Q1) Define the term ‘Industrial Relations’. Relations’. Also Also discuss, in brief, the causes and effects of poor industrial industrial relations. Ans. Industrial Emploerer-emp emplo loee ee relati relations onship hipss that that are co!ere co!ered d specif specifica icall ll under under Industrial relations relations- Emplo collecti!e bar"ainin" and industrial relation la#s. $%.in its broadest sense industrial relations is about the beha!ior and interaction of people at #or&. It is concerned #ith ho# indi!iduals, "roups, or"ani'ations or"ani'ations and institutions ma&e decisions #hich shape the emploment relationship bet#een mana"ement and labor( Industrial relation is defined as relation of Indi!idual or "roup of emploee and emploer for en"a"in" themsel!es in a #a to maimi'e the producti!e acti!ities. acti!ities. Cause and effects of poor Industrial relations.
*ause +erhaps the main cause or source of poor industrial relations resultin" in inefficienc and labour unrest is mental la'iness on the part of both mana"ement and labour. ana"ement is not sufficientl concerned to ascertain the causes of inefficienc and unrest follo#in" the laisse'-faire polic, until it is faced #ith stri&es and more serious unrest. E!en #ith re"ard to methods of #or&, mana"ement does not bother to de!ise the best method but lea!es it mainl to the subordinates to #or& it out for themsel!es. *ontempt on the part of the emploers to#ards the #or&ers is another maor cause. o#e!er, the follo#in" are briefl the causes of poor industrial relations/ • • • • • • •
• • • •
ental inertia on the part of mana"ement and labour0 An intolerant attitude of contempt of contempt to#ards the #or&ers on the part of mana"ement. Inadeuate fiation of #a"e or #a"e structure0 2nhealth #or&in" conditions0 Indiscipline0 3ac& of human relations s&ill on the part of super!isors and other mana"ers0 Desire on the part of the #or&ers for hi"her bonus or DA and the correspondin" desire of the emploers to "i!e as little as possible0 Inappropriate introduction of automation #ithout pro!idin" the ri"ht climate0 2ndul hea! #or&loads0 Inadeuate #elfare facilities0 Dispute on sharin" the "ains of producti!it0
Ans 4 5ome of the maor industrial dispute settlement machiner are as follo#s/ 1. *onciliation 6. *ourt of Inuir 4. 7oluntar Arbitration 8. Adudication. 9his machiner has been pro!ided under the Industrial Disputes Act, 1:8;. It, in fact, pro!ides a le"alistic #a of settin" the disputes. As said abo!e, the "oal of pre!enti!e machiner is to create an en!ironment #here the disputes do not arise at all. E!en then if an differences arise, the udicial machiner has been pro!ided to settle them lest the should result into #or& stoppa"es. In this sense, the nature of this machiner is curati!e for it aims at curin" the aliments. 1. Conciliation:
*onciliation, is a form of mediation. ediation is the act of ma&in" acti!e effort to brin" t#o conflictin" parties to compromise. ediation, ho#e!er, differs from conciliation in that #hereas conciliator plas onl a passi!e and indirect role, and the scope of his functions is pro!ided under the la#, the mediator ta&es acti!e part and the scope of his acti!ities are not subect to an statutor pro!isions. *onciliation is the $practice b #hich the ser!ices of a neutral part are used in a dispute as a means of helpin" the disputin" parties to reduce the etent of their differences and to arri!e at an amicable settlement of a"reed solution.( 9he Industrial Disputes Act, 1:8; pro!ides for conciliation, and can be utilised either b appointin" conciliation officers
18 das in the case of conciliation officers and t#o months in the case of a board of conciliation, settlement arri!ed at in the course of conciliation is bindin" for such period as ma be a"reed upon bet#een the parties or for a period of ? months and #ith continue to be bindin" until re!o&ed b either part. 9he Act prohibits stri&e and loc&-out durin" the pendenc of conciliation proceedin"s before a @oard and for se!en das after the conclusion of such proceedin"s. Conciliation Officer: 9he la# pro!ides for the appointment of *onciliation fficer b the Bo!ernment to conciliate bet#een the parties to the industrial dispute. 9he *onciliation fficer is "i!en the po#ers of a ci!il court, #hereb
he is authorised to call the #itness the parties on oath. It should be remembered, ho#e!er, #hereas ci!il court cannot "o beond interpretin" the la#s, the conciliation officer can "o behind the facts and ma&e ud"ment #hich #ill be bindin" upon the parties. n recei!in" information about a dispute, the conciliation officer should "i!e formal intimation in #ritin" to the parties concerned of his intention to commence conciliation proceedin"s from a specified date. e should then start doin" all such thin"s as he thin&s fit for the purpose of persuadin" the parties to come to fair and amicable settlement of the dispute. *onciliation is an art #here the s&ill, tact, ima"ination and e!en personal influence of the conciliation officer affect his success. 9he Industrial Disputes Act, therefore, does not prescribe an procedure to the follo#ed b him. 9he conciliation officer is reuired to submit his report to the appropriate "o!ernment alon" #ith the cop of the settlement arri!ed at in relation to the dispute or in case conciliation has failed, he has to send a detailed report "i!in" out the reasons for failure of conciliation. 9he report in either case must be submitted #ithin 18 das of the commencement of conciliation proceedin"s or earlier. @ut the time for submission of the report ma be etended b an a"reement in #ritin" of all the parties to the dispute subect to the appro!al of the conciliation officer. If an a"reement is reached
