Employment Relations in India Ch-13

5TH EDITION
INTERNATIONAL
& COMPARATIVE
EMPLOYMENT RELATIONS
Globalisation and change
Edited by Greg J Bamber,
Russell D Lansbury and Nick Wailes
Allen & Unwin, 2011. These slides are support material for International and Comparative Employment Relations 5th edition. Lecturers using the
book as a set text may freely use these slides in class, and may distribute them to students in their course only. These slides may not be posted on
any university library sites, electronic learning platforms or other channels accessible to other courses, the university at large or the general public.

CHAPTER 13
Employment Relations in India

C. S. Venkata Ratnam and Anil Verma

2
Chapter 13:
India
International & Comparative
Employment Relations 5
th
edition
Russell D Lansbury & Nick Wailes
Copyright Allen & Unwin, 2011
Lecture Outline
Key Themes
Context
The Actors
Representation in Indian Industrial Relations
Agreement Making
Economic Context for Reforms
Current Issues in Employment
Labour Laws Reforms
Conclusions
3
Chapter 13:
India
th
edition
Key Themes
Major Economic Reforms in the 1990s paved the way for high
Economic Growth in India and involved the considerable liberalisation
of the expansive Labour Laws.
There is a large Rural Sector and a large Informal Sector in which
Unions and Collective Bargaining are rare.
Trade Union Membership overall is low but Membership and
Collective Bargaining coverage is higher in the Public Sector and Large
Enterprises.
There are weak Laws regarding Trade Union Recognition and
Representation and poor enforcement of Labour Laws and Collective
Agreement Provisions.
Current concerns include lack of protection for workers who have
been made worse-off by the Market-based Labour Reforms, poor
growth prospects in Key Parts of the Labour Market, high rates of
Contract and Casual Workers, increasing downsizing and a low-value
added IT sector.
4
Chapter 13:
India
th
edition
Context
The Indian Industrial (IR) Relations System is rooted in British
Common Law.
The IR System also reflects Indias Diverse Population.
The Unionisation rate is low at 5% of the total workforce due in
part to large Rural and Informal Sectors, which are not
unionised.
Most Unions are concentrated in Large Enterprises and Govt
related Sectors.
After slow development during most of the 20
th
century,
Economic Growth has been high since the mid-1990s.
Indian Labour Laws were liberalised as part of a broader
Deregulation Program in the 1990s, changing what was one of
the most Protective Labour Law Regimes in the world.
5
Chapter 13:
India
th
edition
Trade Unions in India 1
Trade Union Movement emerged between 1850-1870 with the
emergence of early manufacturing in Textiles, Jute and Light
Engineering.
The First National Federation of Trade Unions, All India Trade
Union Congress (AITUC), was established in 1920 to fight
Colonial Rule and Capitalism.
The Movement split into three major Federations around the
time of Independence from Britain in 1947: AITUC, The Indian
National Trade Union Congress (INTUC), and Hind Mazdoor
Sabha (HMS).
Unions are closely affiliated with Political Parties. The number of
unions proliferated as more Regional Political Parties emerged
after General Election in 1967, some of which set up their own
Trade Union Wings.
6
Chapter 13:
India
th
edition
One of the largest union to have developed from a Regional
Political Party is the Centre of Indian Trade Unions (CITU) which
is aligned with Communist Party of IndiaMarxist (CPI-M or
CPM).
By the mid-2000s, there were over a dozen Federations of Trade
Unions.
There may be over 1,00,000 unions in India, but accurate figures
are not known because the Govt does not collect data on Unions.
Prevalent form is the Union Shop, where Union Membership is
acquired by all employees after employment in an establishment
where a union is recognised by the employer.
The Closed Shop System (where only members of the Union can
be employed) exists informally in Wholesale Markets and on
Railway Stations among Manual Workers.
7
Chapter 13:
India
th
edition
The Indian Constitution and Freedom of Association
The Right to belong or not to belong to a Union is guaranteed in the
Indian Constitution (Article 19(c)).
It is not compulsory for a worker to join a union, but it is
unconstitutional to prevent them from joining one.
Trade Union Registration and Recognition are not compulsory.
In order to stop the Proliferation of Unions, the Trade Union Act 1926
was amended in 2001 to require that 10% of workers or 100 workers
(whichever is less) at an establishment be members for Registering a
Union. 7 people are required to form an Unregistered Union.
The Law is silent on whether Unions are formed along Craft,
