Professional Documents
Culture Documents
Employer:
An employer can be defined from different perspectives
as: a person or business that pays a wage or fixed payment
to other person(s) in exchange for the services of such
persons.
a person who directly engages a worker/employee in
employment.
any person who employs, whether directly or through
another person or agency, one or more employees in any
scheduled employment in respect of which minimum
rates of wages have been fixed.
As per Industrial Disputes Act 1947 an employer means: in relation to an industry carried on by or under the
authority of any department of [the Central Government
or a State Government], the authority prescribed in this
behalf, or where no authority is prescribed, the head of the
department;
in relation to an industry carried on by or on behalf of a
local authority, the chief executive officer of that
authority;
Industrial Relations
SCOPE:
The concept of industrial relations has a very wide
meaning and connotation. In the narrow sense, it means
that the employer, employee relationship confines itself to
the relationship that emerges out of the day to day
association of the management and the labor. In its wider
sense, industrial relations include the relationship between
an employee and an employer in the course of the running
Attitudinal restructuring:
This involves shaping and reshaping some attitudes like
trust or distrust, friendliness or hostility between labor
and management. When there is a backlog of bitterness
between both the parties, attitudinal restructuring is
required to maintain smooth and harmonious industrial
relations. It develops a bargaining environment and
creates trust and cooperation among the parties.
Intra-organizational bargaining:
It generally aims at resolving internal conflicts. This is a
type of maneuvering to achieve consensus with the
workers and management. Even within the union, there
may be differences between groups. For example, skilled
workers may feel that they are neglected or women
workers may feel that their interests are not looked after
properly. Within the management also, there may be
differences. Trade unions maneuver to achieve consensus
among the conflicting groups
Characteristics Of Collective Bargaining
conditions of employment.
The collective bargaining process comprises of five core
steps:
1. Prepare: This phase involves composition of a
negotiation team. The negotiation team should consist of
representatives of both the parties with adequate
knowledge and skills for negotiation. In this phase both
the employers representatives and the union examine
their own situation in order to develop the issues that they
believe will be most important. The first thing to be done
is to determine whether there is actually any reason to
negotiate at all. A correct understanding of the main issues
to be covered and intimate knowledge of operations,
working conditions, production norms and other relevant
conditions is required.
2. Discuss: Here, the parties decide the ground rules that
will guide the negotiations. A process well begun is half
done and this is no less true in case of collective
bargaining. An environment of mutual trust and
understanding is also created so that the collective
bargaining agreement would be reached.
3. Propose: This phase involves the initial opening
statements and the possible options that exist to resolve
7. Betterment of relationships
Another reason for employees joining unions is that
employees feel that unions can fulfill the important need
for adequate machinery for proper maintenance of
employer-employee relations. Unions help in betterment
of industrial relations among management and workers by
solving the problems peacefully.
Trade Unionism In India
The trade unionism in India developed quite slowly as
compared to the western nations. Indian trade union
movement can be divided into three phases.
The first phase (1850 to1900)
During this phase the inception of trade unions took place.
unemployed.
Labor force participation rate: It is the number of persons
in the labor force as a percentage of the working-age
population. The working-age population is the population
above a certain reference age like15 years old and over or
1564, etc.
Employment rate: It is ratio of employed persons to the
total labor force. It is the percentage of working age
people who have jobs or are employed.
manager administering
discipline must consider the effect of actions taken by
other managers and of other actions taken in the past.
