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CHAPTER - I
I NTRODUCTI ON










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1.1 Introduction:

Trade unionism is a worldwide movement and the highly strategic position occupied by trade
unions in modern industrial society has been widely recognized. In most cases, employees
associations or trade unions seem to have emerged as protest movements reaching against
the working relationships and condition created by industrialization. When industrialization
begins, organization members have to be generally recruited from the ranks of former
agricultural labour and artisans who have to adapt themselves to the changed conditions of
industrial employment. They have to be provided with new types of economic security
wages / salaries, benefits and services etc. Often they may have to learn to live together in
newly developing industrial townships and cities and also to adopt themselves to new
working conditions and new pattern of work-rules imposing discipline and setting pace of
work to which they are unfamiliar. Their old habits and traditions do not suffice to guide
them in their daily work-behaviour and in consequence they may be disorganized and
frustrated. Thus the growth of modern industrial organizations involving the employment of a
large number of workers / employees in new type of working conditions and environment
makes them helpless in bargaining individually for their terms of employment. As observed
by Frank Tannenbaum, The emergence of trade unionism lies in the Industrial Revolution
which disrupted the older way of life and created a new society forged by the shop, the
factory, the mine and the industry.

1.2 The trade union movement in India
The trade union movements origin in a sense can be traced back to very early date to the
time when villages had panchayats and guilds for settling disputes between the masters and
their members. The panchayats prescribed the code of conduct which was rigidly observed by
its members. Its non-observance resulted in expulsion from the community. Trade unions, as
understood today, however originated in the first quarter of the present century, although the
groundwork was laid during the last quarter of the 19
th
century. In Mumbai, as early as in
1975, a movement was started by reformers under the leadership of Sorabji Shapurju. They
protested against the appealing conditions of the factory workers and appealed for
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introduction of adequate legislation to prevent them. The credit of laying the foundation of
the organized labour movement in India is at time accorded to Mr. N.M. Lokhande, a factory
worker himself. An agitation was organized by him a 19884 in Mumbai. This resulted in
certain amenities being extended to the mill workers which led to the organization of the
Mumbai Milhands Association.
Actually a real organized labour movement in India started at eh end of the First World War.
Rising prices, without a corresponding increase in wages, despite the employers making huge
profits, led to a new awakening. Many trade unions were formed throughout India. There
were a number of strikes during 1919 to 1922. To this was added the influence of the Russian
Revolution, the establishment of the ILO (International Labour Organisation) and the All-
India Trade Union Congress. Thier speeded up the pace of the trade union movement.
Following the Second World War, there was a spiraling of prices. The workers once again
became restive. This further indirectly strengthened the movement in India.
The labour world in India is dominated mainly by four central organization of labour. These
unions are, in fact, federations of affiliated union units which function on regional, local
and craft bases. These are:
1. All-I ndia Trade Union Congress (AI TUC): An important event in the history
of trade union movement in India was the organization of the All-India Trade Union
Congress in 1920. Mr. Nehru took a prominent part in the organization of this
Congress. It followed the pattern of the trade union s in the United Kingdom. The
effort toward unified action in the matter of labour was, however, short-lived and
soon it came under the domination of the Communists and Radicals. This lienated any
prominent people who did not subscribe to the views and ideology of the communists.
At present, it is the second largest union of workers and is still controlled by
Communists and fellow-travellers.
2. I ndian National Trade Union Congress (I NTUC): In May, the Indian
National Trade Union Congress was organized by the Congress party on its labour
front. This was formed with the help of the Hindustan Mazdoor Sewak Sangh which
consisted of those who believed in Gandhian methods and had left the AITUC in 1937
under of leadership of Mr. M.N. Roy. The INTUC received the blessings of the top
congress leaders at the Centre like Mr. Nehru and Sardar Patel. The prominent leaders
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of ATLA and HMSS were elected office-bearers of INTUC. One of the important
points of the constitution of Indian National Trade Union Congress is that every
affiliated union has to agree to submit to arbitration every individual dispute in which
settlement is not reached thorough negotiations. There must be no strikes till other
means of settlement are exhausted. In 1948, the Government of India declared that
INTUC, and not AITUC, was the most representative organization of labour in the
country entitled to represent Indian labour in I.L.O.
3. Hind Mazdoor Sangha (HMS) : The socialists in the Congress disapproved not
only the Communist run AITUC but also the Congress-sponsored INTUC,
particularly because it `advocated compulsory arbitration as a method of resolving
industrial disputes. For sometime the activities of socialist leaders were coordinated
by the Hind Mazdoor Panchayat. Subsequently when they left the Congress, they met
in Kolkatta in December, 1948 and a new federation by the Hind Mazdoor domination
by employers, Government and political parties.
4. United Trade Union Congress (UTUC): The dissidents from the Socialist
Leaders Congerence held at Kolkatta in December, 1948 proceeded to establish yet
another federation of trade unions in April-May 1949 under the name of United Trade
Union Congress. The UTUS is more radical than HMS but less revolutionary in its
objectives and policies than AITUC.









