Industrial relation and Trade union

Industrial relationandTrade unionBycorporate veteransPresented by:Abhijit NayakTanushree BeheraGayatri BhattaGaurav AgarwallaSatyaprakash UpadhayaSubham Kumar GhoshSubmitted to:Dr. Sainik Som

contentINDUSTRIAL RELATIONDefinitionConceptCharacteristicsImportanceKey peoplesPoliciesObjectivesRelevanceFunctionApproachScope

INDUSTRIAL DISPUTESDefinitionConceptsForms of disputesTypes id IDPreventions

Examples:FacebookThe HHITRADE UNIONDefinitionForms ConceptFunctionCharacteristicsPurposeWhy to join Problems in TUPrinciples

Industrial Relation (Ir) Industrial relationship is about the relationship between an employee and management. Industrial progress is impossible without cooperation of labours and harmonious relationships. Therefore, it is in the interest of all to create and maintain good relations between employees (labour) and employers (management). Industrial relation is defined as relation of Individual or group of employee and employer for engaging themselves in a way to maximize the productive activities.

conceptConcerned with the systems, rules & procedures used by employees and employers

To determine the reward for effort and other conditions for employment

To protect the interests of the employed and their employers

To regulate the ways employers treat their employees

CharacteristicsIt is a continuous processMust be regulation-friendlyPeople-centredDynamic and developing conceptCentral and State Government evolve, influence and regulate employer-employee relations through laws, rules, agreements, awards of courts, executive and financial machinery

ImportanceAn outcome of relationship in industry.It creates rules and regulations to maintain piece and harmony.Important parts of IR are employees and their organization, employer and their association and government.It has a role of management, union and government.

Members involve In irEmployer

Employee

Trade unions

Government

policiesLiving Wage and Job SecurityWork/Life BalanceIndustrial DemocracyPay and Employment EquityHealthy and Safe Workplaces

objectivesTo promote and develop labor management relation and reduce conflicts.To provide opportunity to workers to involve in decision making process with management and improve the workers' strength.Avoid unnecessary interference of government.To improve workers strength through trade unions and mutual negotiations and understanding.Establish sound relationship between workers and management by safeguarding mutual interests.Improvement of economic conditions of workers.

relevanceUninterrupted productionReduction in Industrial DisputesMental RevolutionReduced WastageFocus on objectHigh morale

Role of Employers Promote and protect the interest of employers and employees Advice offering Bridge between Union and Government Train and develop staff members of concern members of Associations

Functions and responsibility1.To keep the smooth relations with union2.Take the regular meeting of the Works committee3.Negotiations while Agreement4.To keep industrial disciplines5.Issue the letters to late coming, absenteeism, suspension etc,6.To handle legal issues

approach3 important approaches

1. Unitary Approach2. Pluralistic Approach3. Marxist Approach

description1. Unitary ApproachIR is grounded in mutual co-operation, individual treatment, team work and shared goals.Union co-operate with the mgt. & the mgt.s right to manage is accepted because there is no we they feelingIts a reactive IR strategy.They seek direct negotiations with employees2. Pluralistic ApproachIt perceives:Org. as a coalitions of competing interest.TU as legitimate representatives of employee interests.Stability in IR as the product of concessions and compromises between mgt. & unions.Conflict between Mgt. and workers is understood as inevitable.Conflict is viewed as conducive for innovation and growth.Strong union is necessary.3. Marxist ApproachMarxists see conflict as a product of the capitalist society.Conflict arises due to the division in the society between those who own resources and those who have only labor to offer.For Marxist all strikes are political.He regard state intervention via legislation & the creation of Industrial tribunals as supporting managements interest rather than ensuring a balance between the competing groups.

scopeIndustrial disputes & related methods.Roles of key players are well definedIndividual dissatisfaction.Disciplinary policy & practiceCollective bargaining (Process of negotiation between employers and a group of employees aimed at reaching agreements to regulate working conditions. The collective agreements reached by these negotiations usually set out wage scales, working hours, training, health and safety, overtime, grievance mechanisms, and rights to participate in workplace or company affairs)

Industrial dispute (id)As per industrial disputes act,1947,the term industrial dispute means:Any dispute or difference between:Employers & employersEmployers & employees(workmen)Employees & employeesTerms & conditions of industries.