9he chairman is to be an independent person and other members are nominated in eual number b the parties to the dispute. *onciliation proceedin"s before a @oard are similar to those that ta&e place before the *onciliation fficer. 9he Bo!ernment has et another option of referrin" the dispute to the *ourt of Inuir instead of the @oard of *onciliation. 9he machiner of the @oard is set in motion #hen a dispute is referred to it. In other #ords, the @oard does not hold the conciliation proceedin"s of its o#n accord. n the dispute bein" referred to the @oard, it is the dut of the @oard to do all thin"s as it thin&s fit for the purpose of inducin" the parties to come to a fair and amicable settlement. 9he @oard must submit its report to the "o!ernment #ithin t#o months of the date on #hich the dispute #as referred to it. 9his period can be further etended b the "o!ernment b t#o months. 2. Court of Inquiry: In case of the failure of the conciliation proceedin"s to settle a dispute, the "o!ernment can appoint a *ourt of Inuir to enuire into an matter connected #ith or rele!ant to industrial dispute. 9he court is
epected to submit its report #ithin si months. 9he court of enuir ma consist of one or more persons to be decided b the appropriate "o!ernment. 9he court of enuir is reuired to submit its report #ithin a period of si months from the commencement of enuir. 9his report is subseuentl published b the "o!ernment #ithin 4C das of its receipt. 2nli&e durin" the period of conciliation, #or&ers’ ri"ht to stri&e, emploers’ ri"ht to loc&out, and emploers’ ri"ht to dismiss #or&men, etc. remain unaffected durin" the proceedin"s in a court to enuir. A court of enuir is different from a @oard of *onciliation. 9he former aims at inuirin" into and re!ealin" the causes of an industrial dispute. n the other hand, the latter’s basic obecti!e is to promote the settlement of an industrial dispute. 9hus, a court of enuir is primaril fact-findin" machiner. 3. Voluntary Arbitration: n failure of conciliation proceedin"s, the conciliation officer man persuade the parties to refer the dispute to a !oluntar arbitrator. 7oluntar arbitration refers to "ettin" the disputes settled throu"h an independent person chosen b the parties in!ol!ed mutuall and !oluntaril.
In other #ords, arbitration offers an opportunit for a solution of the dispute throu"h an arbitrator ointl appointed b the parties to the dispute. 9he process of arbitration sa!es time and mone of both the parties #hich is usuall #asted in case of adudication. 7oluntar arbitration became popular as a method a settlin" differences bet#een #or&ers and mana"ement #ith the ad!ocac of ahatma Bandhi, #ho had applied it !er successfull in the 9etile industr of Ahmedabad. o#e!er, !oluntar arbitration #as lent le"al identit onl in 1:? #hen Industrial Disputes Act, 1:8; #as amended to include a pro!ision relatin" to it. 9he pro!ision for !oluntar arbitration #as made because of the len"th le"al proceedin"s and formalities and resultin" delas in!ol!ed in adudication. It ma, ho#e!er, be noted that arbitrator is not !ested #ith an udicial po#ers. e deri!es his po#ers to settle the dispute from the a"reement that parties ha!e made bet#een themsel!es re"ardin" the reference of dispute to the arbitrator. 9he arbitrator should submit his a#ard to the "o!ernment. 9he "o!ernment #ill then publish it #ithin 4C das of such submission. 9he a#ard #ould become enforceable on the epir of 4C das of its publication. 7oluntar arbitration is one of the democratic #as for settin" industrial disputes. It is the best method for resol!in" industrial conflicts and is a close’ supplement to collecti!e bar"ainin". It not onl pro!ides a !oluntar method of settlin" industrial disputes, but is also a uic&er #a of settlin" them. It is based on the notion of self-"o!ernment in industrial relations. urthermore, it helps to curtail the protracted proceedin"s attendant on adudication, connotes a health attitude and a de!eloped outloo&0 assists in stren"thenin" the trade union mo!ement and contributes for buildin" up sound and cordial industrial relations. 4. Adjudication: 9he ultimate remed for the settlement of an industrial dispute is its reference to adudication b labour court or tribunals #hen conciliation machiner fails to brin" about a settlement. Adudication consists of settlin" disputes throu"h inter!ention b the third part appointed b the "o!ernment. 9he la# pro!ides the adudication to be conducted b the 3abour *ourt, Industrial 9ribunal of Fational 9ribunal.
