Friday, April 5, 2019

The Industrial Dispute

The industrial Dispute INTRODUCTIONAim of this essay is to consider whether boycotts and lockouts argon ii early(a) anti-impasse weapons uptaked by task and concern. For that we have to get an idea of what is absorb and lockouts, and its impact on both management side and labour side. A bargain impasse occurs when the twain sides negotiating an agreement ar un adequate to reach an agreement and become deadlocked. An Impasse is almost invariably reciproc tout ensembley harmful, either as a result of direct achievement which may be taken much(prenominal) as a borrow in employment negotiation. Most disputes arise in smudges where facts argon able to be interpreted in multiple ways, and if parties interpret the facts to their own benefit they may be ineffective to accept the opposing partys claim as reasonable. They may believe the former(a) side is either bluffing or acting unfairly and deserve to be punished. According to Section 2(k) of the industrial Disputes Act, 1 947 industrial dispute is delimit as, Any disputes or differences between employers and employers, or between employers and startmen, or between make watermen and workmen, which is connected with the employment or non-employment or the terms of employment or with the conditions of labour, of all person. STRIKEA work stoppage belowtaken in support of a bargaining position or in protest of virtually aspect of a previous agreement or proposed agreement between labour and management. Strikes can be divided into both base types economical and unfair projection practice. An economic strike seeks to obtain some type of economic benefit for the workers, such as improved wages and hours, or to office recognition of their union. An unfair mash practice strike is called to protest some act of the employer that the employees regard as unfair.Essential requirements for the existence of strike areThere must be a concerted refusal orRefusal under a gross thought of any number of pers ons who are or have been so employed to continue to work or to accept employmentThey must stop work for some demands relating to employment, non-employment or the conditions of labour of the workmen simulation FOR STRIKERoyal Mail postal workers took strike action everywhere job security and work conditions. They voted three to one in favour of action, with 61,623 out of a total of 80,830 workers who voted saying they trusted to strike.The regions in the UK which have been hardest hit by the postal strikes are London, with a cost to businesses of 187.1 million, and Scotland with a cost of 82.5 million. The segments alter generate revenues of 23 million per day, estimate of cost is 10 million per strike day adding up to a projected total of 40 million so far. CAUSE OF THE STRIKEIn 2007, the remainder national postal strike expiryed after both sides signed a 14-page agreement on pay and changes to working practices. As deals go, the agreement to end the 2007 comprehensive post al strike was definitely blurred in parts.There was plenty of opportunity for both sides to disagree on exactly what it meant in practice. At the precise least, the tortuous discussions on implementing the agreement have proved that give and take has one attribute precise much in short supply. The stated aim of the agreement, which now seems ironic, was to move past from the adversarial relationships that persist in too many parts of the business. As members of the Communication Workers Union (CWU) are now out on some other nationwide strike, that goal seems further away than ever. Walk sequencing machines were to be trialled using computer programmes to cook the sensible delivery round for a postal worker. The 2007 deal set a concrete deadline of the end of January 2008 to agree a framework to deal with the trialling and implementation of all new technology and automation. But two years on, there is still no agreement according to Royal Mail, which says that a framework was in two ways agreed between negotiators, but each time it was subsequently rejected by the executive director perpetration of the CWU. The union declined to comment. Another clause in the agreement pledged is the early shift hire is ceased in delivery on agreement to pay restructuring. But Royal Mail says that the early shift payment still technically exists, and the company continues to be keen to discuss pay restructuring with the union.So in other words it seems nothing has changed.So the 2007 agreement on modernisation has led to some significant changes in the way Royal Mail staff operate. But with CWU members now out on another nationwide strike, the great prize of replacing confrontation with trust between the two sides, seems as far away as ever.During industrial disputes, sometimes employees use strike as a anti-impasse weapon. The various forms of strike that employees use as weapons when industrial disputes arise are ECONOMIC STRIKEMost of the strikes of workers are di rected towards facilities and change magnitude in wage levels. In economic strike, the labourers demand increase in wages, travelling allowance, house schism allowance, dearness allowance and other facilities such as increase in privilege leave and cursory leave.A strike is legal if employees are using it to exert economic pressure upon their employer in order of battle to improve the conditions of their employment. In this case, employees are not using the strike as an anti-impasse weapon.STAY-IN STRIKEIn this case, workers do not absent themselves from their rump of work when they are on strike. They keep control over return facilities. But do not work. Such a strike is also known as publish down or tool down strike.SLOW DOWN STRIKEEmployees remain on their jobs under this