Employment Category or other lines.
Trade Unions can pursue Economic, Political, Social and Welfare
objectives and can raise and maintain Political Funds.
8
Chapter 13:
India
th
edition
Trade Unions and Politics
The Trade Union Movement is closely linked with Political Parties, as
historically Unions played a major role in the Struggle against Colonial Rule.
Some leaders of the Freedom Struggle were also leaders of the Trade Union
Movement.
Following Independence, this association resulted in Welfare-State and
Socialist Policies involving the Nationalisation of Critical Industries combined
with investments in Large Scale Public Enterprises.
The close association between Unions and Political Parties has assured
Politicians of Votes from the Working Classes and enabled Unions to better
defend their members interests. But the association also creates problems:
Divisions in Political Parties lead to Divisions in Unions; Industrial Relations
issues become Political Issues in conflicts between State and Central Govts
of different persuasions; and recently, Unions have also struggled with their
Associated Political Parties adopting Neo-liberal Policies in order to
encourage Investment and Competition as these Policies tend to be
detrimental for workers.
9
Chapter 13:
India
th
edition
National Trade Union Centres
Any Union with a minimum of 5,00,000 Members spread
over at least four Industries and four States will be
recognised as a National Trade Union Centre.
There are five Centres in India which fulfil this criterion:
The All India Trade Union Congress (AITUC)
Bharatiya Mazdoor Sangh (BMS)
Hind Mazdoor Sabha (HMS)
The Centre of Indian Trade Unions (CITU)
The Indian National Trade Union Congress (INTUC)
There are at least 7 other National Unions which the Govt
consults with.
10
Chapter 13:
India
th
edition
Enterprise-level Unions
There are two kinds of Enterprise-level Unions: Those
affiliated to National Centres and those without any
affiliation to Political Parties.
In some large Organisations/Enterprises, there are over a
hundred Trade Unions.
Trade Unions based on craft, occupational or employment
category and caste are not uncommon in India.
Within an Enterprise there can be separate Unions for
Workers (on the Shop Floor), Staff (Attendants, Drivers,
Clerks, Typists etc), Supervisory Staff and
Executives/Officers.
11
Chapter 13:
India
th
edition
Management and Employers Organisations
The earliest Employer Associations were formed primarily in Industries such as
Jute, Textiles and Engineering in response to Labour Laws enacted after
Independence from British Rule.
The Principal Umbrella Organisation for Indian employers is the Council of
Indian Employers (CIE).
Employer Organisations proliferated after Independence, and then their
structure was consolidated. CIE was formed when the Employers Federation
of India (EFI) amalgamated with the All India Organisation of Employers
(AIOE) in 1956 .
Public Employers at both National and International levels originally had a
separate representative body called the Standing Conference on Public
Enterprises (SCOPE). SCOPE joined CIE in 1973.
Chambers of Commerce, Industry Associations and Representative
Organisations of the Public Sector are all members of these organisations.
CIE represents the interests of Large Scale Industry and represents Indian
employers at the International Council of Employers and at the International
Labour Organization.
12
Chapter 13:
India
th
edition
Representation 1
Employers Organisations in India play two representative
roles:
1. They nominate Representatives of Employers in Voluntary or
Statutory Bodies set up to determine Wages and Conditions of
Employment in a particular Industry or Sector and for consultation
on Social and Labour matters in the National and Global context.
2. They seek to redress the grievances of employers against
Legislative or other measures by making submissions to the
authorities concerned.
Employers Associations also represent interests of
Employers in various Committees and Institutions,
Bipartite and Tripartite fora, and serve as a Forum for
Information Sharing, Policy Formulation and consensus
building on Strategic Issues.
13
Chapter 13:
India
th
edition
Representation 2
Non Union Firms
In contrast to the past, it has been increasingly common since the
1990s to find establishments with no union presence, for instance, in
Software Companies and in several Car Manufacturers.
Employers have adopted Union Avoidance Tactics such as the use of
Greenfield Sites (which have High Capital Investment and Technology
and Lower Labour Intensity), offering Above Average Wages and
Conditions, and asking employees to participate in Anti Union
Activities

