It was formed in 1983.

Indias largest passenger car company, accounting for over 45% of the domestic car market. First company in India to mass-produce and sell more than a million cars. Annually exports more than 50,000 car. Manufacturing facilities are located at two facilities Gurgaon and Manesar It offers 14 brands and over 150 variants ranging from peoples car Maruti 800 to the stylish hatchback Ritz.

Avinish kumar Dev, General Manager-HR of Maruti Manesar plant burnt to death by workers while setting ablaze along with him on 18th July. MSIL commented that the riots were not due to the friction between the white collared and blue collared workers over working conditions and wages demands nor of any "exploitation or arbitrariness rather it was a simple disciplinary matter.

A shop floor executive when expressed his displeasure on work attitude of worker and advised him to be concentrated, that worker slapped the executive and assaulted openly on the floor. So , Worker was suspended pending disciplinary proceedings which is minimal action in any industry in such a situation. Union made it a point of prestige. Negotiations went on to resolve the matter.

Management even assured that worker will be taken back shortly but union leaders were adamant to revoke his suspension immediately. This inability sparked the violence. Police has arrested a number of workers of the Manesar plant under the charges of murder and attempted murder.

The violence at Maruti Suzuki Manesar plant was not a result of a one day agitation, it has its roots far back from 2000 only. The Indian labour it hired accepted Japanese work culture and the modern manufacturing process. In 1997, there was a change in ownership, and Maruti became predominantly government controlled. Shortly thereafter, conflict between the United Front Government and Suzuki started.

Labour unrest started under management of Indian central government. In 2000, employees of Maruti Udyog Ltd (MUL) started an indefinite hunger strike, demanding major revisions to their wages, incentives and pensions at Gurgaon plant as they felt that the company's current incentives package benefitted the top management and senior officials.

Employees used slowdown in October 2000, to press a revision to their incentive-linked pay. They started a tool down strike from 3rd October for 2 hours in each shift. The tool-down strike led to production being shut down for a total of six hours on each day. Consequent to the management's demands, production at MUL plant in Gurgaon reduced to 200 units per day, instead of the usual average of 1,500 vehicles.

Consequently, management suspended 12 employees and also mandated all employees to sign a good conduct undertaking before entering the factory premises. The employees' unions agreed to withdraw their agitation if their three main demands were met. Those included: I. The withdrawal of the good conduct undertaking II. Reinstatement of 83 suspended workers III. payment of wages for the period of strike

That union was eventually broken by Maruti and replaced by another which also represented staff at Manesar. It was the Maruti Udyog Kamgar Union (MUKU). Over the next year, around 1,000 workers were offered a choice of voluntary retirement or termination. In 2001, there was another strike for ,against the privatisation of MUL. The government wanted to disinvest its shares from MUL.

When the government wanted to sell its shares it held in Maruti in 2001, workers went on strike because they feared that their working conditions will become worse. After this , on June 4,2011 workers at the plant had gone on a 13-day-long strike demanding the recognition of a new union, the Maruti Suzuki Employees Union (MSEU) because they felt that the present union was dominated by Gurgaon plant workers .

But they were denied the right to form a separate union and hence the workers of MSIL went on strike.

The workers said the company responded by suspending 11 workers and sending bouncers to force them to sign blank pieces of paper.

 A. B. C.

Meanwhile, the file to register MSEU in the labour office was cancelled . Reasons: The employees resorted to an illegal strike; Among those whod signed for a new union, many still retained MUKU membership; some signatures didnt match with the registered ones. (However the revolting workers say theyd all resigned from the old union )

A.

B.

C.

On 28 August, they went on strike again. Result of which Maruti Suzuki suspended 21 workers on charges of sabotaging production and deliberately causing quality problems. Having already gone without a salary for the month, the workers agreed to sign the agreement which includedLack of proper personal appearance, sanitation and cleanliness including proper grooming Conduct in private life prejudicial to the reputation of the company. Habitual neglect of cleanliness as major misconducts

The second truce agreement was signed on 30 September. On 7thOctober, the workers had been on the third round of strike. They alleged that contract workers and trainees were refused work when they reported for duty after the end of one-month agitation.