A dispute can be referred to adudication if hot the emploer and the reco"nised union a"ree to do so. A dispute can also be referred to adudication b the Bo!ernment e!en if there is no consent of the parties in #hich case it is called ‘compulsor adudication’. As mentioned abo!e, the dispute can be referred to three tpes of tribunals dependin" on the nature and facts of dispute in uestions.
!ese include:
oreo!er an industrial tribunal, in addition to the presidin" officer, can ha!e t#o assessors to ad!ise him in the proceedin"s0 the appropriate Bo!ernment is empo#ered to appoint the assessors. !e Industrial ribunal &ay be referred t!e follo'in( issues: 1. =a"es includin" the period and mode of pament.
6. *ompensator and other allo#ances. 4. ours of #or& and rest inter!als.
8. 3ea!e #ith #a"es and holidas. . @onus, profit sharin", pro!ident fund and "ratuit. ?. 5hift #or&in" other#ise than in accordance #ith the standin" orders. ;. Rule of discipline. G. Rationalisation. :. Retrenchment. 1C. An other matter that ma be prescribed. "c$ )ational ribunal:
9he *entral Bo!ernment ma constitute a national tribunal for adudication of disputes as mentioned in the second and third schedules of the Act or an other matter not mentioned therein pro!ided in its opinion the industrial dispute in!ol!es $uestions of national importance( or $the industrial dispute is of such a nature that underta&in"s established in more than one state are li&el to be affected b such a dispute(. 9he *entral Bo!ernment ma appoint t#o assessors to assist the national tribunal. 9he a#ard of the tribunal is to be submitted to the *entral Bo!ernment #hich has the po#er to modif or reect it if it considers it necessar in public interest. It should be noted that e!er a#ard of a 3abour *ourt, Industrial 9ribunal or Fational 9ribunal must be published b the appropriate Bo!ernment #ithin 4C das from the date of its receipt. 2nless declared other#ise b the appropriate "o!ernment, e!er a#ard shall come into force on the epir of 4C das from the date of its publication and shall remain in operation for a period of one ear thereafter.
Ans 8) A "rie!ance in the emploment contet refers to a specific, formal notice of emploee dissatisfaction epressed throu"h an identified procedure. Brie!ance procedures tpicall define #ithin ho# man das after the incident or situation complained of a "rie!ance must be filed, in #hat form it must be filed, #ith #hom it is filed, and define ri"hts such as the ri"ht to a hearin", representation at such hearin", the ri"ht to a timel response, and ri"hts to an appeal.
Brie!ances are usuall based upon a !iolation of a la#, !iolation of a term in an emploment contract, or a !iolation of a past practice. A past practice "rie!ance usuall arises #hen mana"ement unilaterall, and #ithout notice to the union, chan"es an established procedure or disciplines a #or&er for follo#in" a past practice.
