INDUSTRAIL RELATIONS AND LABOUR LAW

PRESENTATION ON IMPACT OF TECHNOLOGICAL REFORMS ON TRADE UNION

Submitted to Prof. Surbhi Gangrade

Submitted by Gargi Sharma

Introduction
Impact of Globalization difference in salary distribution technological change frequent loss of jobs and skills. long hours of toil dismal working condition

Attitude of Union in History

against of it, fear of losing job and skills in reality part of workers were in support, in quest of positive attitude of part of workers they implemented. problem appeared to be rooted between management and union

A United States study 10 classified the attitudes of labour unions towards technological change into five catgories: 1. encouragement when the union urges the employer to adopt new methods to increase productivity in order to stay comptitive. 2. willing acceptance when the union does not oppose the introduction of technological innovation.

3. adjustment when the union accepts the changes and focuses on collective bargaining to cushion its members from any ngative effects of the change. 4. comptition when the members increase productivity through more efficient use of old methods; for example, seeking to retain the traditional methods of opration by accepting wage cuts and/or agreeing to the limination of certain work rules.

5. opposition when the union conducts one or several work stoppages over the changes or flatly refuses to allow its members to use the new technology.

The study found that 48.9% of unions indicated willing acceptance of technological changes, 24.5% demonstrated opposition, 23.9% indicated adjustment, 2.7% demonstrated encouragement, and 0% indicated comptition12. In relation to those who indicated opposition, the study emphasizes that such was the initial reaction to the new technology, and that it was usually followed by either willing acceptance or adjustment.

UNION CONDITIONS FOR COOPERATION

(a) Advance notice of technological changes; (b) Discussions between reprsentatives of labour and management regarding time, procdures and accommodation of adversely affected workers; (c) Guarantees that regular employes not lose their employment as a resuit of technological changes, even though they may lose their jobrelated Skills;

UNION CONDITIONS FOR COOPERATION

(d) Commitment by employers that necessary rductions in employment will be achieved through attrition, at some agreed upon annual rate;
(e) Sparation allowances for workers who elect to retire. But, an examination of collective agreements reveals a significant

CONCLUSION
no job security
Many workers displaced from their jobs

Absence of labour-management agreement