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UNIVERSITY OF LUCKNOW
LUCKNOW
A PROJECT REPORT ON
INDUSTRIAL RELATIONS, CSR IN NCL, SINGRAULI (M.P)
Presented in fulfillment for the award of the Masters Degree in Social Work-IVSemester
in
NORTHERN COALFIELDS LIMITED
SINGRAULI (M.P)
By
Ajay singh (MSW/2014)
University Of Lucknow
Lucknow
Under the Esteemed guidance of
Mr. A. J. Reddy
GM- ADMIN/IR H.R Department
Northern Coalfields Limited, Singrauli, M.P
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NORTHERN COALFIELDS LIMITED
SINGRAULI (M.P)
A Project
on
INDUSTRIAL RELATIONS
EMPLOYEE ENGAGEMENT
CSR
Submitted to: Submitted by:
Mr. A.J.Reddy Ajay singh (MSW/2014)
GM .Admin/IRH.R department University Of Lucknow
Northern Coalfields Limited Lucknow.
Singrauli (M.P)
.
Dated: 14thAugust, 2014
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UNIVERSITY OF LUCKNOW
LUCKNOW
A Project
on
INDUSTRIAL RELATIONSEMPLOYEE ENGAGEMENT
CSR
Submitted to: Submitted by:
MSW Department Ajay singh (MSW/4thsem/2014)
University Of Lucknow University Of Lucknow.Lucknow. Lucknow
Dated: 14/08/2014
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ACKNOWLEDGEMENT
I am greatly thankful to Northern CoalFields Limited for permitting me to carry out
my summer training and project titled INDUSTRIAL RELATIONS ,EMPLOYEE
ENGAGEMENT AND CSR under the guidance of Mr. A. J. REDDY, GM,
(Admin/IR) H.R Department NCL.
I would like to take this opportunity to express my sincere gratitude to our
respected mentor MR. RAJESH CHAUDHARY for her valuable guidance.
I extend my sincere thanks to MRS. PADMA RAMAN for her support and
help in the completion of the project.
I would like to thank almost everybody at the NCL office for his/her
friendliness and helpful nature.
Finally, I would thank all those who helped me directly or indirectly in
completing this project.
Ajay Singh
Master of Social Work
University of Lucknow
Lucknow.
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PREFACE
With immense pleasure and deep sense of sincerity, I have completed my
Industrial training. It is an essential requirement for each and every student to have
some practical exposure towards real world situations. A systematized practical
experience is provided to inculcate self confidence in a student so that they can
mentally prepare themselves for this competitive environment.
The purpose of the training is to:
1. Develop intellectual ability of student
2. Bring confidence
3.
Develop skills
4. Modify attitudes
5. Familiar with work Environment
6. Learn new trends in human resource development and Management.
7. Make better understanding in CSR and Employee engagement related issues.
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TABLE OF CONTENTS
Contents
1. Project Background
2. Definition Of Industrial Relations
3. Evolution Of Industrial Relations
4.
Characteristics Of Industrial Relations5. Objectives Of Industrial Relations
6.Theories And Laws
7. NCL Profile
8. Industrial Relations in NCL
9. Corporate Social Responsibility (CSR)
10.Employee Engagement
11.
Conclusion
12.Suggestions
13.Limitations
14.Bibliography
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PROJECT
B CKGROUND
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The project aims to build awareness of the nature and importance of good industrial relations,
Corporate Social Responsibility (CSR), Employee Engagement assist Northern Coalfield
Limited in improving its Industrial Relation (IR) policies; build sustainable capacity to provide
IR training and technical assistance at the national and unit levels; and improve knowledge and
practice of sound IR approaches in targeted sectors. Learn about personnel and Labour
management.
And know about present work in the field of HR Functions and practices, industrial relations,
welfare and CSR etc.
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DEFINITION
OF
INDUSTRI L
REL TIONS
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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.
The term Industrial Relations explains the relationship between employees and management which
stem directly or indirectly from union-employer relationship.
According to Alistair McMillan, Interaction between employers, employees, and the government;
and the institutions and associations through which such interactions are mediated. Government
has a direct involvement in industrial relations, through its role as an employer; one that is
particularly prominent in states where there are high levels of nationalization. Indirectly,
government has a major role through the regulation of the economy and the relationship between
employers andtrade unions.
Prof. Dale Yoder defines IR as the whole field of relationship that exists because of the necessary
collaboration of men and women in the employment process of industry. It is the relations of all
associated in productive work including industry, agriculture, mining, commerce finance, transport
and other activities.
Dunlop defines it as the complex inter-relations among workers, managers and government.
According to Lester, IR is attempts at arriving at solutions between the conflicting objectives and
values; between profit motive and social gain; between discipline and freedom; between authority
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and general well being of society, industrial democracy, between bargaining and cooperation and
between the conflicting interests of the individual, the group and the community.
The scope ofIndustrial Relations is quite vast. The main issues involved here include the following:
1. Collective bargaining
2.
Machinery for settlement of industrial disputes
3.
Standing orders
4. Workers participation in management
5. Unfair labour practices
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EVOLUTION
OF
INDUSTRI L
REL TIONS
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Deterioration in working conditions, because of greater development of industrial units: unduly
low wages and consequent dissatisfaction of the working class; growing indiscipline among the
workers; strained relations between workmen and management in India gave birth to TRADE
UNIONISM during early 1850s.The trade unionism in India developed quite slowly as compared
to the western nations. Indian trade union movement can be divided into three phases.
DEVELOPMENT OF TRADE UNION
THE FIRST PHASE (1850 TO 1900)
In this phase, the inception of trade unions took place. The working and living conditions of the
workmen were poor and their working hours were long. Capitalists were only interested in their
productivity and profitability. In addition, the wages were also low and general economic
conditions were poor in industries. In order to regulate the working hours and other service
conditions, the Indian Factories Act was enacted in 1881. As a result, employment of child labour
was prohibited.
The growth of trade union movement was slow in this phase and later on the Indian Factory Act
of 1881 was amended in 1891. Many strikes took place in the two decades following 1880 in all
industrial cities. These strikes taught workers to understand the power of united action even
though there was no union in real terms. Small associations like Bombay Mill-Hands Association
came up by this time.
THE SECOND PHASE (1900 TO 1946)
This phase was characterized by the development of organized trade unions and political
movements of the working class. Between 1918 and 1923, many unions came into existence in the
country. At Ahmedabad, under the guidance of Mahatma Gandhi, occupational unions like
spinners unions and weavers unions were formed. These unions federated into industrial union
known as Textile Labour Association in 1920. In 1920, the First National Trade union organization
(The All India Trade Union Congress (AITUC)) was established. Many of the leaders of this
organization were leaders of the national Movement. In 1926, Trade union law came up with the
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efforts of Mr. N. N. Joshi that became operative from 1927. During 1928, All India Trade Union
Federation (AITUF) was formed.
THE THIRD PHASE BEGAN WITH THE EMERGENCE OF INDEPENDENT
INDIA IN 1947.
The partition of the country affected the trade union movement particularly Bengal and Punjab. By
1949, four central trade union organizations were functioning in the country:
i. The All India Trade Union Congress
ii. The Indian National Trade Union Congress
iii.
The Hind Mazdoor Sanghiv. The United Trade Union Congress
The working class movement was also politicized along the lines of political parties. The Indian
National Trade Union Congress is the trade union arm of the Congress Party. The AITUC is the
trade union arm of the Communist Party of India. Besides workers, white collar employees,
supervisors and managers are also organized by the trade unions.
Originally, Industrial relations was broadly defined to include the totality of relationships and
interactions between employers and employees. From this perspective, Industrial Relations
covers all aspects of the employment relationship, including human resource (or personnel)
management, employee relations, and union-management (or labour) relations. Since the mid-
twentieth century, however, the term has increasingly taken on a narrower, more restricted
interpretation that largely equates it with unionized employment relationships. In this view,
Industrial Relations pertains to the study and practice ofcollective bargaining,trade unionism,
and labour-management relations.
COLLECTIVE BARGAINING:
Direct negotiations about working conditions and terms of employment between an employer or a
group of employers, or one or more employers organizations on the one hand and one or more
representative workers organizations on the other with a view to reaching agreement.
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A process by which the terms and conditions of service are determined by agreement between
management and the unions is called Collective Bargaining. The objective of collective bargaining
is to resolve the differences between the parties in respect of employment, non employment, terms
of employment and conditions of service of the members of the union(s).
IN PRE-INDEPENDENCE INDIA
The beginning of industrial relations dynamics can be traced back to the inception of the Indian
Labour Conference as far as 1942 by B.R. Ambedkar, when the policy of bringing together three
parties namely, govt., management and workmen on a common platform as consultative tripartite
forum for all matter of labour policy and industrial relations was accepted.