=hen an emploee is a member of a labor union, the procedures for filin" a "rie!ance are defined in the a"reement and policies established bet#een the union and each emploer. +rocedures !ar b emploer, but an emploee "rie!ance is tpicall submitted to the union representati!e. If the emploee is unsatisfied #ith the response, there ma be an appeals procedure, #hich !aries b emploer, accordin" to the collecti!e bar"ainin" a"reement. 1 .Obj e ct i v es
Th eo bj e ct i v eo ft h eg r i e v an cer e dr e ss alp r o ce du r ei st op r o v i d ea ne as i l ya cc es s i b l ema ch i n er yf o rs et t l e me nto f g r i e v a nc e sa ndt oa do ptme as u r e si nCe nt r a lPu bl i cSe c t o rUn de r t a k i n gsa swo ul de ns u r ee x pe di t i o uss e t t l e me nto f gr i e v anc esofs t affan do ffic er sl ead i ngt oi nc r eas eds at i s f a ct i onont hej obandr e su l t i ngi ni mpr o v edpr odu ct i v i t yand effic i en cyoft heor g ani z at i on. 2.Appl i cabi l i t y
The scheme wi l lcov eral lst aff and officer s oft he or gani sat i on ex ceptempl oyees who ar e deemed t o be wor k er s / wor k menunde rt heFac t or i esAc t19 48/ I ndus t r i alDi s pu t esAc t ,19 47oran yo t herl egi s l at i onappl i c abl et o s u c hc a t e go r i e so fe mp l o y e es . 3 .Gr i e v anc e
‘ Gr i e v an ce ’f o rt h ep ur p os eo ft h i ss c he mewo ul don l yme anag r i e v an cer e l a t i n gt oan yst a ffme mb er / o ffic era r i s i n g outoft hei mpl ement at i onoft hepol i c i es / r ul esord ec i s i onsoft heor gani z at i on.I tc ani nc l udemat t er sr e l at i ngt ol ea ve, i n cr ement ,ac t i n g ar r angement s ,n one xt ens i o n ofben efi t sunde rr ul es ,i nt er pr e t at i ono fSer v i c eRul es ,e t c . ,ofan i ndi v i dual nat ur e. 4 .Pr oc edur ef orha ndl i nggr i e v anc e s
Su bj e ctt ot h ea bo v ep r o v i s i o ns ,i n di v i d ua lg r i e v an ce so fs t a ffme mb er san do ffic er ss ha l lh en ce f o r t hb ep r o ce ss ed anddeal twi t hi nt hef o l l o wi ngmanner : 4. 1Anag gr i e veds t a ffmembero ro ffic ers hal l t ak euphi sgr i e v anc e( s )or al l ywi t hhi si mmedi at esup er i orwhowi l l gi v e aper s onal h ear i ngandt r yt or es ol v et h egr i e v anc e( s )a th i sl e v el wi t h i nawe ek .
4 . 2I ft h eg r i e v an cei sn ots at i s f a ct o r i l yr e dr e ss ed ,t h ea gg r i e v eds t a ffme mb er / o ffic erma ys ub mi th i sg r i e v an cei n wr i t i n gt ot h eDe p ar t me nt a lHe adc o n c er n edo rt ot h ePe r s o n ne lOffic e r / Ma na ge ra sma ybed e t e r mi n edb yt h eCh i e f Ex ec ut i v eoft heor g ani z at i on.Suc hNomi nat edAut hor i t ywi l lr ec or dhi sc omment sont her e pr es ent at i onwi t hi nse v en d ay s ,a ndi fn ee db er e f e ri tt ot h eGr i e v an ceRe dr e ss alCo mmi t t e ei nc as et h eg r i e v an cei sno tr e so l v e do rs e t t l e d a mi c a b l y .Th er e c o mme nd at i o no ft h e Gr i e v a n c e Re dr e s s a lCo mmi t t e e wi l lb ec o n v e y e d wi t h i no nemo nt ht ot h e De ci d i n gAu t h or i t yt ob en omi n at e db yt h e Ch i e fEx e c ut i v ea ndt h ed ec i s i o no ft h eDe ci d i n gAu t h or i t ywi l lb efi na l , s ubj ec tt ot hepr o vi s i onscont ai nedi npar a4. 3bel o w. 4 . 3I ne x c e p t i o na lc a s e s ,wi t ht h ec o n c ur r e nc eo ft h e Gr i e v a n c e Re dr e s s a lCo mmi t t e e,t h ea gg r i e v e ds t a ff me mb er / o ffic erwh os egr i e v an ceha sbe enc on si d er e da ndi sn ots at i s fi edwi t ht h ed ec i s i o no ft h eDe ci d i n gAu t h or i t y , wi l lh av ea no pt i o nt oa pp ea le i t h ert ot h eDi r e ct o rc o nc er n edo rt ot h eCh i e fEx e c ut i v e .Ad ec i s i o no ns uc ha pp ea l s wi l lb et a k enwi t h i no nemo nt ho ft h er e ce i p to ft h ea pp ea l .Th ed ec i s i o no ft h e Di r e ct o rc on ce r n e do rt h e Ch i e f Ex e c ut i v e ,a st h ec a s ema yb e,wi l l b efi n al a ndbi n di n go nt h ea gg r i e v e ds t a ffme mb er / o ffic e ra ndt h ema na ge me nt . 4. 4Gr i e v anc esi nr es pec to ft hef ol l o wi ngt woc at egor i e sofoffic er swi l lno tf al lwi t hi nt hepur v i e w oft heGr i e v anc e Re dr e ss al Co mmi t t e e.I nt h ei rc as e,t h ep r o ce du r ewi l l b ea su nd er : i .