The workers demanded that the casual workers be taken back, as regular workers had resumed their duties. They also demanded the reinstatement of 44 regular employees still under suspension. The company obtained an order from the High Court not allowing the workers to strike inside the factory premises.

With no water and food, the workers then decided to come out and continue with their strike Finally, the third agreement was signed on 21st October. Under the agreement, the company promised to reinstate 64 out of the 94 suspended workers. The remaining 30 workers remained suspended till further enquiry.

A Grievance Redressal Committee and a Labour Welfare Committee was to be set up with representatives from both the management and the workers. The workers were not paid wages or salary for the period of the strike. But the company has agreed to take care of the request for transport facilities. The three agreements signed last year didnt mention the workers demand for a union even once.

Initial reports claimed wage dispute and the incident to be caste-related. According to the Maruti Suzuki Workers Union a supervisor had abused and made discriminatory comments to a low-caste worker. However , these claims were denied by the company and the police.

Revenge for Junes strike. Cockroaches and dead flies found in the food in the hurried lunch- break that workers earn in the canteen km from the working station.. The tea was without tea leaves or sugar in the 7 minute break. The company doctor gave heavy doses of instant medicines even on minor complaint so that disruption of work could be prevented.

The workers claimed harsh working conditions and extensive hiring of low-paid contract workers which are paid about $126 a month, about half the minimum wage of permanent employees. The percentage of contract labour hired was about 40% and same work was been taken from them as was being done by permanent workers. If a worker is few minutes late, then his half day salary is cut. If a worker takes one day leave, he looses about 1,500 Rs to 2,000 Rs as salary cut in various forms of incentives and allowances. If a worker takes two day leave, he almost looses all the incentives.

One days wage cut of Rs.1500, two days Rs.2200, three days cut of Rs.7-8000 is implemented, so that almost the total months wage is cut. One second late into punching-card entry is a days wage cut, but they have to give full production for that day too. Forced to fill an undertaking form, which means that in case of any problem, workers cannot raise any objections against management

Workers demand to establish an independent union Maruti Suzuki Employees Union (MSEU)in the company. Since April 2012, the Manesar union had demanded a five-fold increase in basic salary Monthly conveyance allowance of 10,000 Laundry allowance of 3,000 A gift with every new car launch And a house for every worker who wants one or cheaper home loans for those who want to build their own houses. In addition to this compensation and normal weekend/holidays, the union demanded the current 4 paid weeks of vacation be increased to 7 week plus each worker have 40 days allowance of sick and casual leave for a total of 75 day.

Unhappy workers have found out a new way to disrupt ongoing work at the plant by creating serious defects in quality of the cars, so they would fail the compulsory vehicle inspection quality test.

Source:http://www.ndtv.com/

Workers indulge in deliberate attempts to reduce output and are compromising customer interests. It was there revenge for the June strike. Refused to sign good conduct form, which aims at ensuring the production of good quality products. Employees are being charged with sabotage and causing quality problems in the cars produced

The root cause of the whole incident is the underlying aggression and the anger of the workers. Lack of control and discipline at the Manesar plant Absence of a proper protocol and employee satisfaction. There are around 3,500 to 4,000 workers employed in the factory, but their status differs significantly Permanent workers at Manesar compared their wages to the wages of permanent workers at nearby Honda, Hero Honda or Maruti Gurgaon plant and voiced anger about the fact that they earn only half as much.

According to Para 9C(1) of Industrial Disputes Act, 1947, every industrial establishment employing twenty or more workmen shall have one or more Grievance Redressal Committee for the resolution of disputes arising out of individual grievances. The company has only one recognized union Maruti Udyog Kamgar Union which is dominated by workers at the Gurgaon plant. The production capacity of Maruti has gone up from 10 lakh units in 2009-10 to 12.7 lakh units in 201011, but there salary has not gone up at all.

