c. Industrial Relation

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Industrial relations are a set of functional,

interdependence involving historical, economic,social, psychological, demographic, technologicaloccupational, political and legal variables

IR is a whole field of relationship that existsbecause of the necessary collaboration of men andwomen in the employment process of an industry---- Dale Yoder

IR deals with either the relationship between thestate and employers and workers organizations orthe relation between the occupationalorganizations themselves---- ILO


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IR is outcomes of employment relationship in anindustrial enterprise IR develops the skill and methods of adjusting

and cooperating with each other

IR system creates complex rules and regulationsto maintain harmonious relation The govt. involves shaping the industrial

relations through laws, rules, agreement, awards

etc. The important factor of IR is employee, employer

and Govt.


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Recognition of dignity of the individual andof his right to personal freedom andequality of opportunity

Mutual respect, confidence, understanding,good will and in the exercises of the rightand duties in the operation of the industry

There has been understanding between thevarious organizations of employers andemployees


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Objectives of IR:1. To maintain cordial industrial relations between

employer and employees2. To promote and develop harmonious labour

management relations3. To enhance the economic status of the workers by

improving wages, benefits, and helping the workerin evolving sound budget

4. To regulate / increase productivity by minimisingindustrial conflict

5. To socialize the industries by making the govt. asan employer

6. To provide an opportunity to the workers to have asay in management and decision making

7. To extend and maintain industrial democracy8. To avoid industrial conflict and their consequences


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To secure the unreserved cooperation and goodwillamong different group

To drive employees energies and interest towardseconomically viable, commercial feasible, financiallyprofitable, and socially desirable channels

Development of sense of mutual confidence,dependence, and respect

To maintain congenial relations between employeeand management It increases the productivity, quality and profitability

of the organization It develops competent team of workforce It substantially contributing moral, motivation and

job satisfaction of employees It increase energetic ness, flexibility of the

organization and positively respond to any businesschange


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According to Industrial disputes Act 1947, sec.2 k ,industrial disputes means any dispute or difference

between employers and employers or betweenemployers and workmen or between workmen andworkmen, which is connected with the employment ornon-employment or terms of employment or with theconditioned of labor of any person

The dispute must be connected with employment, non-

employment or terms of employment or with thecondition of labor of any person It is not a personal dispute of one person It affects a large number of workers having community

interest Industrial disputes takes place in several forms

strikes, gherao, picketing (it is an act of postingpicketing and implies machinery or patrolling theworkmen in front of promises of the employees), lockout , boycott (it aims at disrupting the normalfunctioning of the enterprise), sit down strike, go slowstrike, stay in strike, tool down strike


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1. Wages and allowances2. Bonus

3. Personnel and retrenchment

4. Leave and hour of work5. Indiscipline and violence

6. Other reasons- inter union rivalry, politicalpressures on workers, misbehavior, automation


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Sound personal policies Constructive attitude

Collective bargaining

Participative management

Responsible trade union Employee welfare

Grievance procedure


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A] Prevention of Industrial disputes(non-statutory methods)

B] Settlement of industrial disputes (statutorymethods)


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Following measures can be taken to avoid industrial

disputes:1. Establishment of works committees2. Establishment of wage boards : .28 wage boards3. Standing order- industrial employment act 1946,

---condition of employment1. Process of collective bargaining2. Grievance procedure3. Code of industrial discipline4. Joint management council5. Suggestion system6. Labor welfare officer sec. 49(1) and (2) of factory Act 1948;

- 500 or more employees.LWO1. Tripartite and bipartite bodies


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01 conciliation: It is the process by which representative of workers and

management are brought together before third party with a viewto persuade them to arrive at an agreement through mutualdiscussion between them

The industrial disputes act 1947 provides for appointment offollowing conciliations machinery- conciliation officer govt. appoint, have to submit report within 14

days Board of conciliation - govt. appoint, have to submit report within 2

months02 Arbitration It is the process in which a neutral third party listens to the

disputing parties, gathers information and then takes decisionwhich is binding on both the parties

It is a quasi-judicial process Arbitrator listens both the parties and then gives his Judgement

It is of two types 1. Voluntary arbitrator [ both the partiesthemselves accept ] ; 02 compulsory arbitrator [ govt. can impose]03 Adjudication : - A] court enquiry B] Labor court 2 industrial tribunal 3 national tribunal


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Any dissatisfaction or feeling of injustice inconnection with ones employment situationthat is drought to the notice of themanagement

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Breach

Any discontent or dissatisfaction, whetherexposed or not, whether valid or not, arisingout of anything connected with company whichan employee thinks, believes or even feels tobe unfair, unjust or inequitable -----------

Jucius


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1. Demand for individual wage adjustment

2. Complaints about the incentive system

3. Complaints against a particular foreman

4. Improper job assignment

5. Transfer for another dept or another shift6. Promotion

7. fines


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Conformity with prevailing legislation Clarity

Simplicity

Promptness

Training to supervisor and trade union reprehensive Follow-up- periodical review


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Voluntary arbitration . Stage VI submit to Voluntaryarbitration within 7 days

Committee of union andmanagement representative

Stage - V Appeal to mgt. forrevision

Manager Stage IV- communicating thedecision within the 3 days

Grievance committee .. Stage III- communicatedecision within 7 days

HOD Stage II decision within 3days

Supervisor Stage I answer to be givenwithin 48 hours

Foreman . Conveys verbally

Grievant employee

Grievance procedure


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Collective bargaining is a process ofnegotiations between employers and a groupof employees aimed at reaching agreementsthat regulate working conditions.

The interests of the employees are commonlypresented by representatives of a trade unionto which the employees belong.

The collective agreements reached by thesenegotiations usually set out wage scales,working hours, training, health and safety,overtime, grievance mechanisms and rights to

participate in workplace or company affairs.


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The union may negotiate with a singleemployer (who is typically representing acompany's shareholders) or may negotiatewith a group of businesses, depending on the

country, to reach an industry wide agreement.

A collective agreement functions as a labor

contract between an employer and one ormore unions.


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Collective bargaining consists of the processof negotiation between representatives of aunion and employers (generally representedby management, in some countries by an

employers' organization) in respect of theterms and conditions of employment ofemployees, such as wages, hours of work,working conditions and grievance-procedures, and about the rights andresponsibilities of trade unions.


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c. Industrial Relation

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