IN POST-INDEPENDENCE INDIA
The Industrial Disputes Act (1947) provided for the establishment of permanent machinery for the
settlement of disputes in the shape of certain authorities like the Works Committee, Conciliation
Officers, Industrial Tribunals, and Labour Courts.
This Act seeks:
The prevention and settlement of industrial disputes in all industries through conciliation,
arbitration and adjudication.
To prohibit strikes lock-outs during the pendency of conciliation and adjudication proceeding.
Besides the enactment, 2 major efforts were made to amend the Trade Unions Act 1926 once in
1947 and again in 1950. A law was enacted which defined unfair employer practices and unfair
union practices. But these amendments to Trade Unions Act never came into force.
In 1950, two bills were brought by the government- a Labour Relations Bill and a Trade Unions
Bill. They retained the provisions of the 1947 amendment. They also introduced the principle that
Collective bargaining would be compulsory for both employers and unions under stipulatedconditions. Labour courts were empowered to certify unions as sole bargaining agents.
The decade between 1948 and 1958 is treated as the "golden age" of industrial relations. Unions
experienced strong growth in membership and influence, and employer-employee relations became
the primary topic of debate in the field.
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Academics and practitioners at the turn of the century had great interest in promoting better
relations between workers and management to reduce tensions and increase productivity in
factories at a time of turbulence caused by labor unrest. Pursuing research into this area, which
became known as industrial relations, academics developed theories designed to moderate these
tensions by improving management practices and proposing labor legislation.
The field's growth developed into two branches as some academics pursued an approach called
"science building," while others more interested in practical problem solving headed in a different
direction. There is interplay between these two positions on questions of personnel policy.
Industrial Relations originally included the entire spectrum of labor and management issues and
addressed such topics from a neutral, third party perspective. Labor and management were
regarded as equal parties with a need to find common ground. Beginning as a subcategory within
industrial relations, the development of personnel management theories signaled a schism in the
field by focusing on management issues. The terms industrial relations and personnel management
were not interchangeable, but represented distinctly different perspectives that were reflected in
how personnel managers and academics pursued their subjects. The more updated approach of
Industrial Relations is human resources, which was a development of personnel management.
Following the developments through the middle of the 20th century, many other academic fields
such as sociology and psychology influenced Industrial Relations. Industrial Relations began to
incorporate industrial psychology as it applied to labor problems from the perspective of human
relations. At the same time, the Great Depression helped spawn New Deal labor legislation such as
the National Labor Relations Act and Fair Labor Standards Act, which were critical developments
that continue to have an impact on labor relations.
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CH R CTERISTICS
OF
INDUSTRI L
REL TIONS
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The implementation of HRM policies results in IR.
There are four important parties namely employees, employer, trade unions and government.
Employees contact even the top management as a group.
Industrial Relations are characterized by both conflict and co-operations. This is the basis of adverse
relationship. So the focus of Industrial Relations is on the study of the attitudes, relationships,
practices and procedure developed by the contending parties to resolve or at least minimize conflicts
and to attain organizational goals.
As the labor and management do not operate in isolations but are parts of large system, so Industrial
Relations also includes vital environment issues like technology of the workplace, countrys socio -
economic and political environment, nations labor policy, attitude of trade unions workers and
employers.
Industrial Relations are governed by the system of rules and regulations concerning work, workplace
and working community.
Trade Union is another important institution in the Industrial relations. Trade unions influence and
shape the Industrial Relations through collective bargaining.
The main purpose is to maintain harmonious relations between employees and employer by solving
their problems through grievance procedure and collective bargaining.
Industrial Relations are the relations mainly between employees and employers. Industrial Relations
emphasize on accommodating interests, values and needs of the other parties. Parties develop skills
of adjusting to and cooperating with each other.
Industrial Relations deals with the laws, rules regulations agreements, awards of courts, customs and
traditions, as well as policy framework laid down by the governments for eliciting co-operations
between labor and management. Besides this, it makes an in-depth analysis of the interference
patterns of the executive and judiciary in the regulations of labormanagements relations.
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In fact, Industrial Relation encompasses all such factors that influence behaviour of people
at work. A few such important factors are listed below:
1. Institution:It includes government, employers, trade unions, unions federations or associations,
government bodies, labour courts, tribunals and other organizations which have direct or indirect
impact on the industrial relations systems.
2. Characters:It aims to study the role of workers unions and employers federations officials, shop
stewards, industrial relations officers/ manager, mediator/conciliators / arbitrator, judges of labour
court, tribunal etc.
3. Methods: Focus on collective bargaining, workers participation in the Industrial Relation
schemes, discipline procedure, grievance redressal machinery, dispute settlements machinery
working of closed shops, union reorganization, organizations of protests through methods like
revisions of existing rules, regulations, policies, procedures, hearing of labour courts, tribunals etc.
4. Contents:Includes matter pertaining to employment conditions like pay, hours of works, leave
with wages, health, and safety disciplinary actions, lay-off, dismissals, retirements etc., laws relating
to such activities, regulations governing labour welfare, social security, industrial relations, issues
concerning with workers participation in management, collective bargaining, etc.
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OBJECTIVES
OF
INDUSTRI L
REL TIONS
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1. To safeguard the interest of workmen and management by securing the highest level of mutual
understanding and good-will among all those sections in the industry which participate in the
process of production.
2. To avoid industrial conflict or strife and develop harmonious relations, which are an essential
factor in the productivity of workers and the industrial progress of a country.
3. To raise productivity to a higher level in an era of full employment by lessening the tendency of
high turnover and frequent absenteeism.
4. To establish and nurse the growth of an Industrial Democracy based on workmen partnership
in the sharing of profits and of managerial decisions, so that ban individuals personality may
grow its full stature for the benefit of the industry and of the country as well.
5. To eliminate, as far as is possible and practicable, strikes, lockouts and gheraos by providing
reasonable wages, improved living and working conditions, said fringe benefits.6. To establish government control of such plants and units as are running at a loss or in which
productions has to be regulated in the public interest.
7. Improvements in the economic conditions of workers in the existing state of industrial
managements and political government.
8. Control exercised by the state over industrial undertaking with a view to regulating production
and promoting harmonious industrial relations. Socializations or rationalization of industries by
making the state itself a major employer.
9.
Vesting of a proprietary interest of the workers in the industries in which they are employed.
Besides maintenance of employer-employee relationship, maintenance of relations between
labour unions and management, IR also involve various groups of employees and also between the
industry and society (government, local bodies, other institutions and the public).
Successful I.R. may mean promotion and development of
i. Healthy labor-management relations,
ii. Industrial peace (by avoiding conflicts)
iii. Industrial democracy.
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THEORIES
ND
L WS
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One of the significant theories of industrial labour relations was put forth by John Dunlop in
the 1950s. According to Dunlop industrial relations system consists of three agents
management organizations, workers and formal/informal ways they are organized and
government agencies. These actors and their organizations are located within an environment
defined in terms of technology, workmen and product markets, and the distribution of power
in wider society as it impacts upon individuals and workplace. Within this environment, actors
interact with each other, negotiate and use economic/political power in process of determining
rules that constitute the output of the industrial relations system. He proposed that three
partiesemployers, labour unions, and government-- are the key factors in a modern industrial
relations system.
He also argued that none of these institutions could act in an autonomous or independent
fashion. Instead they were shaped, at least to some extent, by their market, technological and
political contexts. Thus, it can be said that industrial relations is a social sub system subject to
three environmental constraints- the markets, distribution of power in society and technology.
Dunlop's model identifies three key factors to be considered in conducting an analysis of the
management-workmen relationship:
1. Environmental or external economic, technological, political, legal and social forces
that impact employment relationships.
2. Characteristics and interaction of the key actors in the employment relationship:
workmen, management, and government.
3. Rules that are derived from these interactions that govern the employment relationship.
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Dunlop emphasizes the core idea of systems by saying that the arrangements in the field of
industrial relations may be regarded as a system in the sense that each of them more or less
intimately affects each of the others so that they constitute a group of arrangements for dealing
with certain matters and are collectively responsible for certain results.
In effect - Industrial relations is the system which produces the rules of the workplace. Such
rules are the product of interaction between three key actors workers/unions, employers
and associated organizations and government.
The Dunlops model gives great significance to external or environmental forces. In other
words, management, workmen, and the government possess a shared ideology that defines
their roles within the relationship and provides stability to the system.