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1.3 Reasons for selection of this topic
The topic for SIP Role of Trade Unions: A case study on the workers of Indian Railways
Workshop, Dibrugarh , Assam. Has been selected for the following reasons:

1. To study about the role of trade union and their functions.
2. To study about the facilities provided to the workers by the existing Trade Union in
their organization.
3. Whether the trade union is able to solve the grievance and complaints of the workers
and the methods and procedures applied to do so.
4. To study if the workers are conscious of their rights and duties and there is no unfair
labour practice.
5. To study if the trade unions and the management have a cordial and good relationship.


1.4 Scope of the study:
The scope of the present project work is limited to the 150 employees of N.F. Railway
workshop of Naliapool, Dibrugarh, Assam, randomly selected out of approx 1500 employees
which constitutes about 10 % of the workforce.


1.5 Objective of the study:
The objectives of the present project work are to:
1. To study the role played by the Trade Unions for providing better financial
facilities to the workers employed in the railway workshop.
2. To study the role of Trade Union in strengthening the process of collective
bargaining among the workers.
3. To study if career improvement opportunities is provided for Group D workers.
4. To study if proper welfare facilities are provided to the workers and their family.
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5. To study the role of Trade Union for retirement benefits.
6. To study the role of trade union in the recruitment process.


1.6 Hypothesis for the study:
The following hypothesis have been set in accordance with the objectives for the
study.
H
1
: Trade Union plays a major role in providing better financial facilities.
H
2
: Career improvement opportunities are not provided to the Group D workers of the
railway workshop
H
3
: Workers are satisfied with the welfare facilities they are being provided with.
H
4
: Trade unions of the Indian Railways plays an influential role in the recruitment
process.


1.7 Methodology :
The study is conducted among 150 (constituting 10 p.c.) railway workshop employees
of the Naliapool, Dibrugarh, situated three kilometers from the Dibrugarh town. The
required information for the study have been collected through direct interviews with the
workshop employees randomly selected from four different sections in the workshop i.e.
wheel shop; axle shop; trimming shop and body shop, with the help of a carefully
prepared interview schedule . Besides the primary data, some secondary data have been
also collected from reports, official records, books, magazines, journals, newspapers and
the internet. The project work started from the 20
th
of May, 2013 and it continued till 15
th

of July, 2013. The collected data have been presented in the forms of simple tables,
diagrams and are analysed with the help of percentage. As the workers are randomly
selected the first 100 employees are interviewed with the help of well framed interview
schedules on one to one basis during their working and free hours at their workplace.
Whereas due to time constraints and other problems the rest 50 workers were distributed
the interview schedules for their feedbacks and were collected after a week. Tabulation
and analysis is done on the basis of the data collected from the official records and the
direct interviews. The project report had been completed till the 21
st
of July and was
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submitted to the planning section of the N.F. Railway workshop on the 23
rd
of July,
2013. I received the certificate on the 31
st
of July, 2013.























