Assignment project

Topic:
Industrial relationship and
labor law
Group members:
Visited Organization
Name :- Gohar Textile Mills (Pvt) Ltd

Chairman and chief executive officer

Ch. Maqbool, Ch. Liqat Ali

Directors
Liqat Ali, Gohar Mustafa, Aftab Gohar

Director Operation
Aftab Gohar

Chief finance officer

Sh. Asif

Auditors
TMC

Bankers
Habib bank Corporate Alflah Bank Allied Bank

Head office
208- Chak Road, Zia Town, Faisalabad
Mills
3-Km Chak Jhumra Road, Khurrianwala, Faisalabad
Collective bargaining agent:
is a process of negotiation between employers and a group of employees
aimed at agreements to regulate working salaries, working conditions,
benefits, and other aspects of workers' compensation and rights for
workers to secure full-time employment. The interests of the employees are
commonly presented by representatives of a trade union to which the
employees belong. The collective agreements reached by these
negotiations usually set out wage scales, working hours, training, health
and safety, overtime, grievance mechanisms, and rights to participate in
workplace or company affairs

Industrial Dispute
a disagreement between employees and employer, often leading to strike
action

Illegal lockout
A lockout is a temporary work stoppage or denial of employment initiated
by the management of a company during a labor dispute
A lockout is generally to try to enforce terms of employment upon a group
of employees during a dispute. It can force unionized workers to accept
new conditions, such as lower wages. If the union is asking for higher
wages, better benefits, or maintaining benefits, a manager may use the
threat of a lockout or an actual lockout to convince the union to back down.

Illegal Strikes
Illegal Strike is a strike that is called in violation of law. An illegal strike
ignores cooling-off period restrictions or an absolute statutory ban. Such
strike is entered without regard to the no-strike agreement of the union.

Types of Strikes
  Tod Down
 Pen Down
 Sit Down
 Stay-In
 Go-Slow
 Hunger
 Lightening and Wild cat

Trade union
An organization whose membership consists of workers and union leaders,
united to protect and promote their common interests.
The principal purposes of a labor union are to (1) negotiate wages and
working condition terms, (2) regulate relations between workers (its
members) and the employer, (3) take collective action to enforce the terms
of collective bargaining, (4) raise new demands on behalf of its members,
and (5) help settle their grievances. A trade union may be: (a) A company
union that represents interests of only one company and may not have any
connection with other unions.

Unfair labor practices of employers

Legally prohibited action by an employer or trade union such as refusal to
bargain in good faith.
 threatening workmen with discharge or dismissal, if they join a trade
union
 threatening a lock-out or closure, if a trade union is organized
 granting wage increase to workmen at crucial periods of trade union
organization, with a view to undermining the efforts of the trade union
at organization.

Employer's are Prohibited from Controlling a Union

Section 8 (a)(2) prohibits an employer from dominating or controlling a
union. The NLRB may order such a union disbanded should an employer
violate this section. The NLRB also may require the employer to repay
union dues withheld from the employees' pay on behalf of an employer-
dominated union. If it is found that the employer assisted in forming the
union, but did not assume a dominating or controlling position, NLRB may
withhold recognition until it certifies that the union reflects employees'
wishes. This is accomplished by holding an election.
Employers Cannot Discriminate Against a Union Employee
Section 8 (a)(3) restricts an employer from discriminating in hiring or
retaining an employee based upon union membership or the lack thereof.
Should an employer violate this section, the NLRB will issue a cease and
desist order and require the posting of a violation notice at the employer's
premises.
Also, an employer may be required to compensate an employee who has
been discriminated against. Such relief can go beyond just dollars to any
form of compensation an individual would have received but for the
discrimination. In cases where an employer closed an operation rather than
deal with a union, the NLRB has ordered employers to resume operations
as an appropriate remedy. This order only applies when one location is
closed, not when the employer shuts the entire business.
Termination of an Employee for Union Activity Prohibited
Section 8 (a)(4) prohibits the termination of an employee for activity in
support of a union. Should the NLRB find a violation, it will issue a cease-
and-desist order and/or order reinstatement of back pay for the employee.
Just as under Section 8 (a)(3), this form of relief can go beyond dollars to
any form of compensation the individual would have received but for the
termination due to union activity.
Employer Required to Bargain in Good Faith
Section 8 (a)(5) requires employers to bargain in good faith with the union
representative chosen by the employees. Should the NLRB determine a
failure to bargain in good faith, it will issue a cease and desist order and an
affirmative order directing the employer to resume bargaining—in good
faith. The NLRB also may order an employer to supply information, such as
revenue and costs, to the union during the collective bargaining process. In
cases where an employer has terminated or altered its operation without
negotiating with the union, the NLRB has ordered back pay, consistent with
the same compensation provisions under sections 8(a)(3) and 8(a)(4), for
the affected employees.
Extraordinary Remedies Available for Flagrant Violations
If the NLRB finds flagrant or egregious violations in any of the above-
referenced sections, it can order extraordinary remedies. Such remedies
may include requiring the employer to mail the NLRB's orders directly to
each employee's home or granting the union access to the employer's
premises to post notices or meet with employees on non-work time—none
of which is normally required. The NLRB also can require the employer to
pay litigation costs, attorney's fees and union expenses.
NLRB has Limitations
The NLRB's power is not omnipotent. It cannot, for example, order an
employer to make concessions at the bargaining table, make violating the
NLRA a crime or adjudicate issues outside a six-month statute of
limitations.

Worker rights
Labor rights or workers' rights are a group of legal rights and claimed
human rights having to do with labor relations between workers and their
employers, usually obtained under labor and employment law. In general,
these rights' debates have to do with negotiating workers' pay, benefits,
and safe working conditions. One of the most central of these rights is the
right to unionize. Unions take advantage of collective bargaining and
industrial action to increase their members' wages and otherwise change
their working situation. Labor rights can also take in the form of worker's
control and worker's self management in which workers have a democratic
voice in decision and policy making. The labor movement initially focused
on this "right to unionize", but attention has shifted elsewhere.
Critics of the labor rights movement claim that regulation promoted by labor
rights activists may limit opportunities for work. In the United States, critics
objected to unions establishing closed shops, situations where employers
could only hire union members. The Taft–Hartley Act banned the closed
shop but allowed the less restrictive union shop. Taft–Hartley also allowed
states to pass right-to-work laws, which require an open shop where a
worker's employment is not affected by his or her union membership. Labor
counters that the open shop leads to a free rider problem.
Worker duties
While at work a worker must: take reasonable care for their own health and
safety. take reasonable care for the health and safety of others. comply
with any reasonable instructions, policies and procedure given by their
employer,