Overtime is a compulsion whenever the company needs it and the privilege of paid leave is a fantasy Bouncers were there in company against the workers Till today, the promised grievance redressal committee and labour welfare committee are yet to be set up. There was a huge communication gap between the first level of supervision and the top management. They lacked maturity of a good union leader which is expected out of union leaders of any big company.

Fact is that in this country there are only 10% workers in the organized sector who have a union. 90% are not unionized at all. With the service sector, trade unions had taken a back seat. But in the last few years the manufacturing sector has again starting seeing light of day, and the growth in the automobile sector is the most visible, which is why we are seeing many more such incidents.

External leadership i.e, the senior people at trade unions which are at national level, they were doing their bit in terms of mentoring the younger leaders. They must train them on their rights, duties and responsibilities. There has been a breakdown in the process of how to handle grievances and employee engagement. Supervisors should be the first ones to know the grievances of the workers even before a union does .

Suspension of 10 workers Dismissal of five Discontinued the services of six trainees. Also suspended four workers for "instigating indiscipline" a week before Another four suspended in late July for manhandling supervisors. Charges of sabotage and causing quality problems in the cars produced.

According to Chairman R.C. Bhargava Manesar labour problem is essentially a political issue and not a problem which involves any significant demand from the workers.

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b)

Certain practices which increase this Gap between Worker and Management needs to be abolished. Like :Separate sitting place for Management & Workers i.e. staff should have office space within the production area . Proper connect between staff and workers, involvement of families of workers should be held occasionally in get togethers.

Separate shift timings for staff and workers ( There should be no G Shift at factory premises) Separate Increments, Bonus schemes and declaration of these Separately etc Role of supervisor should be limited to only production related Instructions to be given to workers and all behavioural and discipline related issues should be dealt by HR / IR Team Technology oriented operations reducing demand of man power

Establishment of a new trade union for Manesar Plant and only one trade union should be formed. Trade union should be established with prior conditions: 1. Members of the trade union to be nominated with consent of both workers and management. 2. The leader of this union should be appointed by consent of both management and trade union otherwise the labour will be pro-management.

Code of Conduct- Falling standards of manufacturing. Basic sanitary enhancements demanded by the workforce Improved hygienic conditions at workplace reduces employees dissatisfaction. Managements have to learn how to handle the contract labourers. Companies should conduct better background check for all staffs & even contract labourers.

The Industrial Disputes Act, Section 5 B does not allow any company to either close or undergo any retrenchment. In 2001, the finance minister in his budget speech mentioned that they are going to change this clause. He said that the cut off from 100 persons will be increased to 1, 000 persons and retrenchment allowance which is about 15 days for every year of service would be increased to 45 days. This is something where a tripartite discussion can take place. That flexibility to retrench and add manpower should be there.

There is a need to change the focus from job protection of a few to enhancement of jobs for many. Good practices on employee engagement and communication is top priority. This should cover welfare, grievances, product line issues...everything. Training for supervisors and union leaders. we need a pro active labour department who do take their role as going and inspecting companies and auditing labour unions and the antecedents of their leaders very seriously.

Reforms in labour laws; Factories Act (1948), contract labour act (1947), trade union act (1926), Industrial Disputes Act (1947)...each of these acts need modifications. This doesnt means that changing the acts alone will change the culture. Education and training should happen and Acts are there to aid it.

The govt should work towards forming a separate legislation regarding whether they can form trade union or not. Bipartite bodies should be encouraged. Rights & duties of contract labourers should be clearly defined . Contract labourers should also get some privileges. Advisory board of Haryana should be formed

The percentage of contract labour should be regulated. The minimum wages need to be fixed.3. Proper working conditions should be supervised. Fixing of basic wages

Marutis stocks fell about 9 percent Due to the strike, waiting periods for diesel variants of three models -- Swift, Dzire andSX4 have increased further by up to one month and this has an impact on its sales during this month due to the production loss. The loss is not just to Maruti but also to the industry as spill over effect of this unrest. Tarnished image of India for new FDIs. Investors may not like to invest in Haryana.

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