BY GROUP 4

OBJECTIVE
To study and analyse IR practices followed at Zuari Agro chemicals ltd and also have a look at the trade unions functioning in the company, study the activities carried out by them and the welfare practices adopted by the company.

COMPANY PROFILE
The company produces high-quality complex

fertilizers of various grades along with seeds, pesticides, micro nutrients, and specialty fertilizers Zuari fertilizer plant has an annual installed capacity of 9,46,000 metric tonnes of fertilizer The company has a manufacturing facility at Goa, with four plants, dedicated to provide farmers with urea, DAP and NPK based fertilizers. All products are marketed under the "Jai Kissan" brand. There are around 1000 workers, working at the plant

HUMAN RESOURCE MANAGEMENT & ADMINISTRATION

H.O.D HR & Admin

Sr. Officer (Training) Asst.Officer (Training)

Asst.Manager (Admin)

Officer

Receptionist

Asst. HR

FUNCTIONS
Recruitment and selection.

Conducting Induction program.

Salary. Training.

IR AND THE COMPANY

Industrial relations in Zuari industries is managed by taking into account the social and economic environment in which the Company works, as well as the labour and legislation of the country concerned
The company has 2 IR officers appointed. MR APH

karvalo (Senior manager) and SU khan ( Junior manager). The company currently has 4 trade unions that are registered. 1 is internal that is ZACLEU which is connected to bhartia sena. The other 3 unions are external that are AITUC (All india trade union congress) GKS(Goa kranti sena) and ZCWU (Zuari contract workers union

ACTIVITIES CARRIED OUT BY THE TRADE UNIONS IN THE COMPANY:

Collective bargaining.
Prepare for negotiations, including attending relevant

meetings. Inform members of progress and outcomes. Prepare for meetings with the employer about matters for which the trade union has only representational rights. Employees who are Trade Union Learning Representatives are also permitted reasonable time off during working hours to undergo training Meeting full time officers to discuss issues relevant to the workplace. Voting in union elections.

MEMORANDUM OF SETTLEMENT
Terms of settlement are as follows: Enter into and abide by this settlement for the period stipulated i.e 1-01-2008 to 31-12-2010. Accept the terms and conditions of this settlement of all demands raised by ZACL employees. Co-operate in creating a climate of healthy industrial relations and to maintain industrial discipline and efficiency thus improving productivity and encouraging performance of a fair days work by employees and discouraging absenteeism. Make earnest efforts to resolve through mutual discussions and constitutional means any differences or disputes that may arise and Give each other 14 days clear notice of their intention before commencing strike/lockout as the case may be Either party will not resort to this extreme step until all efforts have been made to reach a settlement through the process of collective bargaining.

WELFARE ACTIVITIES
Canteen facilities. Accommodation in the Zuari colony. 2 clubs. Free water. Electricity and television connection.

Celebrating festivals like Christmas, Lakshmi pooja,

independence day, Republic day to bring in unity. Health practices- The company has its own health centre where the employees get treated incase of emergency. Uniforms. Medical facilities for employees covered under ESI scheme.

 Worker participations is done through monthly

review meetings. Performance appraisal review is done every 4 months with the chairman. There is also annual review that takes place. Weekly shop floor meetings are conducted where the workers and head of each department come together and discuss the various issues.

INDUSTRIAL DISPUTES AND THE STRIKES THAT HAPPENED

Guard's suicide: Zuari Industries Limited workers

strike work On 23rd august 2012 about 300 workers of ZIL from security, maintenance and other departments along with the families of the security guards held the strike. All India Trade Union Congress (AITUC) took the charge and reported that the guards were being harassed over the last three years and verbally abused. This led to a fatal incident whereby a contract based worker committed suicide as he couldnt

 The south Goa collector was called in and it was

only because he assured that the head of the security department Mr Dilip kumar will face punishment the workers called off the strike. The management of ZIL suspended Mr Dilip Kumar and called a meeting with the workers and addressed the workers getting them into confidence.

GRIVIENCE HANDLING PROCEDURE

1) There is a redressal forum. The process is any employee with any grievance reports to the immediate superior then the sectional head if its still not solved then its reported to the HR dept. 2) Whistle blower policy: ZIL believes in the conduct of the affairs of its constituents in a fair and transparent manner by adopting the highest standards of professionalism, honesty, integrity and ethical behaviour. As a result of which it provides its employee a secure and a fearless working environment and has established the "Whistle Blower Policy". The purpose of the policy is to create a fearless environment for the employees to report any instance of unethical behaviour, actual or suspected fraud or violation of the Company's code of conduct or ethics policy to the authority in charge, The framework of the policy strives to foster responsible and secure whistle blowing. 3) Domestic inquiry is conducted in case of any disciplinary issues, enquiry officer is appointed and currently there are 13 enquiries going on.

POLICY FOLLOWED INCASE OF A STRIKE

Democratic process.
Conciliator appointed if required.

GROUP FINDINGS
Based on our visit to Zuari Adventz and our conversation

with the various executives and staffs of the company, we feel that: Zuari Adventz follows a very good IR practices to maintain and retain its workers. Zuari believes that investing in people is a major component that enhances the profitability of the company. The company has a well developed dispute solving and conflict resolving procedure which they abide by thoroughly The HR executives has a well defined grievance solving chart to solve disputes, so there is no chaos when such a situation exists all of a sudden. Its not easy to manage over 700 workers and allowing workers a shop floor meeting, providing them with housing facilities and the various welfare activities carried

RECOMENDATIONS
The company should have a separate IR department and

more of participatory activities. More welfare activities for the blue collared employees because all the management clubs, wedding gift and education facilities are made only for the white collared employees. The company currently does not follow any code of decline it depends on the strike that takes place and then the management decides what to do. Instead having a action plan in advance could help. The company needs to have better and more understanding relations with the union leader so that in case any demand needs to be put forth he can directly contact the management. Organising meeting with the union leaders and