who have left school with
little education by offering courses on basic skills and courses
leading to professional qualifications.
Legal assistance - As well as offering legal advice on employment
issues, some unions give help with personal matters, like housing,
wills and debt.
Financial discounts - People can get discounts on mortgages,
insurance and loans from unions.
Welfare benefits - One of the earliest functions of trade unions
was to look after members who hit hard times. Some of the older
unions offer financial help to their members when they are sick or
unemployed
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OBJECTIVES
Better Wages
Better Working conditions
Bonus
Resist unsuitable schemes
Secure welfare
Project Interest of workers
Social welfare
Organisational gowth and stablilty
FUNCTIONS
Militant
Fraternal
Intra-mural activities
Extra-mural activitie
Political activities.
Protection
Social pressure
Compulsion
Political beliefs
Solidarity
Tradition
Pay and conditions
Communication
Health and safety
Lack of education
May not welcome change
Strick on Illogical basis
Creation of Artificical scanity of labour
Undue demands relating to wages
General
unions
White-collar
unions
Another way of
clasification:
1. Reformist Unions
Business Unions
Friendly Unions
2. Revolutionary unions
Political unions
Anarchist unions
Uneven growth
Limited membership
Multiplicity of unions
Outside leadership
Financial problems
Indifferent attitude of workers
THANKS