1. Prepared and presented by N. Ganesha Pandian Assistant
professor Madurai school of management Madurai
2. Content of unit 1 : Industrial relations 1. Concepts 2.
Importance 3. Industrial relations problem in the public sector 4.
Growth of trade unions 5. Code of conduct
4. The term Industrial Relations comprises of two terms:
Industry and Relations Industry refers to any productive activity
in which an individual (or a group of individuals) is (are)
engaged. By relations we mean the relationships that exist within
the industry between the employer and his workmen.
5. The term industrial relations explains the relationship
between employees and management which stem directly or indirectly
from union- employer relationship. Industrial relations are the
relationships between employees and employers within the
organizational settings. The term industrial relations has a broad
as well as a narrow outlook. Originally, industrial relations was
broadly defined to include the relationships and interactions
between employers and employees
6. The Industrial Relation relations also called as labor -
management, employee employers relations. Encyclopedia Britannica
the concept of industrial relations has been extended ton denote
the relations has been extended to denote the relation of the state
with employers, workers and their organizations ILO states that
they deal with either the relationship between state and employers
& worker's organization or between the occupational
organization themselves.
7. Wages and job security Dearness allowances Bonus and
promotion & opportunities Fringe benefits Working conditions
Health and personal issues Safety and welfare Non employment
Working hours
8. Employer-Employee Relations Employees Employee Associations
Government Courts & Tribunals Employer Associations Employers
Industrial Relations Employees Employers Government Courts &
Tribunals Employer Associations Trade Union
9. To improve the economic conditions of workers State control
on industries for regulating production and promoting harmonious
industrial relations Vesting of proprietary interest of workers in
industries where they were employed
10. To Avoid disputes between management and labor, and create
a harmonizing relationship between the groups so productivity can
be increased To Provide better wages and living conditions to
labor, so misunderstandings between management and labor are
reduced to a minimum To bring about government control over plants
where losses are running high, or where products are produced in
the public interest.
11. Uninterrupted production Reduction in Industrial Disputes
High morale Mental Revolution Reduced Wastage Foster Industrial
Peace Promote Industrial Democracy
12. EMPLOYEES STATE EMPLOYER
13. Role of Employee: To redress the bargaining advantage on
one-on-on basis To secure better terms and conditions for their
members To obtain improved status for the worker in his/her work To
increase implementation of democratic way of decision making at
various levels
14. Creating and sustaining employee motivation Ensuring
commitment from employees Negotiating terms and conditions of
employment with TU leaders Sharing decision making with
employees
16. The main reasons are as follows: An attitude of contempt
towards the workers on the part of the management. Inadequate
fixation of wages or improper wage structure. Indiscipline
Unhealthy working conditions at the workplace. Lack of human
relations skills on the part of supervisors and managers. Desire of
workers for higher bonus, wages or daily allowances. Desire of
employers to pay as little as possible to its workers.
17. Inadequate welfare facilities. Dispute on sharing the gains
of productivity. Retrenchment, dismissal and lockouts by the
management. Strikes by the workers. Inter-union rivals. General
economic and political environment such as rising prices, strikes
by others and general indiscipline having their effect on the
employees attitudes. Mental inertia on the part of the
management.
18. Developing trust between Labor & Management Maintenance
of Industrial Peace Continuous feedback & monitoring
Professional approach Existence of sound, democratic TU
19. January 07, 2015 Source: NDTV website
20. New Delhi: The meeting between the representatives of five
trade unions and Coal Secretary Anil Swarup to resolve the coal
strike remained inconclusive on Tuesday. At the end of the
over-four-hour meeting, the union leaders said the strike will
continue today - which would be the second day of the five-day
strike. January 07, 2015 Source: NDTV website
21. Definitions: According to Dale Yoder define Trade union as
A trade union is a continuous association of wage-earners for the
purpose of maintaining or improving the conditions of their working
lives
22. A trade union is any combination, whether temporary or
permanent, formed primarily for the purpose of regulating relations
between workers and employers or between workmen and workmen or
between employer and employer or for imposing restrictive
conditions on the conduct of any trade or business , and includes
any federation of two or more trade unions
23. As defined in Trade union act 1926 had a wide coverage not
merely confined to only those person who are employed to do any
manual, skilled, unskilled, supervisory, technical, operational or
clerical work. They are employed in trade.
24. Trade union act 1926, primary objective of trade union 1.
To regulate the relations :a,between employers ; b,among workers ;
c, between employers and workmen. 2. To impose restrictive
conditions on the conduct of any trade or business.