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LAWS
List of various Central Labour Acts
Laws related to Industrial Relations
1 The Trade Unions Act, 1926
The Trade Unions (Amendments) Act, 2001
2 The Industrial Employment (Standing Orders) Act, 1946
The Industrial Employment (Standing Orders) Rules, 1946
3 The Industrial Disputes Act, 1947
Laws related to Wages
1 The Payment of Wages Act, 1936
The Payment of Wages Rules, 1937
The Payment of Wages (AMENDMENT) Act, 2005
2 The Minimum Wages Act, 1948
The Minimum Wages (Central) Rules, 1950
3 The Working Journalist (Fixation of Rates of Wages) Act, 1958
Working Journalist (Conditions of service) and Miscellaneous Provisions Rules, 1957
4 The Payment of Bonus Act, 1965
The Payment of Bonus Rules, 1975
http://indiacode.nic.in/fullact1.asp?tfnm=192616http://indiacode.nic.in/fullact1.asp?tfnm=200131http://labour.nic.in/act/acts/IndustrialEmploymentAct.dochttp://labour.nic.in/act/acts/IndustrialEmploymentAct.dochttp://labour.nic.in/act/acts/IndustrialEmployment(StandingOrders)Rules.dochttp://indiacode.nic.in/fullact1.asp?tfnm=194714http://indiacode.nic.in/fullact1.asp?tfnm=193604http://indiacode.nic.in/fullact1.asp?tfnm=193604http://labour.nic.in/act/acts/pw.dochttp://labour.nic.in/act/acts/pw.dochttp://indiacode.nic.in/fullact1.asp?tfnm=200541http://indiacode.nic.in/fullact1.asp?tfnm=200541http://indiacode.nic.in/fullact1.asp?tfnm=194811http://indiacode.nic.in/fullact1.asp?tfnm=194811http://labour.nic.in/act/acts/mw.dochttp://labour.nic.in/act/acts/mw.dochttp://indiacode.nic.in/fullact1.asp?tfnm=195829http://indiacode.nic.in/fullact1.asp?tfnm=195829http://labour.nic.in/act/acts/wjr.dochttp://labour.nic.in/act/acts/wjr.dochttp://labour.nic.in/act/acts/pba.dochttp://labour.nic.in/act/acts/pba.dochttp://labour.nic.in/act/acts/pbr.dochttp://labour.nic.in/act/acts/pbr.dochttp://labour.nic.in/act/acts/pbr.dochttp://labour.nic.in/act/acts/pba.dochttp://labour.nic.in/act/acts/wjr.dochttp://indiacode.nic.in/fullact1.asp?tfnm=195829http://labour.nic.in/act/acts/mw.dochttp://indiacode.nic.in/fullact1.asp?tfnm=194811http://indiacode.nic.in/fullact1.asp?tfnm=200541http://labour.nic.in/act/acts/pw.dochttp://indiacode.nic.in/fullact1.asp?tfnm=193604http://indiacode.nic.in/fullact1.asp?tfnm=194714http://labour.nic.in/act/acts/IndustrialEmployment(StandingOrders)Rules.dochttp://labour.nic.in/act/acts/IndustrialEmploymentAct.dochttp://indiacode.nic.in/fullact1.asp?tfnm=200131http://indiacode.nic.in/fullact1.asp?tfnm=1926168/10/2019 NCL Project Report Ajay Singh.docx
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Laws related to Working Hours, Conditions of Services and Employment
1 The Factories Act, 1948
2 The Dock Workers (Regulation of Employment) Act, 1948
3 The Plantation Labour Act, 1951
4 The Mines Act, 1952
5 The Working Journalists and other Newspaper Employees (Conditions of Service and
Misc. Provisions) Act, 1955
The Working Journalists and other Newspaper Employees (Conditions of Service
and Misc. Provisions) Rules, 1957
6 The Merchant Shipping Act, 1958
7 The Motor Transport Workers Act, 1961
8 The Beedi & Cigar Workers (Conditions of Employment) Act, 1966
9 The Contract Labour (Regulation & Abolition) Act, 1970
The Contract Labour Regulation Rules
10 The Sales Promotion Employees (Conditions of Service) Act, 1976
The Sales Promotion Employees (Conditions of Service) Rules, 1976
11 The Inter-State Migrant Workmen (Regulation of Employment and Conditions of
Service) Act, 1979
12 The Shops and Establishments Act
13 The Cinema Workers and Cinema Theatre Workers (Regulation of Employment) Act,
1981
The Cinema Workers and Cinema Theatre Workers (Regulation of Employment)
Rules, 1984
The Cine Workers Welfare Fund Act, 1981.
14The Dock Workers (Safety, Health & Welfare) Act, 1986
15 The Building & Other Construction Workers (Regulation of Employment &
Conditions of Service) Act, 1996
16 The Dock Workers (Regulation of Employment) (inapplicability to Major Ports) Act,
1997
http://indiacode.nic.in/fullact1.asp?tfnm=194863http://indiacode.nic.in/fullact1.asp?tfnm=194863http://indiacode.nic.in/fullact1.asp?tfnm=194809http://indiacode.nic.in/fullact1.asp?tfnm=194809http://indiacode.nic.in/fullact1.asp?tfnm=195169http://indiacode.nic.in/fullact1.asp?tfnm=195169http://indiacode.nic.in/fullact1.asp?tfnm=195235http://indiacode.nic.in/fullact1.asp?tfnm=195235http://labour.nic.in/act/acts/wja.dochttp://labour.nic.in/act/acts/wja.dochttp://labour.nic.in/act/acts/wja.dochttp://labour.nic.in/act/acts/wjr.dochttp://labour.nic.in/act/acts/wjr.dochttp://labour.nic.in/act/acts/wjr.dochttp://labour.nic.in/act/acts/wjr.dochttp://indiacode.nic.in/fullact1.asp?tfnm=195844http://indiacode.nic.in/fullact1.asp?tfnm=195844http://labour.nic.in/act/acts/TheMotorTransportWorkersAct,1961.dochttp://labour.nic.in/act/acts/TheMotorTransportWorkersAct,1961.dochttp://indiacode.nic.in/fullact1.asp?tfnm=196632http://indiacode.nic.in/fullact1.asp?tfnm=196632http://labour.nic.in/act/acts/contactlabour.dochttp://labour.nic.in/acts/RulesCLRAAct.dochttp://labour.nic.in/acts/RulesCLRAAct.dochttp://labour.nic.in/act/acts/SalesPromotionAct.dochttp://labour.nic.in/act/acts/SalesPromotionAct.dochttp://labour.nic.in/act/acts/TheSalesPromotionEmployees(ConditionsOfService)Rules,1976.dochttp://labour.nic.in/act/acts/TheSalesPromotionEmployees(ConditionsOfService)Rules,1976.dochttp://indiacode.nic.in/fullact1.asp?tfnm=198150http://indiacode.nic.in/fullact1.asp?tfnm=198150http://indiacode.nic.in/fullact1.asp?tfnm=198150http://labour.nic.in/act/acts/CineWorkersAndCinemaTheatreWorkers(Rules)1984.dochttp://labour.nic.in/act/acts/CineWorkersAndCinemaTheatreWorkers(Rules)1984.dochttp://labour.nic.in/act/acts/CineWorkersAndCinemaTheatreWorkers(Rules)1984.dochttp://indiacode.nic.in/fullact1.asp?tfnm=198133http://indiacode.nic.in/fullact1.asp?tfnm=198133http://indiacode.nic.in/fullact1.asp?tfnm=199627http://indiacode.nic.in/fullact1.asp?tfnm=199627http://indiacode.nic.in/fullact1.asp?tfnm=199627http://indiacode.nic.in/fullact1.asp?tfnm=199731http://indiacode.nic.in/fullact1.asp?tfnm=199731http://indiacode.nic.in/fullact1.asp?tfnm=199731http://indiacode.nic.in/fullact1.asp?tfnm=199731http://indiacode.nic.in/fullact1.asp?tfnm=199731http://indiacode.nic.in/fullact1.asp?tfnm=199627http://indiacode.nic.in/fullact1.asp?tfnm=199627http://indiacode.nic.in/fullact1.asp?tfnm=198133http://labour.nic.in/act/acts/CineWorkersAndCinemaTheatreWorkers(Rules)1984.dochttp://labour.nic.in/act/acts/CineWorkersAndCinemaTheatreWorkers(Rules)1984.dochttp://indiacode.nic.in/fullact1.asp?tfnm=198150http://indiacode.nic.in/fullact1.asp?tfnm=198150http://labour.nic.in/act/acts/TheSalesPromotionEmployees(ConditionsOfService)Rules,1976.dochttp://labour.nic.in/act/acts/SalesPromotionAct.dochttp://labour.nic.in/acts/RulesCLRAAct.dochttp://labour.nic.in/act/acts/contactlabour.dochttp://indiacode.nic.in/fullact1.asp?tfnm=196632http://labour.nic.in/act/acts/TheMotorTransportWorkersAct,1961.dochttp://indiacode.nic.in/fullact1.asp?tfnm=195844http://labour.nic.in/act/acts/wjr.dochttp://labour.nic.in/act/acts/wjr.dochttp://labour.nic.in/act/acts/wja.dochttp://labour.nic.in/act/acts/wja.dochttp://indiacode.nic.in/fullact1.asp?tfnm=195235http://indiacode.nic.in/fullact1.asp?tfnm=195169http://indiacode.nic.in/fullact1.asp?tfnm=194809http://indiacode.nic.in/fullact1.asp?tfnm=1948638/10/2019 NCL Project Report Ajay Singh.docx
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Laws related to Equality and Empowerment of Women
1 The Maternity Benefit Act, 1961
2 The Equal Remuneration Act, 1976
