RIGHTS AND DUITIES OF TRADE

UNIONS
By
Neetu
Nimi
Pratima
Nutan
Neha . H .C (29)
 TRADE UNION
 A trade union or labor union is an
organization of workers that have
banded together to achieve
common goals. The trade union,
through its leadership, bargains
with the employer on behalf of
union members and
negotiates (Collective bargaining)
with employers. This may include
the negotiation of wages, work
rules, complaint procedures, rules
governing hiring, firing and
promotion of workers, benefits,
workplace safety and policies.
 DUITIES AND LIABILITIES OF A
REGISTERED TRADE UNION (SECTION 15)

1. Maintain general funds of

the registered trade union
 Payment of salaries,
allowances, expenses to the
office bearer
 Payment of expenses for the
administration, including
audit of accounts
 Prosecution or defence of any
legal proceeding
 Conduct of trade disputes
 Compensation to members for
loss arising out of trade disputes
 Allowances to members or their
dependants on account of death,
old age, sickness, accident or
unemployment
 Provision of educational, social or
religious benefits for members
 Upkeep of a periodical
 Any other object notified by the
central government in the official
ghazette
2. Maintenance of the political
fund ( Section 16)
 Election as a member of any
legislative body constituted
under the constitution or any
local authority
 Holding of any meeting or
distribution of any literature or
documents
 Maintenance of any person
who is a member of any
legislative body constituted
under the constitution or any
local body
 Registration of
electors or the
selection of a
candidate for any
legislative body under
the constitution or for
any local body
 Holding of political
meetings of any kind
or distribution of
political documents
 RIGHTS AND PRIVILEGES OF
REGISTERED TRADE UNION
 Immunity from Criminal Liabilities (Section 17).
 Immunity from Civil Suits (Section 18).
 Immunity from Tortious Act (Section 18(2)).
 Enforceability of Agreement (Section 19).
 The right to inspect Books of Trade Unions
(Section 20).
 Right of Minors to Membership of trade Unions
(Section 21).
 Disqualification of Office-Bearers (Section
21(A)).
 Proportion of Officers to be connected with the
Industry (Section 22).
 Change of Name (Section 23).
 GRIEVANCES
Definition :
Grievances refers to an employee's formal
complaint regarding working conditions or
failure by management to stick to its contract
with the employee or Specific complaint or
formal notice of employee dissatisfaction
related to adequacy of pay, job requirements,
work conditions, other aspects of employment,
or an alleged violation of a collective bargaining
agreement.
 FORMS OF GRIEVANCES
Factual grievance

Imaginary grievance

Disguised grievance

Individual grievance

Group grievance

Policy grievance
Approaches to grievance machinery

 Various approaches have been documented

reflecting the attitude of management and
employees to the grievance machinery.
Management could take a legalistic view and
follow the negotiated contract, or it need not
have a contract but have a grievance
machinery oriented towards a human relations
approach to its workers. Or alternatively,
management could, with or without a
contract, have an open-door policy.
 The labour contract approach:
It is a wholly legalistic approach. The management
and the worker, categories covered by the
contract, follow the provisions therein. Grievances
are those defined by the contract, and the process
for dealing with the grievance is clear to all
concerned and specified with the time span for
each stage. The provisions and the interpretations
thereon of the contract are of paramount
importance, more than concern for specific
exceptions depending on the circumstance of the
case.
 Human relations approach:
in this approach the employee and his specific
problem is the major concern. The concern is
for understanding and doing something to
help overcome the individual’s problem.
 The two approaches are extreme conditions.
Many organizations have practices
somewhere in between.
 Grievance procedure is implemented in an
organization involving both managerial and
worker attitudes.
 It is possible also to have a formal grievance
procedure and yet show no enthusiasm or
concern, merely treating grievances
mechanically.
 Much depends on the state of mind of the
individual, his anxieties, fears and tensions,
and unless these are given due attention
these will affect the particular task assigned
to the individual. Moreover, enthusiasm and
involvement with the job and the firm will be
lacking.
 In an organization where human relationships
are involved there are likely to be instances
when employees feel that they are not
treated properly, that conditions of
employment are not those stated or
promised, that the work environment is not
conducive, that promotion policy is unfair and
so on.
 When human beings work together there is a
likelihood of friction and misunderstanding.
 This leads to unhappiness or dissatisfaction
among workers. This dissatisfaction is very often
manifested in such behaviour as sullenness,
moodiness, worry, lack of cooperation,
insubordination, decrease of output, deterioration
in quality of work and absenteeism.
 If the dissatisfaction of the employees goes
unattended or the conditions causing it are not
corrected, the irritation is likely to increase and
lead to unfavourable attitudes towards the
management and unhealthy relations in the
organisation.
 It is therefore essential for the management
to allow individual employees to express
dissatisfaction concerning their jobs or
working conditions to an immediate superior.
These manifestations of workers dissensions
against working conditions, terms of service,
leave and holidays and management
decisions are commonly referred to as
grievances.