Collective Bargaining
Only about 2% of the total workforce, but over 30% of the workers in
the Formal (Organised) Sector, participate in Collective Bargaining.
In the Public Sector and the largest Public and Private Sector
Enterprises the figure is 70% or more.
Legislation encourages Govt adjudication of disputes.
14
Chapter 13:
India
th
edition
Representation 3
Historical context for Industrial Relations
At the time of Independence, the British gave India a Legal
Framework aimed primarily at Dispute Resolution.
After Independence, the Indian Govt adopted the Soviet Model of
planned Economic Development and sought to achieve a Socialist
Society.
Industrial Harmony was considered a necessity for State-led
Development.
Several Industries were Nationalised in the early 1970s and, during
the Emergency (1975-77), Labour Laws changes restricted
employers ability to sack workers and close operations that were no
longer viable. Workers participation in Management was adopted as
a Directive Principle of State Policy.
Prior to the 1990s reforms, two National Commissions on Labour
had recommended Comprehensive Reforms to Labour Laws.
15
Chapter 13:
India
th
edition
Representation 4
Freedom of Association
The Constitution guarantees the Fundamental Right to Freedom of Association.
The Right of Collective Bargaining is not extended to Industrial Workers in
Government Undertakings (e.g. Railways, Post, Telecommunications).
Compensation for these workers is based on Recommendations of Pay
Commissions appointed periodically by the Govt.
National Labour Laws do not mandate employers to either Recognise Unions or
engage in Collective Bargaining, but some States have provisions recognising
Trade Unions.
India has not ratified some ILO Conventions concerning Right of Association.
Determination of a Collective Bargaining Agent
Determining a Collective Bargaining Agent has been a controversial issue
historically.
Some States have measures for recognising Unions as Agents in bargaining, for
example: a Code of Discipline which is common in the Public Sector; Secret
Ballots; a Check-off System; and Membership Verification.
16
Chapter 13:
India
th
edition
Representation 5
Collective Agreements and Disputes
An Agreement with one Trade Union is not binding on members of other
unions unless arrived at during Conciliation Proceedings.
This means that even if one Union has an Agreement, other unions can raise an
Industrial Dispute with an employer.
A Collective Agreement is binding only for the workers who have negotiated
and signed the Agreement, but a Written Settlement arrived at in the course
of Conciliation Proceedings is binding not only on the actual parties to the
Industrial Dispute but also on the heirs, successors or assignees of the
employer and all the present or future workers in the establishment.
Under the Industrial Disputes Act, disputes can be settled with or without
recourse to the Government Conciliation Machinery. Arbitration or
adjudication follows failed conciliation.
An Award can be an Interim or Final determination of an Industrial Dispute
by a Labour Court, Industrial Tribunal, National Industrial Tribunal or an
arbitrator. Awards are legally enforceable instruments.
Collective Bargaining is rare in the Informal Sector.
17
Chapter 13:
India
th
edition
Representation 6
Unfair Labour Practices
The Industrial Disputes Act defines the following as
Unfair Labour Practices:
Refusal by the Employer to bargain collectively in good faith
with Recognised Trade Unions,
Refusal by a Union to bargain in good faith with the employer
Workers and Trade Unions engaging in Coercive Activities
against certification of a Bargaining Representative
Breaching an Industrial Settlement is punishable under
law.
Employers use many tactics to undermine Unions,
Actions which are illegal but go largely unprosecuted.
18
Chapter 13:
India
th
edition
Levels of Bargaining and Agreements 1
National-level Agreements
Prior to the 1970s, Wage Boards appointed periodically by
the Govt set wages and conditions in some Industries.
From the 1970s, Sectoral Bargaining at the National Level
was prevalent mainly in Govt Dominated Industries (e.g.
Banking and Coal) as well as Steel, Ports and Docks. This is
largely still the case today.
In Pay Determination, Civil Servants Pay provides the
Benchmark for the rest of the Public Sector, and Public
Sector Pay is then the Benchmark for Unionised Private
Sector Workers where Collective Bargaining tends to be
more adversarial and contentious.
19
Chapter 13:
India
th
edition
Firm/Plant-level Agreements
While employers generally prefer bargaining at the Plant
Level, Unions press for bargaining at higher levels to
increase their Bargaining Power.