Laws related to Deprived and Disadvantaged Sections of the Society
1 The Bonded Labour System (Abolition) Act, 1976
2 The Child Labour (Prohibition & Regulation) Act, 1986
3 The Children (Pledging of Labour) Act, 1933
Laws related to Social Security
1 The Workmens Compensation Act, 1923
The Workmen's Compensation (Amendments) Act, 2000
2 The Employees State Insurance Act, 1948
3 The Employees Provident Fund &Miscellaneous Provisions Act, 1952
The Employees Provident Fund & Miscellaneous Provisions (Amendment) Act, 199
4 The Payment of Gratuity Act, 1972
The Payment of Gratuity Rules
http://indiacode.nic.in/fullact1.asp?tfnm=196153http://indiacode.nic.in/fullact1.asp?tfnm=196153http://indiacode.nic.in/fullact1.asp?tfnm=197625http://indiacode.nic.in/fullact1.asp?tfnm=197625http://indiacode.nic.in/fullact1.asp?tfnm=197619http://indiacode.nic.in/fullact1.asp?tfnm=197619http://indiacode.nic.in/fullact1.asp?tfnm=198661http://indiacode.nic.in/fullact1.asp?tfnm=198661http://www.indiacode.nic.in/fullact1.asp?tfnm=193302http://indiacode.nic.in/fullact1.asp?tfnm=192308http://indiacode.nic.in/fullact1.asp?tfnm=192308http://indiacode.nic.in/fullact1.asp?tfnm=200046http://indiacode.nic.in/fullact1.asp?tfnm=200046http://indiacode.nic.in/fullact1.asp?tfnm=194834http://indiacode.nic.in/fullact1.asp?tfnm=194834http://indiacode.nic.in/fullact1.asp?tfnm=195219http://indiacode.nic.in/fullact1.asp?tfnm=195219http://indiacode.nic.in/fullact1.asp?tfnm=199625http://indiacode.nic.in/fullact1.asp?tfnm=199625http://indiacode.nic.in/fullact1.asp?tfnm=197239http://labour.nic.in/act/acts/RulesofPaymentOfGratuity.dochttp://labour.nic.in/act/acts/RulesofPaymentOfGratuity.dochttp://labour.nic.in/act/acts/RulesofPaymentOfGratuity.dochttp://indiacode.nic.in/fullact1.asp?tfnm=197239http://indiacode.nic.in/fullact1.asp?tfnm=199625http://indiacode.nic.in/fullact1.asp?tfnm=195219http://indiacode.nic.in/fullact1.asp?tfnm=194834http://indiacode.nic.in/fullact1.asp?tfnm=200046http://indiacode.nic.in/fullact1.asp?tfnm=192308http://www.indiacode.nic.in/fullact1.asp?tfnm=193302http://indiacode.nic.in/fullact1.asp?tfnm=198661http://indiacode.nic.in/fullact1.asp?tfnm=197619http://indiacode.nic.in/fullact1.asp?tfnm=197625http://indiacode.nic.in/fullact1.asp?tfnm=1961538/10/2019 NCL Project Report Ajay Singh.docx
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Laws related to Labour Welfare
1 The Mica Mines Labour Welfare Fund Act, 1946
2 The Limestone & Dolomite Mines Labour Welfare Fund Act, 1972
3 The Beedi Workers Welfare Fund Act, 1976
4 The Beedi Workers Welfare Cess Act, 1976
The Beedi Worker's Welfare Cess Act Rules, 1977
5 The Iron Ore Mines, Manganese Ore Mines & Chrome Ore Mines Labour Welfare Fun
Act, 1976
6 The Iron Ore Mines, Manganese Ore Mines & Chrome Ore Mines Labour Welfare Cess
Act, 1976
7 The Cine Workers Welfare Fund Act, 1981
8 The Cine Workers Welfare Cess Act, 1981
9 The Employment of Manual Scavengers and Construction of Dry latrines Prohibition
Act, 1993
Laws related to Employment & Training
1 The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959
The Employment Exchanges (Compulsory Notification of Vacancies) Rules, 1959
2 The Apprentices Act, 1961
http://indiacode.nic.in/fullact1.asp?tfnm=194622http://indiacode.nic.in/fullact1.asp?tfnm=194622http://indiacode.nic.in/fullact1.asp?tfnm=197662http://indiacode.nic.in/fullact1.asp?tfnm=197656http://labour.nic.in/act/acts/beediWorkerCessRules77.pdfhttp://indiacode.nic.in/fullact1.asp?tfnm=197661http://indiacode.nic.in/fullact1.asp?tfnm=197661http://indiacode.nic.in/fullact1.asp?tfnm=197661http://indiacode.nic.in/fullact1.asp?tfnm=197661http://indiacode.nic.in/fullact1.asp?tfnm=198133http://indiacode.nic.in/fullact1.asp?tfnm=198130http://indiacode.nic.in/fullact1.asp?tfnm=199346http://indiacode.nic.in/fullact1.asp?tfnm=199346http://dget.nic.in/acts/welcome.htmlhttp://dget.nic.in/acts/welcome.htmlhttp://dget.nic.in/acts/welcome.htmlhttp://dget.nic.in/acts/welcome.htmlhttp://dget.nic.in/acts/welcome.htmlhttp://dget.nic.in/acts/welcome.htmlhttp://indiacode.nic.in/fullact1.asp?tfnm=199346http://indiacode.nic.in/fullact1.asp?tfnm=199346http://indiacode.nic.in/fullact1.asp?tfnm=198130http://indiacode.nic.in/fullact1.asp?tfnm=198133http://indiacode.nic.in/fullact1.asp?tfnm=197661http://indiacode.nic.in/fullact1.asp?tfnm=197661http://indiacode.nic.in/fullact1.asp?tfnm=197661http://indiacode.nic.in/fullact1.asp?tfnm=197661http://labour.nic.in/act/acts/beediWorkerCessRules77.pdfhttp://indiacode.nic.in/fullact1.asp?tfnm=197656http://indiacode.nic.in/fullact1.asp?tfnm=197662http://indiacode.nic.in/fullact1.asp?tfnm=194622http://indiacode.nic.in/fullact1.asp?tfnm=1946228/10/2019 NCL Project Report Ajay Singh.docx
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Others
1 The Fatal Accidents Act, 1855
2 The War Injuries Ordinance Act, 1943
3 The Weekly Holiday Act, 1942
4 The National and Festival Holidays Act
5 The War Injuries (Compensation Insurance) Act, 1943
6 The Personal Injuries (Emergency) Provisions Act, 1962
7 The Personal Injuries (Compensation Insurance) Act, 1963
8 The Coal Mines (Conservation and Development) Act, 1974
9 The Labour Laws (Exemption from Furnishing Returns and Maintaining
Register by Certain Establishments) Act, 1988
10 The Public Liability Insurance Act, 1991
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The following are some of the Acts which have tremendous importance in the
organizations:
1. TRADE UNIONS ACT, 1926
According to this act, 'TRADE UNION' means "any combination, whether temporary or
permanent, formed primarily for the purpose of regulating the relations between workmen and
employers or between workmen and workmen or between employers and employers, or for
imposing restrictive conditions on the conduct of any trade or business, and includes any
federation of two or more trade unions".
The basic provisions of the Act are:-
The Act provides for the registration of the trade unions with the 'Registrars of Trade
Unions' set up in different States, like theOffice of the Registrar (Trade Union)set up by the
Government of National Capital Territory of Delhi. For registration of a trade union, seven or
more members of the union can submit their application in the prescribed form to the Registrar
of trade unions. The application shall be accompanied by a copy of the 'rules of the trade union'
and a statement giving the following particulars:- (i) Names, occupations and addresses of the
members making the application; (ii)The name of the trade union and the address of its head
office; (iii) The titles, names, ages, addresses and occupations of the office bearers of the trade
union as per the format given inthe Trade Unions Act 1926.The Registrar, on being satisfied
that the Union has complied with all the requirements of this Act, shall register the trade union.
Thereafter, it shall issue a certificate of registration in the prescribed form as a conclusive evidence
of registration of that trade Union.
The registered trade unions (workers & employers) are required to submit annual statutory
returns to the Registrar regarding their membership, general funds, sources of income and items
of expenditure and details of their assets and liabilities, which in turn submits a consolidated
return of their state in the prescribed proforma toLabour Bureau,Ministry of Labour and
Employment.The Labour Bureau on receiving the annual returns from different States/Union
Territories, consolidates the all India statistics and disseminates them through its
publication entitled the 'Trade Unions in India'and its other regular publications.