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CHAPTER - I I
ORGANI ZATI ON PROFI LE
















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ORGANIZATION PROFILE
2.1 History of the organization:
During the early part of nineteenth century, due to development of coal, petroleum
and tea industries in the undivided Lakhimpur district of Assam, the communication to and
from this region developed rapidly. As a result, the first Railway system of this region the
Dibru-Sadiya Railway, was introduced in 1881. This Railway acted as a feeder line to the
steamer-ghat on the river Brahmaputra and complemented the Waterways, which was the
only mode of bulk transportation during that time. After opening of Dibru Sadiya Railway
and its gradual development by the Assam Railway and Trading Company(ARTC), this
Railway connected the distant tea gardens and collieries to the steamerghat of Mohanaghat at
Dibrugarh thereby providing a link through the waterways up to the Chittagong (now in
Bangladesh) and Kolkata Ports. Thus, Assam was connected to the outside world in 1895,
when the DSR was connected to Assam Bengal Railway and the rail traffic started growing
gradually in this region. For the purpose of overhauling and maintenance of the locomotives,
this workshop was established as a Loco Workshop under Loco Supdt. W. Holker in 1881. A
brief profile of the workshop is given below.
i. The Total area of the railway workshop is 62,210 Sq. Mtrs.
ii. The Length of Broad Gauge track is 5.5 km.
iii. Road inside workshop 1.5 km.
iv. The total number of employees working at the railway workshop is about 1500 out of
which nearly 200 employees are office staff.






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2.2 History of DBWS in chronological order
1922 - Workshop shifted to the existing site due to erosion by river Brahmaputra.
1942 - Portion of Pahartoli Workshop, Assam Bengal Railway (now Bangladesh
Railway) shifted to DBWS .
1945 - Management of DBWS taken over by the state under Bengal Assam Railway.
1947 - DBWS included in Assam Railway.
1950 - DBWS came under N. E. Railway.
1958 - After bifurcation of N.F. Railway from N.E. Railway DBWS came
under N.F. Railway.
1995 - Last MG Steam Loco turned out after POH in Aug / 1995.
1997 - POH of MG Steam Locos, Coaches and Steam Cranes suspended due to Gauge
Conversion of LMG-DBRT MG line from Feb / 1997.
1998 - POH of BG coaches started. First BG coach turned out on 04.06.98.
2002 - POH of MG Wagon discontinued in Sept/2002.
2006 -Trade merger effected by re-deploying staff of redundant trades and shops were
re-organized.

Indian railways have two major trade unions:
1. National federation for Indian Railway men (NFIR) which is controlled by the
Indian National Trade Union Congress (INTUC) which is for the office
employees working in the Indian Railways. It is also called the Employees union.
2. All India Railwaymen Federation (AIRF) is also controlled by Indian National
Trade Union Congress (INTUC) but it is for the workers employed in the Indian
Railways. It is the Mazdoor union.
Apart from it the railway workshop also has a local trade union Purbanchal Mazdoor
Sangha which mainly deals with the problems of the employees of North-Eastern
India.


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2.3 Head office and branches
HEAD OFFICE
SDGM &Appellate Authority
GM Office, N.F.Railway,
Maligaon, Guwahati-781011
P&T No. 0361-2676055
CUG : 9957550003
Fax No. 0361-2676055
Fax No.0361-2676055
sdgm@nfrrailnet.gov.in

BRANCH ( N.F. RAILWAY WORKSHOP)
N.F. Railway Workshop
Near DHSK College
Rohini Kanta Bordoloi Road
Dibrugarh 786001
Assam









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CHAPTER I I I
FI NDI NGS OF THE STUDY








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3.1 Analysis of data collected from the TU Employees
The sample workers numbering 150, have been classified according to their ages in
the following chart:
Fig. 1

Table 1





Interpretation of the table above:
Table 1 reveals that 46 p.c. of the laborers are within 35 44 years of age,
followed by 27.33 p.c. of laborers in the age group of 45 55 years.18 p.c. workers are
within 25 34 years of age. Only 13 laborers above the age of 55 years have been found.
0
5
10
15
20
25
30
35
40
45
50
25 - 34
years
34- 44 years 45-54 years 55 - 60
years
percentage 18 46 27.33 8.67
p
e
r
c
e
n
t
a
g
e

