1. 1. Prepared and presented by N. Ganesha Pandian Assistant professor Madurai school of management Madurai
2. 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
3. 3. 1.Co-operation 2.Conflict Co- operation Conflict
4. 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. 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. 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. 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. 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. 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. 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. 11. Uninterrupted production Reduction in Industrial Disputes High morale Mental Revolution Reduced Wastage Foster Industrial Peace Promote Industrial Democracy
12. 12. EMPLOYEES STATE EMPLOYER
13. 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. 14. Creating and sustaining employee motivation Ensuring commitment from employees Negotiating terms and conditions of employment with TU leaders Sharing decision making with employees
15. 15. Labor policies Labor laws Industrial tribunals Wage boards Industrial relations policy
16. 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. 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. 18. Developing trust between Labor & Management Maintenance of Industrial Peace Continuous feedback & monitoring Professional approach Existence of sound, democratic TU
19. 19. January 07, 2015 Source: NDTV website
20. 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. 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. 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. 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. 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. 25. Security of employment Fair wages To get a common platform Principle of unity
26. 26. Functions relating to members Functions relating to organizations Functions relating to union Functions relating to society
27. 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. 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. 29. History of Trade union movement classified under six periods Pre 1918 1918 1924 1925 1934 1935 1938 1938 1946 1947- since
30. 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. 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. 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. 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. 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. 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. 36. 1947 (INTUC formed after independence) Industrial dispute act enacted 1948 (socialist party formed HMS) 1949 (UTUC formed)
37. 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. 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. 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. 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. 41. Written verbal warning Written warning Suspension Demotion Dismissal Approaches: 1. Hot stove rule 2. Progressive discipline 3. Counseling approaches
42. 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. 43. Employers association Employees association Bargaining agent
44. 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. 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. 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. 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. 48. Part B 1. Industrial relations and importance 2. History and growth of trade union in India?