I nt h ec a s eo fo ffic e r swh oa r eon es t e pb el o wt h eBo ar dl e v e l ,t h ei n di v i d ua lg r i e v a nc ema ybet a k enupwi t h t hec onc er ne dDi r ec t or .
i i .
Offic er sr e po r t i n gd i r e ct l yt ot h eCh i e fEx e c ut i v ema yap pr o ac hh i mf o rr e so l v i n gt h ei rg r i e v an ce s.
5.Composi t i onoft heRedressalCommi t t ee
Th e Ch i e fEx e c u t i v eo ft h eo r g a ni z a t i o n ma yd e t e r mi n et h ec o mp os i t i o na ndt e nu r eo ft h e Gr i e v a n c e Re d r e s s a l Commi t t ee. 5 . 1I nt h ec as eo fmu l t i u ni to r g an i z at i o nst h eCh i e fEx e c ut i v ema yc on s t i t u t eGr i e v an ceCo mmi t t e esa tt h eRe gi o na l l e v ela nda l s on omi n at et h eDe ci d i n gAu t h or i t i e s.Ho we v er ,i ft h es up er v i s or s / offic er si ns uc hRe gi o na lu ni t sa r en ot s at i s fi edwi t ht h ed ec i s i o no ft h e De ci d i n g Au t h or i t y ,t h ent h eyma yp r ef e ra na pp ea lt ot h e Gr i e v an ceRe dr e ss al Co mmi t t e ea tt h e He ad qu ar t e r s .Th ec o mmi t t e es h ou l dc o ns i d era ndt a k e ad ec i s i o no nt h eg r i e v a nc e swi t h i na per i odofonemont hf ai l i ngwhi c hi ts houl dbebr oughtt ot hen ot i c eoft heDi r ec t or( Per s onnel )ort heChi efEx ec ut i v e o ft h eo r g an i z a t i o n.Th eGr i e v a nc eRe dr e s s al Co mmi t t e es h ou l dme eta tl e as to nc eamo nt h . 6 .Ov e r a l lgui da nc ea ndc ondi t i ons
6 . 1Th eSt a ffme mb er / o ffic e rs h a l lb r i n gu ph i sg r i e v a nc ei mme di a t e l yan di na nyc as ewi t h i nap er i o do f3mo nt h so f i t soc cur r enc e. 6 . 2I ft h eg r i e v an cea r i s esou to fa no r d e rg i v e nb yt h ema na ge me ntt h es ai do r d e rs h al lb ec omp l i e dwi t hb ef o r et h e s t a ffme mb er/o ffic erc on ce r n e di n v ok e st h ep r o c e du r el a i ddo wnhe r e i nf o rr e dr e ss al o fh i sg r i e v an ce . 6 . 3 Gr i e v an ce p er t a i n i n gt oo rar i s i n go uto ft h ef o l l o wi n gs ha l ln otc ome u nd ert h ep ur v i e wo ft h eg r i e v an ce p r o c e d u r e : a . An nu al p er f o r ma nc ea pp r a i s a l s / Co nfi d e nt i a lRe po r t s ; b . Pr o mo t i o nsi n c l u d i n gDPC’ smi n ut e sa ndd ec i s i o n s ; c . Wh er et h eg r i e v a nc edo esn otr e l a t et oani n di v i d ua le mp l o y e eo ro ffic e r ;a nd
d . I nt h ec a s eo fa nyg r i e v a nc ea r i s i n go uto fd i s c h ar g eo rd i s mi s s a lo fas t a ffme mb ero ro ffic e r . 6. 4Gr i ev anc esper t ai ni ngt oorar i s i ngoutofdi s ci pl i nar yac t i onorappealagai ns ts uc hac t i ons hal lbec hannel l edt o t h ec omp et e nta ut h or i t yasl a i dd ownu nd ert h eCo nd uc t ,Di s c i p l i n ea ndAp pe alRu l e so ft h eo r g an i z at i o na ndi ns uc h c as est hegr i e v anc er edr es s al pr o ced ur ewi l l no tappl y . 6 . 5 Al lg r i e v an ce sr e f e r r e dt ot h e Gr i e v an ceRe dr e ss alCo mmi t t e e/Di r e ct o r( Pe r s o nn el ) / Ch i e fEx e c ut i v es ha l lb e e nt e r e di naRe gi s t e rt ob ema i n t a i n edf o rt h ep ur p os eb yt h ed es i g na t e do ffic er ( s ) .Th en umb ero fg r i e v an ce s,s e t t l e d orpendi ng,wi l l b er epor t edt ot h eCh i efEx ec ut i v ee v er ymont h.