Age wise distribution of the
employees
Age groups (in years) No. of samples Percentage (%)
25 34 27 18.00
35 44 69 46.00
45 54 41 27.33
55 60 13 8.67
Total
150 100
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TABLE 2
Distribution of the respondents on the basis of their education qualification
Education levels No. of samples
No. %
Class X 15 10.00
Class XII 40 26.67
Graduate 30 20.00
Post Graduate 4 2.67
Technical Course 61 40.66
TOTAL 150 100

Interpretation of the table above:
The above table reveals that 40.66 p.c. of the samples studied have technical
background in education. 26.67 p.c. of the samples have been found to be educated till class
XII level and about 20 p.c. are found graduates. Only about 3 p.c. of the labourers have
completed their masters or post graduate level.








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Sex wise distribution of the labourers
Fig. 2

Table 3
No. of
males
Percentage
(%)
No. of
females
Percentage
(%)
Total Percentage
(%)
117 78 33 22 150 100

Interpretation of the table above:
Table 3 reveals that 78 p.c. of the total samples under the study area are male and
the rest 22 p.c. are females.






78%
22%
percentage
male
female
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Fig. 3

Table 4
Designation No. of labourers Percentage (%)
Foreman 8 5.33
Welder 12 8.00
Fitter 2 1.33
Technician helper 23 15.33
Technician grade I 56 37.33
Technician grade II 30 20.00
Technician grade III 19 12.67
TOTAL 150 100


0
10
20
30
40
Foreman
Welder
Fitter
Technician helper
Technician grade I
Technician grade II
Technician grade III
Foreman Welder Fitter
Technician
helper
Technician
grade I
Technician
grade II
Technician
grade III
percentage 5.33 8 1.33 15.33 37.33 20 12.67
job profile of the employees
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Interpretation of the table above:
In the table, the job profile of the employees are presented and it is seen that above 35
p.c. of the workers are under the profile of Technical grade I. About 20 p.c. of the the
workers are under the profile of Technical grade II. 15 p.c. workers are Technician helpers.
TABLE 5
Monthly wages
Monthly wages (in Rs.)
No. of
samples
Percentage (%)
10001 15000 0 0.00
15001 20000 90 60.00
20001 -- 25000 31 20.67
25001 and above 29 19.33
TOTAL 150 100

Interpretation of the table:
It is been found in the study that a large number of the workshop employees i.e. 127 which
constitute nearly 85 p.c. are satisfied with their wages and the wage structure.
The diagrammatic representation of the monthly wages of the respondents (in Rs). is shown
in Fig. 4 in the following page.
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When asked about the revision of wages in the recent past the response was a negative one
and more than 95 p.c. i.e 143 out of 150 respondents said that there has been no revision of
wages in the recent years.









Rs.10001 - 15000
Rs.15001 - 20000
Rs.20001 - 25000
above Rs. 25001
0
10
20
30
40
50
60
Rs.10001 - 15000 Rs.15001 - 20000 Rs.20001 - 25000 above Rs. 25001
percentage 0 60 20.67 19.33
monthly wages (in Rs)
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TABLE 6
Role of trade union in revision of wages
Role of Trade Union No. of sample Percentage (%)
Memorandum has been
forwarded to higher authority
79 52.67
Strikes 33 22.00
No role played by T.U.s 38 25.33
TOTAL 150 100

Interpretation of the table:
It is seen that more than 50 p.c. of the respondents agreed with the memorandum forwarded
to the higher authority for revision of wages by the Trade Unions. It is also seen that strikes
even ocured by the Trade Unions for the revision of their wages. Whereas according to the
view of a quarter of the employees they say that the TU have not played any serious role for
the revision of the wages.


Apart from revision it is found that workers are provided with extra time pay and bonus
facilities apart from their wages and salaries which can be termed as some extra financial
benefits to the workers.