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The general funds of a registered trade union shall not be spent on any other objects than
those specified in the Act. Also, a registered trade union may constitute a separate fund, from
contributions separately levied for or made to that fund, for the promotion of the civic and
political interest of its members. No member shall be compelled to contribute to such fund and a
member who does not contribute to the said fund shall not be excluded from any benefits of the
trade union, or placed in any respect either directly or indirectly under any disability or at any
disadvantage as compared with other members of the union by reason of his contribution to the
said fund.
No office-bearer or member of a registered trade union shall be liable to punishment
under the Indian Penal Code in respect of any agreement made between the members for the
purpose of furthering any such object of the trade union as specified in the Act, unless the
agreement is an agreement to commit an offence.
No suit or other legal proceeding shall be maintainable in any civil court against any
registered trade union or any office-bearer or member thereof in respect of any act done in
contemplation or furtherance of a trade dispute to which a member of the trade union is a party
on the ground only that such an act induces some other person to break a contract of
employment, or that it is in interference with the trade, business or employment of some other
person or with the right of some other person to dispose of his capital of his labour as he wills.
The account books of a registered trade union and the list of members thereof shall be
open to inspection by an office-bearer or member of the trade union at such times as may be
provided for in the rules of trade union.
A person shall be disqualified for being chosen as, and for being a member of, the
executive or any other office-bearer or registered trade union if- (i) he has not attained the age of
eighteen years; (ii) he has been convicted by a court in India of any offence involving moral
turpitude and sentenced to imprisonment, unless a period of five years has elapsed since his
release.
Every office-bearer or other person bound by the rules of the trade union shall bepunishable with the payment of fine, if:-
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Default is made on the part of any registered trade union in giving any notice or sending any
statement or other document as required by or under any provision of this Act; or
Any person wilfully makes, or causes to be made, any false entry in, or any omission from, the
general statement or in or from any copy of rules or of alterations of rules sent to the
Registrar; or
Any person who, with intent to deceive, gives to any member of a registered trade union
or to any person intending or applying to become a member of such trade union any document
purporting to be a copy of the rules of the trade union or of any alterations to the same which he/
she knows, or has reason to believe, is not a correct copy of such rules or alterations as are for the
time being in force, or any person who, with the like intent, gives a copy of any rules of an
unregistered trade union to any person on the pretence that such rules are the rules of a registered
trade union.
Any registered trade union may, with the consent of not less than two-thirds of the total
number of its members and subject to the provisions of the Act, change its name. The change in
the name of a registered trade union shall not affect any of its rights or obligation or render
defective any legal proceeding by or against the union, and any legal proceeding which might have
been continued or commenced by or against it by its former name may be continued by its new
name.
Any two or more registered trade unions may become amalgamated together as one trade
union with or without the dissolution or division of the funds of such trade unions or any of
them, provided that the votes of at least one-half of the members of each or every such trade
union entitled to vote are recorded, and that at least sixty percent of the votes recorded are in
favour of the proposal. Such an amalgamation shall not prejudice any right of any such unions or
any right of a creditor or any of them.
When a registered trade union is dissolved, notice for the dissolution signed by seven
members and by the Secretary of the trade union shall, within fourteen days of the dissolution, be
sent to the Registrar and shall be registered by him if he is satisfied that the dissolution has been
effected in accordance with the rules of the trade union, and the dissolution shall have effect from
the date of such registration.
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However,the Trade Unions Act 1926has been amended from time to time and the
most important beingthe Trade Unions (Amendment) Act,2001.This Act has been enacted in
order to bring more transparency and to provide greater support to trade unionism in India. Some
of the salient features of the Trade Unions (Amendment) Act, 2001 are:-
No trade union of workmen shall be registered unless at least 10% or 100, whichever is
less, subject to a minimum of 7 workmen engaged or employed in the establishment or
industry with which it is connected are the members of such trade union on the date of
making of application for registration.
A registered trade union of workmen shall at all times continue to have not less than 10%
or 100 of the workmen, whichever is less, subject to a minimum of 7 persons engaged or
employed in the establishment or industry with which it is connected, as its members.
A provision for filing an appeal before theIndustrial Tribunal / Labour Courtin case
of non-registration or for restoration of registration has been provided.
All office bearers of a registered trade union, except not more than one-third of the total
number of office bearers or five, whichever is less, shall be persons actually engaged or
employed in the establishment or industry with which the trade union is connected.
Minimum rate of subscription by members of the trade union is fixed at one rupee per
annum for rural workers, three rupees per annum for workers in other unorganized sectors
and 12 rupees per annum in all other cases.
The employees who have been retired or have been retrenched shall not be construed as
outsiders for the purpose of holding an office in the trade union concerned.
For the promotion of civic and political interest of its members, unions are authorized to
set up separate political funds.
Hence, trade union legislation ensures their orderly growth, reduce their multiplicity and
promote internal democracy in the industrial organisation and the economy. The trade unionshave thus acquired an important place in the economic, political and social set up of the country.
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2. THE INDUSTRIAL DISPUTES ACT
The Industrial Disputes Act in laymans term is related to disputesbetween the people or
the parties related to industries. This act provides a conciliation machinery to bring about peaceful
settlement of industrial disputes.
The industrial act, 1947 was passed with a view to cover the shortcomings in Trade
Disputes Act of 1929. Apart from covering the shortcomings 2 new institutions for the
prevention and settlement of disputes viz. Works Committee and Industrial Tribunals. It also
seeks to reorient the administration of the conciliation machinery. Conciliation under the Act has
also been made compulsory in all disputed in public utility services and optional in all other
industrial establishments.
The main objects of the Act are:
a) To secure industrial peace
i.
By preventing and settling industrial disputes between employers and workers
ii. By securing and preserving amity and good relations between the employers and workmen
through an internal Works Committee and
iii. By promoting good relations through an external machinery of conciliation, courts of
inquiry, labour courts, industrial tribunals and national tribunals.
b) To ameliorate the condition of workmen in the industry-
c)
By redressal of grievances of workmen in industry through a statutory machinery and
d) By providing job security.
The industrial disputes may be:
Individual disputes
Collective disputes
Sec 2a provides that where any employer discharges, dismisses, retrenches or otherwise
terminates the services of any individual workman any dispute between that workman and his
employer connected with, or arising out of, such discharge even if no other workman or any
union of workmen is a party to the dispute.
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A collective dispute may relate to any of the following matters:
Wages, bonus, profit sharing, gratuity, compensatory and other allowances.
Hours of work leave with ages, holidays.
Rules of discipline, retrenchment of workmen, closure of establishment, rationalization.
3. WORKMENS COMPENSATION ACT 1923
Workmen's Compensation Act 1923 is central legislation which provides for payment of
compensation for injuries suffered by a workman in the course of and arising out of his employment
according to the nature of injuries suffered and disability incurred, where death results from the
injury, the amount of compensation is payable to the dependants of the workmen.
APPOINTMENT OF COMMISSIONER
The Deputy Labor Commissioner will be appointed as Commissioner under Workmen's
Compensation Act. Where an employer is in default in paying the compensation due under this Act,
within one month from the date it fell due, the Commissioner shall-
a. Direct that the employer in addition to the amount of arrears, pay simple interest there on
at the rate of 12% per annum or on such higher rates.
b. Commissioner has the power under the Act to impose penalty and the interest on the
cleared amount as per the provision of the act.
4. THE PAYMENT OF WAGES ACT, 1936
The Payment of Wages Act, 1936 is a central legislation which applies to the persons
employed in the factories and to persons employed in industrial or other establishments. This Act
does not apply on workers whose wages payable in respect of a wage period average Rs. 1600/- a
month or more. Since the minimum wages in Delhi are much higher, this Act has become almost
redundant in its present form. The Ministry of Labor has already initiated the process for suitable
amendment of this Act.
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SALIENT FEATURES
a. This Act has been enacted with the intention of ensuring timely payment of wages to the
workers and for payment of wages without unauthorized deductions.
b.
The salary in factories/establishments employing less than 1000 workers is required to be paid
by 7th of every month and in other cases by 10th day of every month.
c. A worker, who either has not been paid wages in time or an unauthorized deductions have
been made from his/her wages, can file a Claim either directly or through a Trade Union or
through an Inspector under this Act, before with the Authority appointed under the Payment
of Wages Act. The power for hearing and deciding Claims under this Act has been vested at
present with the Presiding Officer of a Labour Court.
5.
THE FACTORIES ACT, 1948
The Factories Act is a social legislation which has been enacted for occupational safety,
health and welfare of workers at work places. This legislation is being enforced by technical officers
i.e., Inspectors of Factories, Dy. Chief Inspector of Factories and overall control of the Labour
Commissioner, Government of National Capital Territory of Delhi.
