Trade Union Act – 1926

Ganesh Nayak – 123

Aman Pakhode 124

Dinesh Jivatramani 161

Sanket gada -110

Ruchit Shah - 162

Rajwinder Singh - 149

TRADE UNIONS – AN INTRODUCTION

Combination, whether temporary or permanent

Regulating the relations between workmen and

employers

Imposing restrictive conditions

OBJECTIVE OF TRADE UNIONS

Representation

Education and

training

Negotiation

Legal assistance

Financial discounts

Welfare benefits

Militant Functions

Higher wages & Better Working Conditions

Raise the status of workers

To protect Labors

WHY DO EMPLOYEES JOIN TRADE UNION

Labor Union

IMPORTANCE OF TRADE UNION Trade unions help in accelerated pace of

economic development in many ways as follows:

by helping in the recruitment and selection of workers.

by inculcating discipline among the workforce by enabling settlement of industrial disputes

in a rational manner by helping social adjustments. Workers have

to adjust themselves to the new working conditions, the new rules and policies. Workers coming from different backgrounds may become disorganized, unsatisfied and frustrated. Unions help them in such adjustment

Social responsibilities of trade unions include:

promoting and maintaining national integration by reducing the number of industrial disputes

incorporating a sense of corporate social responsibility in workers

achieving industrial peace

REGISTRATION

Any seven or more members of a

Trade Union

No provision

of recognitio

n

INTER UNION CODE OF CONDUCT

National Commission

on Labor, 1969

Regular and democratic elections

Function Democratically

Only one Union

Choice

Ignorance of workers

CODE OF DISCIPLINE

Functioning for at least one year after registration - At least 15 per cent of the workers

Recognized as a representative union - at least 25 per cent of the workers - Recognized - be no change in the position for a period of two years

RIGHTS OF RECOGNIZED UNIONS

Raise issues -Enter into collective agreements

Collect membership fees/subscriptions -Put up a notice board on the premises

DISSOLUTION Signed by seven members and by the

Secretary of the Trade Union.

Registrar shall divide the funds amongst the members.

INDUSTRIAL RELATION POLICY Prior to 1991, the industrial relations system in

India sought to control conflicts and disputes through excessive labor legislations.

With the coming of globalization, the 40 year old policy of protectionism proved inadequate for Indian industry to remain competitive as the lack of flexibility posed a serious threat to manufacturers because they had to compete in the international market.

With the advent of liberalization in1992, the industrial relations policy began to change.

Now, the policy was tilted towards employers. Employers opted for workforce reduction, introduced policies of voluntary retirement schemes and flexibility in workplace also increased

CHANGES IN POLICY Some industries are cutting employment

to a significant extent to cope with the domestic and foreign competition e.g. pharmaceuticals. On the other hand, in other industries where the demand for employment is increasing are experiencing employment growths.

In the expansionary economy there is a clear shortage of managers and skilled labor.

The number of local and enterprise level unions has increased and there is a significant reduction in the influence of the unions.

HR policies and forms of work are emerging that include, especially in multi-national companies, multi-skills, variable compensation, job rotation etc. These new policies are difficult to implement in place of old practices as the institutional set up still needs to be changed.

HRM is seen as a key component of business strategy.

Training and skill development is also receiving attention in a number of industries, especially banking and information technology

CAUSES OF INDUSTRIAL DISPUTES The causes of industrial disputes can be

broadly classified into two categories: economic causes The economic causes will include issues

relating to compensation like wages, bonus, allowances, and conditions for work, working hours, leave and holidays without pay, unjust layoffs and retrenchments.

non-economic causes The non economic factors will include

victimization of workers, ill treatment by staff members, sympathetic strikes, political factors, indiscipline etc.

UNION PROBLEMS Union leadership Multiple union Union rivalry Finance Other problem• Uneven growth• Low membership• Absence of paid office bearers

MARUTI UDYOG STRIKE The factory was opened in 2006 Manesar plant is situated about 20km

from main Gurgaon plant Employs about 3500-4000 workers and

churns out 1200 cars a day Dominating company because of

industrial dependency of hundreds of smaller industrial units

Political machinery since it paid around Rs 13 billion tax to state

REASON FOR THE STRIKE Of 3500-4000 workers 70-80 % are temporary Paid salary 1/3 of the permanent workers Basic salary is very less and most of the part

is incentive If a worker is late he looses his incentives

which is the major part of the salary Few breaks The workers at Manesar didn’t feel

represented by the Maruti Suzuki Kamgar Union

A new union was being formed against the campany’s management

SETTLEMENT The management agreed to set up two

committees- a Grievance redress committee and a Labour welfare committee.

Representatives from both the workers and the management

Labour committee-good relations between employees and the management

1200 contract workers taken back Workers agreed to forego pay for the

duration of the strike Transportation service in line with the

shifts

GREAT BOMBAY TEXTILE STRIKE On 18 January 1982 Dutta Samant was

chosen by a large group of Bombay mill workers.

Rejecting the Rashtriya Mill Mazdoor Sangh(RMMS)

Conflict between Bombay Mill owners Association and the unions

250,000 workers went on strike and more than 50 textile mills were shut in Bombay.

Shut down for over a year.

PURPOSE Bonus and wage increases. Scraping of the Bombay Industrial Act of

1947 De-recognize the RMMS as the only

official union of the city industry

SO WHAT HAPPENED? Government rejections Many attempts for negotiation failed. Over 80 mills in Central Mumbai closed. Leaving more than 150,000 workers

unemployed. Entire Industry was shifted out of

Mumbai.

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