When questioned about the non financial benefits provided to the workers and their family,
railway employees irrespective of their designation and grade enjoy these following facilities
during their tenure of work with the railways. They are as follows:
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1. Free Education facility for the child.
2. Free Quarter facilities.
3. Free medical facilities for the employee and his family.
4. Free travelling allowances ( two allowances per year)
5. Over time facilities
6. Provision of accessories for safety of the workers during work.
7. Canteen facility at a subsidized rate.
8. Recreational rooms.
9. Rest rooms. Etc.
These above mentioned facilities are provided to all the workers.

It has been also observed in the study that all of the welfare facilities were provided to the
workshop employees at will of the Railway Authority.


When asked if there had been any pressure by the TUs on the Higher Authority for providing
of welfare facilities about 70 p.c of the respondents said that looking back to the history of
the trade unions clearly shows us their strikes and demands for the betterment of the people
working there. Whereas the rest are unaware about any such role because such incident took
place a long time back.




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Conflicts between management and TUs relating to payment of wages and
welfare facilities
Fig. 5

Table 7
Always
conflicts
Sometimes Never TOTAL
Respondents 40 89 21 150
Percentage 26.00 59.33 14.00 100

Interpretation of the table:
In table 7 we found that less than 15 p.c. of the respondents said that they have not seen any
conflicts between the management and trade unions. Whereas half of the total respondents of
the study replied that conflicts sometime arises between the management and the trade
unions.


26%
60%
14%
Conflicts between management and
TUs
Always conflicts
Sometimes
Never
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It is found in the study that if any conflict arises, the Trade Unions along with the
management come to an amicable decision through various ways. The few ways to resolve
conflicts among the two bodies are through:
I. Collective bargaining.
II. Meetings with the Higher authority.
`1
TABLE 8
Promotion during the tenure of work
Promotion No. of respondents Percentage
Yes 134 89 .00
No 16 11.00

Interpretation of the table:
It is seen in table 8 that 134 out of 150 respondents which constitutes 89 p.c. have received
promotion during their tenure of work. The rest 11 p.c. whereas cannot be termed as those
employees who have not received any promotion yet as because they are new joinees in the
organization who have not completed their 3 years of service. Promotion is provided to the
employees after 3 years of their job.



Again when asked if they are hopeful of any future promotion opportunities about 71 p.c.
which constitutes 107 out of 150 respondents gave a positive reply . The rest 29 p.c. does not
mean that they do not have any promotion opportunities but they are about to retire from their
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jobs in a couple of years. Even for a few respondents their educational qualifications do not
allow them for further promotions.


The procedure of promotion of the workshop employees are based on two methods adopted
by the Railway Authority. They are:

1. Promotion on the basis of Seniority in a particular designation.
2. Promotion on the basis of qualifying the departmental exams conducted by the
Railway recruitment Board ( RRB).

The promoted candidates and the workers or the new joinees to the post are being trained
under supervisors where they go through a training programme which is designed for a
month. Here the workers are trained in the workshop and finally deputed at work.

Trade unions have played a major role in helping the workers for their further promotions.
The TUs helps in upgrading the quality of work of the workers so that they can forward the
names of the deserving candidates for promotion from the present grade to the next grade.



When questioned to the employees about retirement benefits a large number of the
respondents i.e. 128 out of 150 which constitutes about 85 p.c. who have been employed in
the workshop before the 2004 will enjoy retirement benefit schemes. Whereas New Pension
Schemes (NPS) have been proposed by the Trade Unions for the employees employed after
2004 as because the pension scheme has been stopped by the govt. The workers employed
after 2004 cannot avail the pension scheme and hence Trade unions are fighting hard for its
24 | P a g e

members to avail a pension scheme for them and therefore the proposal for NPS have been
forwarded to the higher authority of railways and the central government.


The recruitment procedure for new recruitment takes place when advertisements for
vacancies of posts are released by the Railway. The examinations are conducted by the
appropriate authority and the selection of the candidate is done by the Railway Recruitment
Board (RRB).


Even Railway Recruitment committee (RRC) recruits new employees for vacancies once they
clear the written examinations conducted by the Railways.