APPLICABILITY
It applies to factories covered under the Factories Act, 1948. The industries in which ten (10)
or more than ten workers are employed on any day of the preceding twelve months and are
engaged in manufacturing process being carried out with the aid of power of twenty or more than
twenty workers are employed in manufacturing process being carried out without the aid of power
are covered under the provisions of this Act.
SALIENT FEATURES
a.
Approval of Factory Building Plans before construction or extension under the Delhi
Factories Rules, 1950.
b. Grant of Licenses under the Delhi Factories Rules, 1950, and to take action against
factories running without License.
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c. Renewal of Licenses granted under the Delhi Factories Rules, 1950, by the Dy. Chief
Inspectors of Factories.
d. Inspections of factories by District Inspectors of Factories, for investigation of complaints,
serious/ fatal accidents as well as suo moto inspections to check compliance of provisions
of this Act relating to Health, Safety, Welfare Facilities, Working Hours, Employment of
Young Persons, Annual Leave with Wages etc.
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ABOUT
NORTHERN COALFIELDS LIMITED
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About NCL
Northern Coalfields Limited was formed in November 1985 as a subsidiary company of Coal
India Limited. Its headquarter is located at Singrauli, Distt. Singrauli (M.P.). Singrauli isconnected by road with Varanasi (220 Km ), The nearest railway station is Singrauli located
on the Katni-Chopan branch line running parallel to the northern boundary of the Coalfield.
The nearest railway station for reaching directly to Delhi is Renukoot that is located on the
Garhwa-Chopan rail-line. Nearest (private) airstrip is at Muirpur (60 Km.).
The area of Singrauli Coalfields is about 2202 Sq.Km. The coalfield can be divided into two
basins, viz. Moher sub-basin (312 Sq.Km.) and Singrauli Main basin (1890 Sq.Km.). Major
part of the Moher sub-basin lies in the Sidhi district of Madhya Pradesh and a small part liesin the Sonebhadra district of Uttar Pradesh. Singrauli main basin lies in the western part of the
coalfield and is largely unexplored. The present coal mining activities and future blocks are
concentrated in Moher sub-basin.
The exploration carried out by GSI/NCDC/CMPDI has proved abundant resource of power
grade coal in the area. This in conjunction with easy water resource from Govind Ballabh
Pant Sagar makes this region an ideal location for high capacity pithead power plants. The
coal supplies from NCL has made it possible to produce about 10515 MW of electricity frompithead power plants of National Thermal Power Corporation (NTPC), Uttar Pradesh Rajya
Vidyut Utpadan Nigam Ltd (UPRVUNL) and Renupower division of M/s. Hindalco
Industries. The region is now called the "power capital of India". The ultimate capacity of
power generation of these power plants is 13295 MW and NCL is fully prepared to meet the
increased demand of coal for the purpose. In addition, NCL is also supplying coal to power
plants of Rajasthan Rajya Vidyut Utpadan Nigam Ltd, Delhi Vidyut Board (DVB) and
Hariyana State Electricity Board.
NCL produces coal through mechanised opencast mines but its commitments towards
environmental protection is total. It is one of very few companies engaged in mining
activities, which has got unified Integrated Management System (IMS) complying to
Standard ISO 9001:2008, ISO 14001:2004, OHSAS 18001:2007 and SA 8000:2008 for
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simultaneous management of economic, environmental, occupational health and safety, and
social concerns.
NCL, through its community development programmes, has significantly contributed towards
improvement and development of the area. It is helping local tribal, non-tribal and project-affected persons in overall improvement of quality of their life through self-employments
schemes, imparting education and providing health care.
VISION
To emerge from the position of domestic leader to leading global player in the energy sector by
adopting best practices from mine to market with due care to environmental and social
sustenance
MISSION
To produce planned quantity of coal efficiently and economically in an eco-friendly manner with
due regard to Safety, Conservation & Quality
Organisational Objectives
To ensure planned production of coal efficiently, matching with increasing demand of
coal, which is the prime source of energy for the nation.
To generate safety awareness amongst employees as also to create safe working culture.
To ensure clean, green and pollution free environment at working places and also at
surrounding areas.
To ensure optimum capacity utilisation of men, machinery and available resources.
To ensure cost control by developing cost consciousness.
To ensure strict quality control for better consumer satisfaction.
To ensure perfect manpower planning and also harness the best out of available human
resource.
To ensure improved quality of life of work force through welfare measures
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To be concerned for the community especially for the tribal and backward sections of the
society residing in and around mining projects.
To ensure rehabilitation of project affected people (PAP) as per the guidelines provided
by Coal India Limited and approved by the Ministry of Coal and also taking PAPs into
confidence to elicit their co-operation in achieving Corporate Objectives.
To develop good work culture through disciplined, contended and motivated workforce
for achieving Organizational Objectives
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Environment
Northern Coalfields Limited (NCL) has voluntarily chosen to implement a company
wide comprehensive and unified integrated management system (IMS) complying to
Standard ISO 9001:2008, ISO 14001:2004, OHSAS 18001:2007 and SA 8000:2008 for
simultaneous management of economic, environmental, occupational health and safety,
and social concerns. The company has framed its own Corporate Management Policy
and committed to achieve the organizational objectives and targets. Environmental
Policy under earlier Environmental Management System (EMS) and Quality Policy
under earlier Quality Management System (QMS) has now been superceded by
Corporate Management Policy under IMS.
INTEGRATED MANAGEMENT SYSTEM (IMS) CERTIFICATION
Initially ISO 14001:1996certificate was awarded to NCL for its eight working projects
namely Kakri, Bina, Dudhichua, Jayant, Khadia, Nigahi, Amlohri & Jhingurda; by M/S
DNV (Det Norske Veritas) in the year 2001 for adoption of EMS (Environmental
Management System), which was subsequently updated to ISO 14001:2004 in June 2006
by DNV and was valid till 18th January 2010.
After implementation of IMS (Integrated Management System) from 1st July 2009 theauditing and certification is being done by M/s QMS Certification Services Pvt. Ltd
whose lead auditor after conducting audit has recommended for continuation of
certification for whole NCL.
ISO 9001:2000: ISO 9001:2000 certificate was awarded to whole NCL on 11th May
2009 which was subsequently updated to ISO 9001:2008 on 15th June 2010 by
Certification International (UK) Limited, UK which is valid till 10th May 2012. However
with implementation of IMS the auditing and certification is being done by M/s QMS
Certification Services Pvt. Ltd whose lead auditor after conducting audit has
recommended for continuation of Certification.
OHSAS 18001:2007 :- Stage-2 audit has been completed by lead auditor of M/s QMS,
Certification Services Pvt. Ltd in which one major non-compliance was reported.
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Corrective Action report has been submitted to them. Recommendation for certification is
awaited.
SA 800:2008 :- Stage-1 audit for SA 8000:2008 had been completed in January 2010, in
which 20 non-compliances were reported by lead auditor of M/s QMS Certification
Services Pvt. Ltd. Corrective action plan has already been submitted. Stage-2 audit is to
be held from 14.03.2011 to 18.03.2011 by audit team of 04 auditors from 14th to 18th
March 2011.
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AWARDS RECEIVED
Bhartiya Shiromani Puraskar for 2005
Gold Medal, by Institute of Economic Studies, New Delhi, has been awarded to Sri V K
Singh, Chairman-cum-Managing Director, NCL.
Rajiv Ratna National Award for 2005
Best Chief Executive Gold Award for excellence in Indian Industries has been awarded
to Sri V K Singh, Chairman-cum-Managing director, NCL.
5th TERI Corporate Award for 2004-05
Environmental Excellence award has been bagged by NCL. Sri V K Singh, Chairman-cum-Managing Director, NCL, received the award from Sri Abdul Kalam, Hon'ble
President of India, on 26th June 2006, in a ceremony held at New Delhi.
Greentech Environment Excellency Award 2008
Greentech Environment Excellency gold Award 2008 in Metal & Mining Sector.
SCOPE Meritorious Award for the year 2007-08
SCOPE Meritorious Award in the Category of Environmental Excellence & Sustainable
Development for the year 2007-08 received by CMD, NCL on 10th April 2010 fromHo'nable President of India.
ENVIRONMENT CONSERVATION
2.17 crores seedlings planted on over-burden dumps and plain areas in NCL's projects till
31.03.2013.
4320 ha. (non-forest) lands provided to the State Forest Departments of MP & UP for
compensatory afforestation.
Rs.56.74 crores has been deposited with State Forest Departments of MP&UP forcompensatory afforestation, safety zone plantations etc. till 31.03.2013.
Rs. 95.84 crores deposited with State Forest Departments of MP& UP towards NPVs of
forest lands diverted for coal mining etc. till 31.03.2013.
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A Study on "Impact Assessment of Reclamation of Mined lands of Singrauli on Physical,
Biological and Ecological Attributes" has been carried out through the State Forest
Research Institute, Jabalpur at the cost of 14.79 lakhs.
