Trade Union Act 1926

Ganesh Nayak 123 Aman Pakhode 124 Dinesh Jivatramani 161 Sanket gada -110 Ruchit Shah - 162 Rajwinder Singh - 149

Combination, whether temporary or permanent Regulating the relations between workmen and employers Imposing restrictive conditions

Representation

Education and training

Negotiation

Legal assistance

Financial discounts

Welfare benefits

Militant Functions
Higher wages & Better Working Conditions

Fraternal Functions
Protect Women workers

Raise the status of workers

Opportunity for promotion & growth

To protect Labors

Encourage Sincerity & Discipline

Social Pressure

Compulsion

Protection

Labor Union
Political Belief Health and Safety

Tradition

 Trade

unions help in accelerated pace of economic development in many ways as follows: by helping in the recruitment and selection of workers. by inculcating discipline among the workforce by enabling settlement of industrial disputes in a rational manner by helping social adjustments. Workers have to adjust themselves to the new working conditions, the new rules and policies. Workers coming from different backgrounds may become disorganized, unsatisfied and frustrated. Unions help them in such adjustment

Social responsibilities of trade unions include: promoting and maintaining national integration by reducing the number of industrial disputes incorporating a sense of corporate social responsibility in workers achieving industrial peace

Any seven or more members of a Trade Union

No provision of recognition

Only one Union Function Democratically Choice

Regular and democratic elections

National Commission on Labor, 1969

Ignorance of workers

Functioning for at least one year after registration - At least 15 per cent of the workers

Recognized as a representative union - at least 25 per cent of the workers Recognized - be no change in the position for a period of two years

Raise issues -Enter into collective agreements

Collect membership fees/subscriptions -Put up a notice board on the premises

 Signed

by seven members and by the Secretary of the Trade Union.

shall divide the funds amongst the members.

Registrar

Prior to 1991, the industrial relations system in India sought to control conflicts and disputes through excessive labor legislations. With the coming of globalization, the 40 year old policy of protectionism proved inadequate for Indian industry to remain competitive as the lack of flexibility posed a serious threat to manufacturers because they had to compete in the international market. With the advent of liberalization in1992, the industrial relations policy began to change. Now, the policy was tilted towards employers. Employers opted for workforce reduction, introduced policies of voluntary retirement schemes and flexibility in workplace also increased

 Some

industries are cutting employment to a significant extent to cope with the domestic and foreign competition e.g. pharmaceuticals. On the other hand, in other industries where the demand for employment is increasing are experiencing employment growths. In the expansionary economy there is a clear shortage of managers and skilled labor. The number of local and enterprise level unions has increased and there is a significant reduction in the influence of the unions.

 HR

policies and forms of work are emerging that include, especially in multi-national companies, multi-skills, variable compensation, job rotation etc. These new policies are difficult to implement in place of old practices as the institutional set up still needs to be changed. HRM is seen as a key component of business strategy. Training and skill development is also receiving attention in a number of industries, especially banking and information technology

The causes of industrial disputes can be broadly classified into two categories: economic causes The economic causes will include issues relating to compensation like wages, bonus, allowances, and conditions for work, working hours, leave and holidays without pay, unjust layoffs and retrenchments. non-economic causes The non economic factors will include victimization of workers, ill treatment by staff members, sympathetic strikes, political factors, indiscipline etc.

 Union

leadership Multiple union Union rivalry Finance Other problem Uneven growth Low membership Absence of paid office bearers

 The

factory was opened in 2006 Manesar plant is situated about 20km from main Gurgaon plant Employs about 3500-4000 workers and churns out 1200 cars a day Dominating company because of industrial dependency of hundreds of smaller industrial units Political machinery since it paid around Rs 13 billion tax to state

 Of

3500-4000 workers 70-80 % are temporary Paid salary 1/3 of the permanent workers Basic salary is very less and most of the part is incentive If a worker is late he looses his incentives which is the major part of the salary Few breaks The workers at Manesar didnt feel represented by the Maruti Suzuki Kamgar Union A new union was being formed against the campanys management

 The

management agreed to set up two committees- a Grievance redress committee and a Labour welfare committee. Representatives from both the workers and the management Labour committee-good relations between employees and the management 1200 contract workers taken back Workers agreed to forego pay for the duration of the strike Transportation service in line with the shifts

 On

18 January 1982 Dutta Samant was chosen by a large group of Bombay mill workers. Rejecting the Rashtriya Mill Mazdoor Sangh(RMMS) Conflict between Bombay Mill owners Association and the unions 250,000 workers went on strike and more than 50 textile mills were shut in Bombay. Shut down for over a year.

 Bonus

and wage increases. Scraping of the Bombay Industrial Act of 1947 De-recognize the RMMS as the only official union of the city industry

 Government

rejections Many attempts for negotiation failed. Over 80 mills in Central Mumbai closed. Leaving more than 150,000 workers unemployed. Entire Industry was shifted out of Mumbai.