One of the other ways of recruitment is Recruitment on Compensation Grounds i.e. if an
employee expires during the tenure of his work , a family member of his, is to get a job in the
Railways on the post of his deceased family member or according to vacancy within 15 days
of his death.


It is been found that the Trade Unions within the railway i.e. NFIR and AIRF cannot do
strikes even if the trade unions are not satisfied with the recruitments being made. But the
local Trade unions that exist outside the Indian Railways can do strikes if they find that the
recruitments which are being made are bought from outside the state and no local people are
given any opportunity.


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CHAPTER - I V
CONCLUSI ON AND SUGGESTI ONS









26 | P a g e


4.1 Inferences on the hypothesis
H
1
: The hypothesis that Trade Union plays a major role in providing better financial
facilities is accepted.
H
2
: The hypothesis that Career improvement opportunities are not provided to the
Group D workers of the railway workshop is rejected
H
3
: The hypothesis that Workers are satisfied with the welfare facilities they are
being provided with is accepted.
H
4
: The hypothesis that Trade unions of the Indian Railways plays an influential
role in the recruitment process is rejected.


4.2 Conclusion:
Based on the above findings the following conclusions have been made on the
information collected from the employees.

High proportions (more than 65 p.c. of the employees) are within the age group of
25 44 if taken jointly.

The education qualification of 41 p.c. of the samples studied have technical
background.

78 p.c. of the total samples under the study area are male

The job profile of the employees are presented and it is seen that above 35 p.c. of the
workers are under the profile of Technical grade I. About 20 p.c. of the the workers
are under the profile of Technical grade II. 15 p.c. workers are Technician helpers.

27 | P a g e

It has been found that in the railway workshop employees are paid wages on a
monthly basis. It is observed from the Table that the salaries of more than half of the
respondents (60.00 p.c.) of the workers are within Rs. 15001 20000 per month.

It has been found in the study that a large number of the workshop employees i.e. 127
which constitute nearly 85 p.c. are satisfied with their wages and the wage structure.

95 p.c. i.e 143 out of 150 respondents said that there has been no revision of wages in
the recent years.

More than 50 p.c. of the respondents agreed with the memorandum forwarded to the
higher authority for revision of wages by the Trade Unions.

Extra time pay and bonus facilities are provided to the employees apart from the
regular financial benefits.

Non financial benefits are provided to the workers and their family. They are as
follows:
o Free Education facility for the child.
o Free Quarter facilities.
o Free medical facilities for the employee and his family.
o Free travelling allowances ( two allowances per year)
o Over time facilities
o Provision of accessories for safety of the workers during work.
o Canteen facility at a subsidized rate.
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o Recreational rooms.
o Rest rooms. Etc.

It has been also observed in the study that all of the welfare facilities were provided to
the workshop employees at will of the Railway Authority.
About 70 p.c of the respondents said that looking back to the history of the trade
unions clearly shows us their strikes and demands for the betterment of the people
working there.

Over 80 p.c of the respondents agreed of conflicts among the management and the
trade unions.

The few ways to resolve conflicts among the two bodies are through:
1. Collective bargaining.
2. Meetings with the Higher authority.

134 out of 150 respondents which constitutes 89 p.c. have received promotion during
their tenure of work.

71 p.c. which constitutes 107 out of 150 respondents are hopeful of future promotion
opportunities.

Promotion of the workshop employees are based on

1. Promotion on the basis of Seniority in a particular designation.
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2. Promotion on the basis of qualifying the departmental exams
conducted by the Railway recruitment Board ( RRB).

The promoted candidates and the workers or the new joinees to the post are being
trained under supervisors where they go through a training programme which is
designed for a month.
The TUs helps in upgrading the quality of work of the workers so that they can
forward the names of the deserving candidates for promotion from the present grade
to the next grade.
128 out of 150 which constitute about 85 p.c. who have been employed in the
workshop before the 2004 will enjoy retirement benefit schemes.
The recruitment procedure in the NF railways is controlled by
The Railway Recruitment Board (RRB).
Railway Recruitment committee (RRC)
Recruitment on compensatory grounds.

