Professional Documents
Culture Documents
DISPUTE
Layman Language- Disagreement Conflict of interest between the various groups can
intensify and prolong work stoppages. Industrial disputes LEAD TO Fall in industrial growth.
PREVENTIVE FRAMEWORK
Preventive tools include-
INSTITUTIONS/CONSULTATIVE BODIES
International Labor Organization: Founded in- 1919;
Formed as an organization to prevent exploitation of labor and realization of economic interdependence; Constitution of ILO framed by Labor Commission; Presently constitutes of 177 members
to sustained progress (C) Poverty constitutes danger to prosperity everywhere (D) War against want requires to be carried on with unrelenting vigor within each nation, and by continuous and concerted international effort.
principles and right at work Create greater opportunities for women and men to secure decent employment and income Enhance the coverage and effectiveness of social protection for all Strengthen tripartism and social dialogue
LEGISLATIVE
EXECUTIVE
SECRETARIAT S
issues.
nominated by central government consultation with all India organization of workers and employee.
Set up in 1942 The objectives set at the time of inception To promote uniformity in labour legislation
industrial disputes To discuss all matters of all-Isndia importance as between employers and employees
REASONS
GOI treat even the unanimous recommendations of
ILC as not binding on the govnt, even though it is representated in ILC This undermined the confidence of the parties in the commitement Difficulties to find a consensus on the representatives members from the three parties Objective of bringing uniformity in labour legislation cannot be achieved due to labour being in the concurrent list of both centre and state
INDUSTRIAL COMMITEES
The industrial committees for specific industries was
RECOMMENDATION PROPOSED FOR IMPROVEMENT OF LABOUR MANAGEMENT RELATION IN IRON & STEEL INDUSTRIES
The employees should granted recognition; Closer association should developed between
management and employees; Grievances should be redressed by mutual discussion; Collective bargaining should preferred; Two-way communication should be developed.
BIPARTITE BODIES
Forms of bipartite bodies are:-
WORK COMMITTEE
The work committee consists of equal representatives of
employers and workmen. The main purpose is to secure the good relationship between employers and workmen. Major items that work committee deals with are:o Working conditions; o Amenities (drinking water, health service, rest rooms, etc.); o Adjustment of holidays among the workers & employers; o Implementation and review of decision done by work committee and some others benefits.
GRIEVANCE PROCEDURE IN INDIAN INDUSTRY :The 15th Session of the Indian Labor Conferences held in 1957 emphasized the need of an established grievance procedure for the country, which would be acceptable to unions as well as the management Steps;
1
In the First step, the grievance is to be submitted to the departmental representative, who is a representative of management . He has to give his answer within 48 hours.
2
If the department representative fails to provide a solution, the aggrieved employee can take his grievance to head of department, who has to give his decision within 3 days.
If aggrieved employee is not satisfied with the decision of the departmental head, he can take grievance to the Grievance Committee. The Grievance Committee makes its recommendations to the manager within 7 days in the form of a report. The final decision of the management on the report of Grievance Committee must be communicated to the aggrieved employee within three days of the receipt of report.
COLLECTIVE BARGANING
Process of negotiation between firms and workers
CONDITION
is a collective process in which representatives of both
the
Organization discipline is concerned with standards of attitudes , behavior and performance. The direction and management of organization discipline is devised and defined by senior managers , operated by those with departmental , divisional and functional responsibilities , and accepted by all those who work in and for the organization.
Managing Discipline started with two key FactorsDiscipline-Strategies and activities for the maintenance of standard remedial action. Grievances-Strategies that enable employees to raise questions, issues and problems with the organization.
Disciplinary Procedure
Indiscipline: An absence of discipline has been