Consistent discipline helps to set limits and informs
people about what they can and cannot do. Inconsistent
10. Discipline shall be flexible and consistent: The
workers themselves
that they will establish upon a mutually agreed
grievance procedure which will ensure a speedy and full
investigation leading to settlement;
that they will abide by various stages in the grievance
procedure and take no arbitrary action which would bypass this procedure; and
Management Agrees
not to increase work-loads unless agreed upon or settled
otherwise
not to support or encourage any unfair labor practice
such as discrimination and victimization of any employee
to take prompt action for settlement of grievances and
implementation of settlements, awards, decision and
orders
to take appropriate disciplinary action against its officers
and members in cases where enquiries reveal that they
were responsible for precipitate action by workers leading
to indiscipline
Union agrees
not to engage in any form of physical duress
not to permit demonstrations which are not peaceful
that their members will not engage or cause other
employees to engage in any union activity during working
hours
to discourage unfair labor practices such as negligence
of duty, damage to property and insubordination
to take prompt action to implement awards, agreements,
settlements and decisions
Factors Guiding Code Of Conduct
The code of discipline and conduct communicates to the
employees, the expected behavior and the professional
responsibilities. The significance of code of conduct is
that each employee should behave and perform in a way
that preserves the company values and commitments. The
code expects employees to conduct business with
integrity and honesty. Moreover, it expects the employer
to be an equal opportunity employer.
The Code of Conduct policy of a company is determined
on the basis of following factors:
1. Honesty and integrity: The organization expects the
employees to observe honesty and integrity and such
conduct should be fair and transparent. The employees
should show truthfulness in actions throughout their
o Unrealistic targets
3. Grievance resulting from inter-personal factors include
o Poor relationships with team members
o Autocratic leadership style of superiors
o Poor relations with seniors
o Conflicts with peers and colleagues
It is necessary to distinguish a complaint from grievance.
A complaint is an indication of employee dissatisfaction
that has not been submitted in written. On the other hand,
a grievance is a complaint that has been put in writing and
made formal.
Grievances are symptoms of conflicts in industry.
Therefore, management should be concerned with both
complaints and grievances, because both may be
important indicators of potential problems within the
workforce. Without a grievance procedure, management
may be unable to respond to employee concerns since
managers are unaware of them. Therefore, a formal
grievance procedure is a valuable communication tool for
the organization
Grievance Procedure
Grievance procedure is a formal communication between
an employee and the management designed for the
settlement of a grievance. The grievance procedures differ
from organization to organization.
1. Open door policy
2. Step-ladder policy
Open door policy: Under this policy, the aggrieved
employee is free to meet the top executives of the
organization and get his grievances redressed. Such a
policy works well only in small organizations. However,
in bigger organizations, top management executives are
usually busy with other concerned matters of the
company. Moreover, it is believed that open door policy is
suitable for executives; operational employees may feel
shy to go to top management.
Step ladder policy: Under this policy, the aggrieved
employee has to follow a step by step procedure for
slow but steady fall over the past ten years. In 1998, the
total number of disputes was 1097 which fell by more
than half to 440 in 2006.It is being estimated that this
trend will continue in 2007 as well. To support this, only
45 cases of disputes have been recorded during the first
four months of 2007. This significant decline is attributed
to the serious attempts made by industries to improve
industrial relations with their workers. However, a deeper
look at the data reveals that the number of mandays (i.e.,
the industrial unit of production equal to the work one
person can produce in a day) lost due to disputes has not
come down as significantly. The country, on an average,
lost 25.4 million mandays of work annually between 1998
and 2006, which might have affected its industrial output.
More than 2.14 lakh mandays were lost due to work
stoppages in 23 industrial disputes during January to
March 2007. Though there has been a decline in the
number of strikes, the country still witnessed some major
strikes between 2004 and 2006, like those in Honda,
Escorts, Apollo, and Skumars factories and in SBI bank.
curtail it.
The study commissioned by Team Lease Services and
conducted by global research company Synovate in May
and June, covered top 500 companies and had a sample
size of401.
IT majors Infosys, TCS and Wipro have emerged as the
three most admired companies in India, followed by Sunil
Mittal-led telecom giant Bharti Airtel and another Tata
group company Tata Steel in the top five, according to a
list prepared by the Wall Street JournalAsia.
From the survey it is evident that the ethics in corporate
sector are eroding. It is the duty of individual employee
and employer to enforce ethics for benefit of the company
and society. An ethical company will achieve its social
economic and environmental objectives towards society, it
should feel it is its duty and responsibility to serve the
society. With out the help of employee this is not possible.
Your ethical behaviour is most important.
You are key person to make or unmake better society