Trade Unions within the railway i.e. NFIR and AIRF cannot do strikes even if the
trade unions are not satisfied with the recruitments being made. But the local Trade
unions that exist outside the Indian Railways can do strikes if they find that the
recruitments which are being made are bought from outside the state and no local
people are given any opportunity.





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4.3 SUGGESTIONS:
Based on the following conclusions, a few suggestions are being forwarded below:
a. It is found that, there is centralization still prevailing in the
Railways Trade Union. They are no doubt strong enough but
still have much more limitations as compared to Trade Unions
of other organizations. According to me it would be better if it
is decentralized.
b. Revision of wages should be taken care of by the management
and the trade unions must force the higher authorities for
revision of wages.














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CHAPTER - V
ANNEXURE AND BI BLI OGRAPHY










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ANNEXURE I
BIBLIOGRAPHY
Books referred:
1. Bahgoliwal, Dr. T.N., Personnel Management and Industrial Relations. Sahitya
Bhawan Publications, Agra. Revised edition, 1996.
2. Chhabra, T.N., Human Resource Management, Dhanpat Rai & Co. (P) Ltd. New
Delhi. Fifth Edition.
3. Gupta, Shashi. K & Joshi, Rosy, Human Resource Management. Kalyani Publisher,
New Delhi. Fourth and enlarged edition, 2007.
4. Mamoria , Dr. C.B.; Mamoria, Dr. Satish; Gankar, S.V.; Dynamics of Industrial
Relations. Himalayan Publication House Pvt. Ltd., Mumbai. Fifth publication, 2005.

Websites:
1. www.airfindia.com
2. www.nfirindia.org
3. www.dbws.org








33 | P a g e

ANNEXURE II
INTERVIEW SCHEDULE
Interview schedule for the trade union employees:

1. Name :
2. Age
3. Gender:
4. Education: Class X / Class XII / Graduate / post Graduate/ technical course.
5. Marital status: Married / Unmarried
6. Children:
7. Job designation:
8. Tenure of work:
9. Which income group do you fall under:

Wages in Rs. Respondents
10001 15000
15001 20000
20001 25000
Above 25000


10. Are you satisfied with the present income? Yes No

11. Have there been any revision of wages among the workers in the recent past i.e.
within these couple of years. Yes
No


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12. If yes, did Trade union play any major role in the revision of wages?

13. What are the other financial facilities provided to the workers other than wages and
salaries?


14. Does the organization provide for any welfare facilities other than the financial
facilities? Yes No

15. Are the facilities available to you? Yes No

16. Are the facilities provided only to you or even to your family members?
Yes No
17. What are the welfare facilities you are being provided with?



18. Did the organization facilitate these welfare facilities at their will?
Yes No

1. 2.
3. 4.
5. 6.
7. 8.
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19. Did the Trade Union had to fight for these facilities. Yes No

20. Have there been any conflict between the trade unions and the management related to
the payment of wages issue?
There are
always conflicts
Sometimes No


21. What is the role adopted by the trade union to solve such problems faced in the
organization.


22. Is collective bargaining method applied for solving such problem?


23. Please suggest if any other method is more efficient in solving such problems?


24. How long have you been working under the same grade?


25. Have you been promoted ever during your tenure of work till date?


26. Is there any opportunity for you of promotion to the next grade?

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27. What is the procedure of promotion?


28. Is training provided to the workers which are being promoted or they are straight
away deputed at work?
Yes No


29. Has the Trade Union played any significant role in promotion of its members /
workers?


30. Is there retirement benefits scheme for the employees? Yes No
31. What are the other financial and non financial facilities provided to the employees or
workers during / after their retirement?


32. Are their pension schemes for the workers? Yes No

33. Is there any record of trade union fighting for the retirement benefit plans of the
workers?

34. What is the procedure of new recruitment in the Railway Workshop?

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35. Is there any role of the Trade Union in the recruitment process?



36. What is the role of the Local Trade Union in the recruitment process?


37. Have there been any strikes from the Trade Unions because of the recruitment process
in the last one year.




THANK YOU