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POLLUTION CONTROL
All the mines in NCL are taking following measure for mitigation of Pollution.
1. Air Pollution : Air pollution control measures adopted by NCL are :
o
Drills are provided with dust extractors to control dust at source.
o Approach roads to mines and service roads are provided with black topping to
reduce dust generation.
o Water sprinklers of fixed type and mobile type are deployed for dust suppression
on haul roads.
o Automatic sprinklers, actuated through sensors, are installed at receiving pits.
o Fixed sprinklers are provided and operated through valve control system at coal
bunkers, transfer points and loading points.
o Dust cyclones are provided at bottom of receiving pits of crusher house.
o Coal Handling Plants (CHP) have been fully enclosed to reduce coal dust
emission out side it.
o Coal is loaded to Merry Go Round (MGR) System through Rapid Loading
System in moist form.
o To despatch by truck, coal is wetted after loading and then covered with tarpaulin.
o Routine maintenance and periodic over-hauling of Heavy Earth Moving
Machineries (HEMM) are carried out to reduce gaseous emission.
o Thick green belt curtain, in the form of tall plants with broader leaves, have been
provided at mine boundaries to arrest air borne dusts.
o Under Over Burden (OB) dump reclamation plan, non-active OB dumps are
provided with vegetative covers to prevent dust emission.
o Provision made for dust proof cabins in HEMM and dust masks to employees
exposed to dust.
o
Fire hydrant system installed at CHPs, Coal Dumps, etc.
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2. Water Pollution : Water pollution control measures adopted by NCL:
o Sewage Treatment Plant (STP): Domestic STPs have been constructed in the
township with extended aeration process. Plant contains aeration units for
oxidation, clarifiers for removal of suspended solids, sludge drying beds, grit
removal facilities, sewer lines, manholes, pump houses, control room, etc. Treated
water is taken for reuse in tree plantation, horticulture, construction activities.
Dried sludge is a valuable manure for tree plantation and horticulture works.
o Effluent Treatment Plant (ETP): Integrated Industrial ETPs are designed for
average discharge from mines, workshops and CHPs The plant contains traps for
recovery of oil & grease, clarifiers for removal of suspended solids, flush mixers
for chemical dosing, sludge drying beds and pumping arrangements. Treated
water is reused for tanker filling, sprinklers, etc. Dried sludge are buried in linedpits.
o Silt Arrestors:Substantial amount of silts are carried along with run off water.
Catch drains with silt arrestors are provided in mines area. Those are cleaned at
regular intervals. Check dams and siltation ponds are provided to arrest silt
flowing into the watercourse. Gabions (loose boulders packed in wire crates) are
provided at toe of the active dumps and across the water course with filter pad to
stop silt escape into water body.
o Oil Recovery:Used oils are collected in lid tight steel drums which are stored on
paved platform covered with shed. Floating oils recovered from oil & grease traps
are collected in drums and stored on a raised paved platform having drains to
collect back spillages. Authorization for handling Hazardous Waste are obtained
from SPCB. Oils in drums are sold through M. Junction, Kolkatta by way of e-
auction to the registered recycler of CPCB having valid consent for Air & Water
and authorization for handling hazardous waste from SPCB.
3.
Noise & Ground Vibration Control Measures : Noise Pollution Control measures adoptedby NCL:
o Blasting operations are carried out between 1200 to 1500 hrs being lean period for
project work.
o Ear muff and plugs are provided to employees under effect of noise.
o Curtain plantations are provided at mine boundaries.
o Routine maintenance of all equipment is done to control noise and vibration.
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4. Technical & Biological Reclamation of External OB Dumps of Opencast Mines:
Vegetative covers over bare OB dumps have been provided in major projects. It
ensures stability to dump slopes, minimization of erosion due to wind & rain water.
The dumps have been reclaimed by constructing proper benching and providingreinforced grass-mat covers, gabions and drains. The slope surface has been covered
with mixture of grass-seeds, agricultural soil and manure laid in coir/ hay/ straw / geo-
textile-mat. The plantation of trees, shrubs and grass has been done profusely on
crowns of dumps, ring bunds, dykes, recess, slopes, etc to ensure thick biological
growth. For maintaining vegetative cover, water sprinklers have also been deployed at
specific points.
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Manpower Profile
NCL has recognized the human resource development as a key function and has adopted
corporate policy towards its development. With the introduction of highly sophisticated earth
moving machines, the operators' maintenance crew and front line managers have become the
most critical human capital for achieving the corporate goals.
Man Power Status
As on dateExecutiveSupervisorHigh SkilledSkilledSemi
SkilledUnskilledMinisterialTraineesTOTAL
31.3.1994 1212 1428 2795 3980 3680 1870 1200 0 16165
31.3.1995 1282 1345 2965 3956 3701 1811 1238 0 16298
31.3.1996 1312 1371 3277 4034 3663 1775 1229 0 16661
31.3.1997 1320 1472 3532 4096 3643 1673 1254 0 16990
31.3.1998 1352 1660 3618 4179 3778 1308 1257 0 17152
31.3.1999 1389 1725 3849 3990 3775 1190 1275 0 17193
31.3.2000 1424 1750 3992 3920 3749 1094 1313 0 17242
31.3.2001 1408 1744 4028 4124 3682 865 1315 0 17166
31.3.2002 1410 1732 4212 4004 3661 889 1304 0 17212
31.3.2003 1436 1910 4437 3684 3749 746 1316 0 17278
31.3.2004 1444 1849 4513 3686 3774 684 1309 33 17292
31.3.2005 1431 1939 4534 3703 3576 637 1248 106 17174
31.3.2006 1382 1943 4673 3823 3143 677 1273 0 16914
31.3.2007 1371 1941 4676 3653 3125 706 1254 0 16726
31.3.2008 1376 1892 4685 3586 3146 776 1236 0 16697
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31.3.2009 1330 1920 4575 3709 3035 672 1209 0 16450
31.3.2010 1294 1902 4814 3543 2982 642 1196 0 16373
31.3.2011 1710 1608 4935 3355 2753 682 1166 0 16209
31.3.2012 1746 2011 4630 3299 2745 775 1123 0 16329
31.1.2013 1827 2092 4607 3202 2554 786 1096 0 16164
Strategy
The massive intake of highly sophisticated equipment necessitated manifold training and
developmental activities for the transfer of technology. The strategy adopted by the company
is as under:
Human Resources are utilized to the optimum level
Identification of the areas of economic activities that are seriously handicapped due to shortage
of Technical, Professional and Skilled Manpower.
Training and continuing education of Critical Manpower.
Computerization at Corporate and Mine level for all operations..
Objectives
To provide every employee an opportunity learn to wipe out performance gaps.
To organize need based Management Development Programmes for Executives and Supervisor.
To develop training/reference materials and to organize special programmeson new equipment
for all levels of personnel.
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TRAINING AND DEVLOPMENT
In-Company Training
Its central institute, known as Central Excavation Training Institute (CETI) at Singrauli,
provides major training interventions at NCL. It caters to the training/skill up gradation needs
of operators, supervisors and front line managers. The major activities of CETI is as under :
Basic Courses for Operators and Technicians
Refresher Courses for Operators &Technicians
OEM's Programmes on technology up gradation
Supervisory Development Programmes both Managerial and Technical
Managerial Development Programmes for Executives
Workers Development Programmes including Leadership Development Programmes
Basic Computer Learning Courses for Executives & Supervisors
Special Programmes on current needs
Seminars and Workshops on contemporary issues
Target and Achievement of Training & Development of employees through in-house
programs During the year 2011-12 (April to September 2011)
Category of TrainingTarget vs. AchievementNo.of participants
Executives
Target 190
Achievement 483
Supervisors
Target 245
Achievement 558
Workers
Target 485
Achievement
595
Total
Target 920
Achievement 1613
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Target and Achievement of Training & Development of employees through in-house
programs (During last three years 2008-09, 2009-10 & 2010-11)
Category of Training Target vs. Achievement
No. Of participants
2008-092009-102010-11
Executives
Target 250 250 250
Achievement 155 303 530
Supervisors
Target 400 450 400
Achievement 294 431 296
Workers Target 800 800 800
Achievement 920 947 959
Total
Target 1450 1650 1450
Achievement 1369 1681 1785
Industrial Relations
The industrial relations at NCL have been very congenial throughout the past successive
years. Employees' representatives take active participation in operational matters, health &
hygiene, welfare matters etc. through forums such as joint consultative committee, safety
committee, welfare board, community development committee, sports control board,
employee benevolent fund committee and core group. The participative style of management
facilitates amicable settlement of disputes & grievances.