Duration of Agreements
Duration of Collective Agreements increased during the
1970s and 80s, and again in the 1990s in the Public Sector.
Since 1997, the duration of public sector agreements has
been ten years.
Most Private Sector Collective Agreements typically last for
three years. Public sector agreements can have a much
longer duration.
20
Chapter 13:
India
th
edition
Collective Bargaining in practice
In practice, most unions are highly politicised and the Govt
wields enormous discretionary power without the
commensurate responsibility.
This leads to poor Enforcement of the Law and Collective
Agreement provisions, and frequently unions are co-opted into
the Collective Bargaining crisis by the Govt or by Management.
As a result, Union Members do not have confidence in their union
or its ideology and do not hesitate to change unions. Workers can
choose a union to represent them without belonging to it, can
enjoy the Benefit of Collective Bargaining without joining a union,
and Unions can have Collective Bargaining rights without workers
support.
21
Chapter 13:
India
th
edition
Economic Context for Reforms
There has been a paradigm shift to neo-liberalism since the 1990s, with
emphasis on Economic Growth and Foreign Investment over Labour
Protection.
While India was a Major Economic Force in the 17
th
century, and under
British Rule developed Textiles, Steel, Engineering and other Industries, it
followed Import Substitution Policies in the 1970s and did not partake in
Economic Development at the same time as other Asian Economies.
However, the Information Revolution in the 1980s afforded new
opportunities for Economic Development.
In the last two decades, India has integrated significantly with the Global
Economy, but the majority of Indians remain poor.
The country has achieved unprecedented GDP growth rates since the mid-
2000s and is improving its standing in Global Economic, Competitiveness
and Investment-attractiveness Rankings.
Education levels are poor and the Govt is investing heavily in Vocational
Skills and Education.
22
Chapter 13:
India
th
edition
Current Issues in Employment-1
A large majority of the Workforce has suffered under the Neo-
liberal Reforms, hence the need for a more Interventionist
Labour Policy.
There is Over Dependence on Agriculture and low prospects of
growth in Manufacturing and in the Organised Sector.
There is high incidence of Contract and Casual Staff, who form
over half to three-quarters of the total workforce in some
large factories.
There is much less employment in the Public Sector, which
historically has been an Engine of Economic Growth.
There is hope for increasing employment levels in the Service
Sector, but concerns over the low value that is added by IT
Professionals compared with other countries.
23
Chapter 13:
India
th
edition
Current Issues in Employment-2
Search for Flexibility
One of the catch-cries of the Reform Movement since the 1990s has
been for Greater Flexibility in the Labour Market.
Courts, State and National Govts have responded to the need for
increased flexibility with various Policy Measures that also attempt
(often unsuccessfully) to maintain Worker Protection.
The Consumer Protection Act 1986 prohibits worker action that
impinges on Liberty and normal Civic Activities of Citizens (so City-
wide Freedom protests are not allowable if they interrupt normal
activities).
Similarly, the Right to Collective Bargaining was taken away from
Insurance Workers in the early 1980s as their Agreement with their
employer was found to disadvantage the interests of Policy Holders.
Although some Common Law cases have also established limits on
Industrial Action by Labour, other decisions have expanded Labour
rights or their enforcement.
24
Chapter 13:
India
th
edition
Agenda for Labour Law Reforms
Most commentators believe further Reforms to Labour
Law are needed to sustain the High Growth rate
necessary to pull large Segments of Society out of
poverty.
Some of the most significant areas for reform include the
need for:
Fewer Laws with Better Enforcement;
The elimination of Multiple Definitions across different
Legislations;
Clear Rules for termination of employment;
Removing Managerial Functions from the Scope of Bargaining ;
Independent Industrial Relations Dispute Settlement Machinery;
Skills Development Funds outside of Direct Govt control;
a Tripartite National Wages Council.
Allen & Unwin, 2011. These slides are support material for International and Comparative Employment Relations 5th edition. Lecturers using the
book as a set text may freely use these slides in class, and may distribute them to students in their course only. These slides may not be posted on
any university library sites, electronic learning platforms or other channels accessible to other courses, the university at large or the general public.
th
edition
Conclusions
Labour Policy in India has been too narrowly focused on the 7% of the
Labour Force employed in the Formal/Organised Sector.
The challenge for the Govt is accommodating all Workers and meeting
the plurality of needs in the Labour Market. The Govt is faced with the
Paradox of having to moderate the at times Excessive Protection for
Workers in the Formal Sector (forming 7% of the Labour Force) while
enhancing protection for workers in the informal sector (forming 93%
of the labour force).
Improvements to Education and Vocational Skills Training are needed.
The Labour Administration and Judiciary lack the Professional Skills
and accountability to match their Discretionary Powers, so there is a
need to build a Cadre of Professionals in these areas.
Improvements to the Dispute Resolution System also sorely needed.
Tripartite Negotiations on devising Policies which achieve flexibility
and job security have stalled, and need to be restarted.

Employment Relations in India Ch-13

Загружено:

Сведения о документе

Авторское право

Доступные форматы

Поделиться этим документом

Поделиться или встроить документ

Параметры публикации

Этот документ был вам полезен?

Это неприемлемый материал?

Авторское право:

Доступные форматы

Employment Relations in India Ch-13

Загружено:

Авторское право:

Доступные форматы

5TH EDITION

Вам также может понравиться