25. Security of employment Fair wages To get a common platform
Principle of unity
26. Functions relating to members Functions relating to
organizations Functions relating to union Functions relating to
society
27. Uneven growth (industry wise and area wise) Small size of
unions Financial weakness Multiplicity of unions and inter union
rivalry Leadership issues Politization of unions Problem of
recognition of trade unions An outdated TU law
28. BMS Bharathiya mazdoor sangh INTUC Indian national trade
union congress AITUC All India Trade union congress HMS Hind
mazdoor sangh CITU Centre of Indian trade union UTUCLS united trade
union centre Lenin Sarani UTUC - united trade union centre AICCTU
All India central council of trade union TUCC Trade union
co-ordination committee SEWA self employed womens associations LPF
Labor progressive federation NIFTU National front of Indian trade
unions CDHN community development and Health centre
29. History of Trade union movement classified under six
periods Pre 1918 1918 1924 1925 1934 1935 1938 1938 1946 1947-
since
30. 1860 Bengal led by Dinbandhu mitra (indigo commission) 1875
Bombay Sardoji shapuri (Poor working condition) 1881 Factories act
enacted (No provisions for child labor and women) 1884 Factories
commission & N.M Lokhande (Conference of factory workers) 1890
(Bombay mill hands association) post 1890 (several labor
associations formed and strikes erupted)
31. Witnessed formation of large number of TU s Important Trade
unions are: 1. Madras labor union 2. Ahmadabad textile labor
association 3. Indian seamens association 4. Calcutta Clerks Union
5. All India Postal and RMS association
32. 1. Economic condition of workers (great demand for Indian
products, so prices raised not wages) 2. Political condition
prevailed in country (Independence struggle started) 3. Workers
revolution in Russia (First workers state in world) 4. Worldwide
unrest in post war period 5. 1919 ILO formed NM Joshi appointed as
representative without consultation of unions 6. AITUC formed
33. 1924 AITUC split into leftist and rightist wings 1929 , a
wing of AITUC AITUF Remarkable decrease in industrial conflict
Trade dispute act enacted (Prohibiting strikes and lockouts) (Trade
union act and Trade dispute act)
34. 1935 (revival of trade unions) (AIRTUC merged with AITUC)
1938 (AITUF merged with AITUC&NTUC) reasons behind revival,
Congress party 1. Bombay Industrial dispute act enacted 2.
Compulsory recognition of unions by employer 3. Giving the rights
to workers to get their case represented 4. Setting up of an
industrial court 5. Prohibition of strikes and lockouts
35. period of II world war, AITUC split up due to nationalist
movement, period of unemployment Government used, Defense of India
rules 1942 remained in force, coercive method in industrial dispute
settlement 1946 (Bombay industrial relations act enacted)
36. 1947 (INTUC formed after independence) Industrial dispute
act enacted 1948 (socialist party formed HMS) 1949 (UTUC
formed)
37. It specifies various obligations for the management and the
workers with the objective of promoting cooperation between their
representatives. To maintain harmonious relations and promote
industrial peace, a Code of Discipline has been laid down which
applies to both public and private sector enterprises
38. Maintain peace and order in industry. Promote constructive
criticism at all levels of management and employment. Avoid work
stoppage in industry. Secure the settlement of disputes and
grievances by a mutually agreed procedure. Avoiding litigation.
Facilitate a free growth of trade unions. Eliminate all forms of
coercion, intimidation and violations of rules and regulations
governing industrial relations.
39. There should be no strike or lockout without prior notice.
No unilateral action should be taken in connection with any
industrial matter. Employees should not follow go slow tactic. No
deliberate damage should be caused to a plant or property Acts of
violations, intimidation and coercion should not be resorted The
existing machinery for the settlement of disputes should be
utilized. Actions that disturb cordial relationships should be
avoided.
40. A dispute between workers and employers which is connected
with one or more of the following terms and conditions of
employment, engagement or non engagement or termination or
suspension of employment of workers, allocation of work,
discipline, membership or non- membership of union, union
facilities and management union procedures.
41. Written verbal warning Written warning Suspension Demotion
Dismissal Approaches: 1. Hot stove rule 2. Progressive discipline
3. Counseling approaches
42. According to ILO, Collective bargaining defined as
negotiations about working conditions and terms of employment
between an employer and a group of employer or more employers
organization on one hand, one or more representatives of workers
organization on another hand to reach agreement.
43. Employers association Employees association Bargaining
agent
44. Those which set out standards of employment which are
directly applicable to relations between an individual employer
worker ex(wages) Those which regulate the relations between parties
to agreement themselves and have no bearing on individual relations
between employer and worker ex(grievance procedure)
45. To establish and build union recognition as an authority in
the work place To raise workers standard of living Industrial peace
and harmony; democratic way Settling of disputes Defending and
promoting workers interest
46. Freedom of Association Strong and stable trade unions
Recognition of trade unions Willingness to Give an take Absence of
unfair labor practices or vitimizations
47. Part - A 1. State the importance of industrial relations?
2. Define trade union? 3. Explain the few issue relating to the
industrial relations in public sector organizations? 4. Define
Industrial relations? 5. Define Public sector? 6. What is code of
conduct? 7. State the benefits of trade union? 8. List the
objectives and functions of Industrial relations? 9. Mention a few
recognised trade unions in India?
48. Part B 1. Industrial relations and importance 2. History
and growth of trade union in India?