Awareness Training of Employees in Integrated Management System during the period
April'2011 to October'2011 & Programme from Nov'11 to March'2012 at CETI
Singrauli.(Figure in Nos.):
Particulars
April'11 - Oct'11
Programme from Nov'11 to March'12 Total
Nov'11Dec'11Jan'12Feb'12March'122011-12
Executives 184 30 30 30 30 30 334
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Non-Executives 497 100 100 100 100 100 997
Contract Workers12 50 50 50 - - 162
TOTAL 693 180 180 180 130 130 1493
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INFORMATION TECHNOLOGY
Infrastructure at NCL
NCL-HQ and all projects are equipped with High-speed Fiber Optic based LAN.
LANs of all projects are linked to LAN at HQ through Fiber Optic Backbone
Application Software Packages
An ERP package namely Integrated Business Solution (IBS) has been implemented at
NCL. This package covers following modules:-
1. Materials Management
2. Maintenance Management
3. Production
4. Sales
5. MIS
GPS based Truck Despatch System named OITDS has been installed at Jayant Project
and is fully operational.
Centralised Payroll System, Executive Information System & Non-executive Information
System are in operation at NCL-HQ.
GPS based Truck Despatch System is being installed at Dudhichua, Khadia, Nigahi and
Amlohri Projects of NCL by M/s Leica Geosystem Pty Ltd, Australia through its
executing partner M/s Elcome Technology Limited.
Surpac software for Mine Planning & Survey has been installed at Dudhichua, Khadia,
Nigahi, Bina, Kakri, Jhingurda, Jayant, Amlohri Project and NCL Headquarters.
Future Programme
Up gradation of LAN at HQ by Gigabit LAN.
Implementation of Safety and Environment Management System.
Implementation of CCTV based surveillance system at Nigahi.
Implementation of Attendance Recording System at NCL HQ.
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Production
Coal Production
Mining history in this region is very old. The first systematic mining, however, was started by
NCDC in Jhingurda during early sixties. The master plan of the coalfield (Moher Basin) was
prepared by P&D Division of NCDC in consultation with Soviet Experts. This envisaged
construction of large mechanised opencast mines. The mining activities are going on as per
the master plan provisions. NCL, during successive years has not only achieved targets of
production but also exceeded them.
During 2010-11, coal production of NCL was 66.253 Mill Tes. In 2011-12, the target for coal
production is fixed at 68.50 Mill. Tes. . NCL has excellent record of capacity utilization ,
which is 74.79 % in 2010-11. The productivity in terms of OMS (out put per man shift) of
NCL during 2010-11 was 13.52 Tonnes . It is planned to remove 239.00 Mill Cum of
overburden during 2011-12, out of which 120.00 Mill. Cum. will be removed departmentally
and rest 119.0 Mill. Cum. will be removed by Hiring of Equipment(HOE) agencies.
Major Equipment in use in NCL
(As on 1st March'2011)
EQUIPMENT
Total
Nos.
DRAGLINE: 24/96 w2000: 12 nos.; ESH 20/90: 04 nos.; 15/90 ESH: 01 no.; 10/70
ESH: 02 nos.19
SHOVEL:20 CuM: 06 nos.; 12.5 CuM: 02 nos.; 11/ 10/9.5 CuM: 69 no; others: 27
nos.104
DUMPERS: 170T: 11 nos.; 120T: 153 nos.; 100T -109; 85T: 299 nos. 572
DRILLS: 311mm: 12 nos.; 250mm: 76 nos.; 160mm: 35 nos.; 100mm: 03 nos. 126
DOZERS: 860- 770 HP: 11 nos.; 480HP: 08 nos.; 410HP: 125 nos.; others - 13
others: 13 nos.;157
PAY LOADERS: 11.5 Cum 1; 6.4 - 6.1: 4; 5.7 CuM & below: 11 nos. 16
GRADER 280 HP: 41 nos.; 145 HP: 8 nos. 49
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WATER SPRINKLER85 T: 9 nos.; 50 T: 03 nos.; 28 KL or 35 T: 36 nos.; 46
Production Programme
NCL has ten working Opencast Coal Projects, which produced 70.021 Million Tonnes of coal
during 2012-13. In addition to the five completed projects viz. Dudhichua OCP, Jhingurdah
OCM, Jayant OCP, Kakri OCP and Khadia OCP, presently five projects viz. Amlohri
Expansion OCP, Bina Extension OCP, Block-B OCP, Krishnashila OCP and Nigahi
Expansion OCP are under project implementation stage and five new projects viz. Dudhichua
Expansion OCP, Jayant Expn. OCP, Block-B expn, Semaria and Bina-Kakri amalgamation
are under different stages of approval. To meet the enhanced demand of coal, an Emergency
Coal Production Plan is under implementation.
Details of the Production of NCL in XIth Plan :
PROJECT
SANCTIONED BALANCE
RESERVES
(MT) AS
ON
01/04/2013
PRODUCTION (Mill.
Tes.)
CAPACITY
(Mtpa)
CAPITAL
(Rs.Crs.)
2012-13
(Actual)
2013-
14
(Target)
AAP
2016-17
(Planned)
EXISTING AND COMPLETED PROJECTS
JHINGURDAH 3.00 63.12 6.678 1.126 1.525 0
JAYANT 10.00 375.04 310.824 12.700 11.00 10.0
DUDHICHUA 10.00 1281.39 341.231 12.229 14.00 10.0
KAKRI 3.00 186.59 37.009 2.700 2.00 0
KHADIA 10.00 1131.28 287.825 4.375 5.00 9.0
SUB TOTAL(A) 36.00 3037.42 983.567 33.13 33.525 29.0
ONGOING PROJECTS
AMLOHRI
EXPN.10.0 1143.54 270.138 7.501 8.50 10.0
BINA EXTN. 6.0 138.97 84.45 6.500 7.00 6.0
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BLOCK-B 3.50 437.34 66.546 4.375 4.375 4.0
KRISHNASHILA 4.0 741.56 81.892 5.000 5.00 5.0
NIGAHI EXPN. 15.0 259.40 389.125 13.515 14.0 15.0
SUB TOTAL(B) 38.50 2720.81 892.151 36.891 38.875 40.0TOTAL(A+B) 74.50 5758.23 1875.718 70.021 72.40 69.0
NEW PROJECTS
DUDHICHUA
EXPN.5.0 -
Included
with
Dudhichua
- - 5.0
JAYANT EXPN. 5.0 -Included
with JNT- - 5.0
BLOCK-B
EXPN.2.5 - - - 0.3
Semaria 2.0 0.2
Bina Kakri
amalgamation10.0 0.5
Total 11.0
Grand
Total(A+B+C)80.0
*To be approved by the Government.
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Coal Handling Plants
NCL has installed large sophisticated coal handling plants (CHPs) for supply of proper sized
coal in all its projects. The CHPs have high capacity loading system and computerized
weighing arrangements. At present about 96% coal production is dispatched through CHPs
and 100% is weighed through computerized weighing arrangements.
Capacities of CHPs:
PROJECTS SANCTIONED CAPACITY (MTPA)EXISTING CAPACITY (MTPA)
JHINGURDA 3.00 3.00
KAKRI 2.50 2.50
BINA 7.50 4.50
JAYANT 10.00 10.00
AMLOHRI 10.00 4.00
KHADIA 4.00 4.00
DUDHICHUA 10.00 10.00
NIGHAHI 15.00 10.00
Krishnashila 4.00 -
BlockB 3.50 *
TOTAL 68.00 48.00
* Interim CHP of 2.5 MTPA.
The coal dispatch system of NCL to its linked pit head power plants is unique on account of
rapid loading system and merry-go-round railway network to power plants. The merry go-
round railway system has been provided by the consumers.
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INDUSTRIAL RELATIONS
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Industrial relations
Industrial relations is a multidisciplinary field that studies the employment relationship.
Industrial relations is increasingly being called employment relations or employee relations
because of the importance of non-industrial employment relationships; this move is sometimes
seen as further broadening of thehuman resource management trend. Indeed, some authors now
define human resource management as synonymous with employee relations. Other authors see
employee relations as dealing only with non-unionized workers, whereaslabor relations is seen
as dealing with unionized workers.Industrial relations studies examine various employment
situations, not just ones with a unionized workforce. However, according to Bruce E. Kaufman
"To a large degree, most scholars regard trade unionism, collective bargaining and labor-
management relations, and the national labor policy and labor law within which they are
embedded, as the core subjects of the field."
Initiated in the United States at end of the 19th century, it took off as a field in conjunction with
the New Deal. However, it is generally a separate field of study only in English-speaking
countries, having no direct equivalent in continental Europe.In recent times, industrial relations
has been in decline as a field, in correlation with the decline in importance of trade unions,]and
also with the increasing preference of business schools for the human resource management
paradigm.
Industrial relations has three faces: science building, problem solving, and ethical.[9]
In the
science building phase, industrial relations is part of the social sciences, and it seeks to
understand the employment relationship and its institutions through high-quality, rigorous
research. In this vein, industrial relations scholarship intersects with scholarship in labor
economics, industrial sociology, labor and social history, human resource management, politicalscience, law, and other area