sh a nu ppt

8/8/2019 Sh a Nu Ppt

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SAHARASRI

SUBRATO ROY SAHARA- Proud 2 be Guardian of the worlds largest family.


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SAHARA INDIA PARIVAR TYPE - private. FOUNDED - 1978 in gorakhpur,India.

HEADQUARTERS - Lucknow,India.

KEY PEOPLE - Subrato Roy founder. INDUSTRY - Infrastructure & Housing

Finances,Media and Entertainment,Tourism &Hospitality.

REVENUE - US$ 10.87 billion.

EMPLOYEES - 910,000. WEBSITES - http://www.shahara.in


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SAHARA INDIA PARIWAR believes andworks according to the following principles:

Emotion Before Economics

Principles Before Profit Values Before Wealth Man Before Money Country Before Religion

Quality Before Quantity Conscience Before Corporation Family Before Fortune


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PHILOSOPHY1) SAHARA INDIA PARIWAR'S PHILOSOPHY - "Collective

Materialism"In any human relationship, it becomes imperative to take intoconsideration the materialistic aspect of life - we do so but by giving itsecond priority.

2) BHARTIYATA

There is a religion higher than religion itself - it is the INDIANNATIONALITY the swirl of the Tricolor never fails to move a SaharaWorker.

3) Shanti, Sukh : Santushti.4) Maan-Samman, Atmasamman


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TYPES OF INDUSTRIAL DISPUTES

(i) INDIVIDUAL DISPUTE:It has been revealed from surveysand various datas that individual dispute takes a major

spoil of total number of industrial disputes.

(a) TERMINATION, DISMISSAL ETC.

(b) PROMOTION, INCREMENT ETC.

(ii)COLLECTIVE DISPUTES

Collective disputes are always associated with charter ofdemands.


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METHODS OF SETTLEMENT OF INDUSTRIALDISPIUTES

1) BI-PARTITE TALKS

This is the first major step towards settlement of industrial disputes. There shouldbe willingness for such a dialogue from both sides. In such settlement talks bothparties should be ready and willing to make certain sacrifices. There should not

be any clause in the draft settlement which is against statute or law, viz.:payment of less than minimum wage, working beyond prescribed hours etc. etc.

2) CONCILIATION

Conciliation is the first step where the third party (Governmentmachinery) intervenes to resolve the industrial dispute arising out

between the parties. Conciliation is a refined form of mediation. Such anauthority has not been vested with judicial powers. Rather he hasadministrative powers only. The central as well as the state governmentshave notified certain authorities as conciliation officers under theprovisions of respective Industrial Disputes Act.


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3) ARBITRATION

Arbitration is another form of settlement of industrial disputes. During the courseof bi-partite talks or conciliation proceedings both the parties on unanimity, mayagree for arbitration on one or many more demands. If parties agree then morethan one arbitrator can be proposed. The choice of arbitrator should beunanimous among parties and it should be formal and not informal.

4) ADJUDICATION

Adjudication is the last resort of conciliation machineries. If the disputes

pertaining to charter of demand or individual dispute are not resolved inconciliation talks, the conciliation officer in his failure report would explain thingsin detail along-with comments for judicial reference, if any.


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SECOND SCHEDULE

(Matters within the jurisdiction of Labour Court)

1. The propriety or legality of an order passed by anemployer under the standing orders;

2 The application and interpretation of standing orders;3. Discharge or dismissal of workmen including

reinstatement of, or grant of relief to, workmenwrongfully dismissed;

4. Withdrawal of any customary concession orprivilege;

5. Illegality or otherwise of a strike or lock-out; and6. All maters other than those specified in the Third

Schedule.


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THE THIRD SCHEDULE

(Matters within the jurisdiction of Industrial Tribunal)

1. Wages, including the period and mode of payment;2. Compensatory and allowances;3. Hours of work and rest interval;

4. Leave with wages and holidays;5. Bonus, profit sharing, provident fund and of gratuity;6. Shift working otherwise than in accordance with standing

order;7. Classification by grades;8. Rules of discipline;

9. Rationalization;10. Retrenchment of workmen and closure of establishment,and11. Any other matter that may be prescribed.


