trade union act hrm (1)
TRANSCRIPT
Trade Union Act – 1926
Ganesh Nayak – 123
Aman Pakhode 124
Dinesh Jivatramani 161
Sanket gada -110
Ruchit Shah - 162
Rajwinder Singh - 149
TRADE UNIONS – AN INTRODUCTION
Combination, whether temporary or permanent
Regulating the relations between workmen and
employers
Imposing restrictive conditions
OBJECTIVE OF TRADE UNIONS
Representation
Education and
training
Negotiation
Legal assistance
Financial discounts
Welfare benefits
Militant Functions
Higher wages & Better Working Conditions
Raise the status of workers
To protect Labors
WHY DO EMPLOYEES JOIN TRADE UNION
Labor Union
IMPORTANCE OF TRADE UNION Trade unions help in accelerated pace of
economic development in many ways as follows:
by helping in the recruitment and selection of workers.
by inculcating discipline among the workforce by enabling settlement of industrial disputes
in a rational manner by helping social adjustments. Workers have
to adjust themselves to the new working conditions, the new rules and policies. Workers coming from different backgrounds may become disorganized, unsatisfied and frustrated. Unions help them in such adjustment
Social responsibilities of trade unions include:
promoting and maintaining national integration by reducing the number of industrial disputes
incorporating a sense of corporate social responsibility in workers
achieving industrial peace
REGISTRATION
Any seven or more members of a
Trade Union
No provision
of recognitio
n
INTER UNION CODE OF CONDUCT
National Commission
on Labor, 1969
Regular and democratic elections
Function Democratically
Only one Union
Choice
Ignorance of workers
CODE OF DISCIPLINE
Functioning for at least one year after registration - At least 15 per cent of the workers
Recognized as a representative union - at least 25 per cent of the workers - Recognized - be no change in the position for a period of two years
RIGHTS OF RECOGNIZED UNIONS
Raise issues -Enter into collective agreements
Collect membership fees/subscriptions -Put up a notice board on the premises
DISSOLUTION Signed by seven members and by the
Secretary of the Trade Union.
Registrar shall divide the funds amongst the members.
INDUSTRIAL RELATION POLICY Prior to 1991, the industrial relations system in
India sought to control conflicts and disputes through excessive labor legislations.
With the coming of globalization, the 40 year old policy of protectionism proved inadequate for Indian industry to remain competitive as the lack of flexibility posed a serious threat to manufacturers because they had to compete in the international market.
With the advent of liberalization in1992, the industrial relations policy began to change.
Now, the policy was tilted towards employers. Employers opted for workforce reduction, introduced policies of voluntary retirement schemes and flexibility in workplace also increased
CHANGES IN POLICY Some industries are cutting employment
to a significant extent to cope with the domestic and foreign competition e.g. pharmaceuticals. On the other hand, in other industries where the demand for employment is increasing are experiencing employment growths.
In the expansionary economy there is a clear shortage of managers and skilled labor.
The number of local and enterprise level unions has increased and there is a significant reduction in the influence of the unions.
HR policies and forms of work are emerging that include, especially in multi-national companies, multi-skills, variable compensation, job rotation etc. These new policies are difficult to implement in place of old practices as the institutional set up still needs to be changed.
HRM is seen as a key component of business strategy.
Training and skill development is also receiving attention in a number of industries, especially banking and information technology
CAUSES OF INDUSTRIAL DISPUTES The causes of industrial disputes can be
broadly classified into two categories: economic causes The economic causes will include issues
relating to compensation like wages, bonus, allowances, and conditions for work, working hours, leave and holidays without pay, unjust layoffs and retrenchments.
non-economic causes The non economic factors will include
victimization of workers, ill treatment by staff members, sympathetic strikes, political factors, indiscipline etc.
UNION PROBLEMS Union leadership Multiple union Union rivalry Finance Other problem• Uneven growth• Low membership• Absence of paid office bearers
MARUTI UDYOG STRIKE The factory was opened in 2006 Manesar plant is situated about 20km
from main Gurgaon plant Employs about 3500-4000 workers and
churns out 1200 cars a day Dominating company because of
industrial dependency of hundreds of smaller industrial units
Political machinery since it paid around Rs 13 billion tax to state
REASON FOR THE STRIKE Of 3500-4000 workers 70-80 % are temporary Paid salary 1/3 of the permanent workers Basic salary is very less and most of the part
is incentive If a worker is late he looses his incentives
which is the major part of the salary Few breaks The workers at Manesar didn’t feel
represented by the Maruti Suzuki Kamgar Union
A new union was being formed against the campany’s management
SETTLEMENT The management agreed to set up two
committees- a Grievance redress committee and a Labour welfare committee.
Representatives from both the workers and the management
Labour committee-good relations between employees and the management
1200 contract workers taken back Workers agreed to forego pay for the
duration of the strike Transportation service in line with the
shifts
GREAT BOMBAY TEXTILE STRIKE On 18 January 1982 Dutta Samant was
chosen by a large group of Bombay mill workers.
Rejecting the Rashtriya Mill Mazdoor Sangh(RMMS)
Conflict between Bombay Mill owners Association and the unions
250,000 workers went on strike and more than 50 textile mills were shut in Bombay.
Shut down for over a year.
PURPOSE Bonus and wage increases. Scraping of the Bombay Industrial Act of
1947 De-recognize the RMMS as the only
official union of the city industry
SO WHAT HAPPENED? Government rejections Many attempts for negotiation failed. Over 80 mills in Central Mumbai closed. Leaving more than 150,000 workers
unemployed. Entire Industry was shifted out of
Mumbai.
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