ConceptThe dispute must be taken up either by union or substantial number of workmen.

The dispute must affect a large number of workmen who have a community of interest as a class.

The grievance i.e. unfair treatment turns from individual to general complaint

FORMS OF INDUSTRIAL DISPUTESStrikes i.e. primarySecondary strike i.e. a strike by a body of workers for the purpose of supporting a cause or another group of strikersLockouts i.e. the exclusion of employees by their employer from their place of work until certain terms are agreed toGheraoLay-off i.e. termination without noticePicketing (Union wise) & boycott

Types of idInterest disputes (also known as economic disputes)e.g.: Terms & conditions of employment

Grievance or right disputes (also known as individual disputes)e.g.: Transfer, dismissal, retrenchment

preventionsCollective bargaining (Process of negotiation between employers and a group of employees aimed at reaching agreements to regulate working conditions)Conciliation/mediationArbitrationAdjudication

Benefits:Perfect working environmentPerfect relationshipAllowance for all benefitsFamily members are also used to go office along with employeeDiscipline:Equal importance to all level of employeesCEO visits each individual employeesCompany benefits:AccommodationPicnic, group partyEntertainmentSalary incrementBonus on festivalsAllowances

Discipline:Obey protocolsTraining and developmentUniform

trade UnionA trade union is an organisation made up of member (a membership-based organisation) and its membership must be made up mainly of workers. One of a trade union's main aims is to protect and advance the interests of its members in the workplace. Most trade unions are independent of any employer.

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three forms of trade unionsClassical:A trade unions main objective is to collectively protect the interests of its members in given socio-economic-political system. Trade Unions are the expressions of the needs, aspirations and wishes of the working class. Neo-classical: It goes beyond classical objectives and tries to improve up other wider issues like tax-reliefs, raising saving rates etc. Revolutionary: Change in the system. Establishing the rule of working class even through violence and use of force etc.

conceptAgent of workers and working classProtection against exploitationGrowth of Morden industrial establishmentPoor bargaining power at individual levelMaintaining and improving conditions of workingProtecting the interest of membersRegulating the relation between employers and employeesFor these reasons trade union came to action and become necessary for all individual and groups of people.

Trade Union FunctionsProvision of Labour WelfareSafeguarding the Interests of the WorkersTrade Unions working for the Progress of the EmployeesEstablishing Contacts between the Workers and the EmployersSecuring Facilities for WorkersIncreasing Co-operation and Well-being among Workers

Union characteristicsExpression of sectional/class consciousness socialist societySocial responsibility- exercise role in non-detrimental waysBusiness unionism- maximize benefits from employer relationshipsWelfare unionism- wider social, econ. & political involvement for allPolitical unionism- through political alliances

purpose of TUEmployment Protection and Job Creation.Economic Protection.Social Status - Identity.Political Role - Democratic InstitutionSocietal Obligation - Transformation.Competitiveness / Sustainable Development

Why do people join Union?Greater Bargaining Power Minimize Discrimination Sense of Security Sense of Participation Sense of Belongingness Platform for self expression Betterment of relationships

Problems for Trade Union GrowthOff-Centering LaborSegmentation of WorkforceCore / PeripheryEmployment InstabilityInvestment AttractionIndividualization of Labor RelationsLabor Cost CuttingFailure of Institutions

REGULATING PRINCIPLES Vested interest Supply & demand Living wage Partnership Socialism

Indian tu (Major)The Indian National Trade Union Congress (INTUC) The Hind Mazdoor Sangh (H.M.S.)The United Trade Union Congress (UTUC) The Centre of Indian Trade Unions (CITU)

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Fifth wheel employees are those who are a result of the mistake made by the human resources wing, i.e. by recruiting wrong person to the wrong job just to fill in the vacancy and then expect better performance. Further such an employee is unable to put in his best and is just an additional mass available within the organization. - Henrietta Newton Martin

No king on earth is as safe in his job as a Trade Union official. There is only one thing that can get him sacked; and that is drink. Not even that, as long as he doesnt actually fall down.

- George Bernard Shaw