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WHEN AN EMPLOYEE CAN DIRECTLY FILE A CASE BEFORE

THE LABOUR COURT

1.Application & interpretation of

standing orders.

2.Any salary or wage or such benefits,

which could be computed in cash.

3.Any money due from an employer on

an award of the Labour Court.


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ROLE OF CONCILIATION IN MINIMIZING INDUSTRIAL

DISPUTES

1. GHERAO

2. ILLEGAL STRIKE

3. DHARNA AND CONFINEMENT

4. TERMINATION ON THE GROUNDS OF GROSSMISCONDUCT

5. APPRHENSION OF BREACH OF PEACE

6. HUNGER STRIKE


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REASONS FOR NOT SOLVING DISPUTES IN

CONCILIATION

1) All the notified conciliation officers are also notified undervarious labour legislations.

2) As per provisions of the Act, conciliation case must bedisposed of within thirty days from the date of takingcognizance.

3) Cases are normally heard in no. of dates.


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ACTION TAKEN BY GOVERNMENT

The purpose of National Commission on Labour and industrialrelation policy were to minimize outbreak of industrial

disputes, minor or major through conciliation machineries.

The working strength of conciliation officers in different states arebeing reduced year after year and the fresh cases are pilingup.


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SOME OF THE IMPORTANT CASES DEALT BY

CORPORATE HRD

1.CASE OF SHRI DEVBRAT CHAKRABORTY, SECTOR MANAGER,KAKADEV,KANPUR

2.CASE OF SHRI A.K. TRIPATHI, DRIVER, SAHARA AIR LINES

3.CASE OF SUBRATO SINHA, AIR SAHARA, VARANASI

4.CASE OF SUBRATO SINHA ON MISCELLANEOUS ADJUDICATION

5.CASE OF SUSHEEL KUMAR OF SAHARA AIRLINES LIMITED

6.CASE OF UPENDRA MISHRA, RASHTRIYA SAHARA

7.DHEERAJ SINGH KHATANA SAHARA AIR LINES

8.CHARLES FRANCIS OF SAHARA AIRLINES, DELHI

9.ADJUDICATION CASE OF RAJENDER SINGH

10.ADJUDICATION CASE OF MS. RENU DUBEY BEFORE LABOUR COURT, VARANASI


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FINDINGS In the organization most of the KARTAVYAYOGIS think that the no. of

industrial disputes are increasing because of increasing no of industries. Most of the KARTAVYAYOGIS have the view that conciliation machineries

consist of various modes of settlement of industrial disputes. There is need for change in the methods of solving industrial disputes. All the KARTAVYAYOGIS think that conciliation machinery helps in making

good industrial relation. Industrial disputes must be solved for making peaceful and healthy

working atmosphere. Most of the KARTAVYAYOGIS are aware about the methods of solving

industrial disputes.. All the KARTAVYAYOGIS agree with the procedures adopted by Sahara

India in solving industrial disputes or grievances. KARTAVYAYOGIS think that there is need for change in the methods of

solving disputes in Sahara India; it may be marginally, partly or fully. Most of the KARTAVYAYOGIS are satisfied with the facilities/

environment/working conditions provided by the management. Most of the KARTAVYAYOGIS feel that the decision of the management in

context to domestic inquiry is fully justified and on time, only very few feelit partly and marginally.


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SUGGESTIONS

1.Industrial disputes should be settled for makingpeaceful and healthy working atmosphere.

2.All the employees should be aware by the methods ofsolving industrial disputes in Sahara India Pariwar.

3.Methods of solving industrial disputes should bechanged according to need.

4.Industrial disputes should be solved by the method ofbi-partite talk.

5.Necessary knowledge should be given to each

employee regarding the industrialdisputes in Sahara India Pariwar

6.Knowledge of various Acts should be given from time totime.


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