type of strike. They do not stop work, but restrict the rate of output in an organized manner. They adopt go-slow tacticss to put pressure onthe employers.SYMPATHETIC STRIKE.When workers of one unit or i ndustry go on strike in sympathy with workers of another unit or industry who are already on strike, it is called a sympathetic strike. The workers of sugar industry may go on strike in sympathy with their fellow workers of the textile industry who may already be on strike. Picketing. When workers are dissuaded from work by stationing certain men at the factory gates, such a tep is known as picketing. If picketing does not involve any violence, it is entirely legal. From the above definitions the strike in the form of economic strike and picketing, are not used as anti-impasse weapons by the employees. But the other forms of strike that are discussed above are unwanted and illegal strikes, which in turn are used as an anti-impasse weapon, when industrial disputes arise. LOCKOUTSDEFINITIONindustrial action during which an employer withholds work, and denies employees access to the place of work. In effect, it is a strike by the management to compel a settlement to a labor dispute on terms favourable to the employer. When lock out action is taken by several employers in concert, it is called a joint lockout.The Requirements of lockout areTemporary closing of place of employmentThe element of demand for which the industrial establishment is locked out, must be presentThe intention to re-open or take the workers back if they accept the demands must existThe employer and employees must be engaged in an industrial process carried on in an institution.Lockout is intended for compelling the employees to accept any terms or conditions- tactic in bargaining. Closure is shutting employment ending bargaining EXAMPLE OF A LOCKOUT AND IMPACTSRoopacherra tea earth in south east Assam has been under lockout for nearly month after the executives abandoned it. Leading to the expiry of a three-year-old girl, Shivani Kalindi and two workers, Yogendra Kalindi, 22, and Manorama Dev, 60, according the workers panchayat (council). After the death of the girl, workers defied the l ockout and began picking and selling leaf to other factories for their survival. The Katlicherra police have registered a case against the absconding tea executives and a fact-finding team has been set up to look into the deaths by the Hailakandi administration. Some food was given by the local administration after a hunger strike by a large group of women workers.Dilip Singh, president of the garden panchayat, claimed that the out-of-work labour force was scavenging for roots and tubers of plants in the absence of food as most women and children in the labour colony were anguish from malnutrition related ailments. Roopacherra tea estate has a 1,400- lovesome workforce, who have been paid no wages since a lockout was state on January 19.The reason cited by the management for the lockout was flagrant violation of instructions relating to attendance. IS MANAGEMENT USING LOCKOUT AS ANTI-IMPASSE WEAPONApart from lockouts, the management uses its own methods to counter the workers. Som e of the weapons used by the management areEmployers Association. The employers may form their unions to embodiedly oppose the working class and put pressure on the treat unions.Termination of Service. The employers may terminate the services of those workers who are on strike by blacklisting them. Their lists may be circulated to other employers so as to restrict their chances of getting .The management is using lockout as an anti-impasse weapon for most of the above labour problems, even if the employees are on economic strikes. The management uses this weapon because they are dead-locked and they dont want the employees to gain something out the strike. This is due to the lack of business management at the top level of the industry.However, in a situation where Industrial disputes take place because of indiscipline and violence on the part of the workforce. The management is forced to use the lockouk. STEPS TO AVOID STRIKE AND LOCKOUTSMaintaining Good Industrial sexual congress shipTo avoid strikes and lockouts an memorial tablet must have healthy Industrial relationship. The relationship between Employer and employee or trade unions is called Industrial Relation. harmonical relationship is necessary for both employers and employees to safeguard the interests of the both the parties of the production. In other words good Industrial Relation means industrial peace which is necessary for better and higher productions.Industrial Relation is a major force which influences the social, political and economic development of a country .Managing industrial relations is a challenging task because it deals with a highly complex, fast developing, ever changing and expanding field. There are certain factors such as composition of working class, work environment, socioeconomic status of the workers and their attitude to work, managements ideology, role of the state, persuasion of the community etc which have a considerable bearing on the state of relationship between labour and management.Apart from the primary objective of bringing about sound and healthy relations between employers and employees, Industrial Relation aims atTo safeguard the interest of labor and management by securing the highest level of mutual understanding and good-will among all those sections in the industry which participate in the process of production.To avoid industrial conflict or strife and develop harmonious relations, which arean essential factor in the productivity of workers and the industrial progress of a country.To eliminate, as far as is possible and practicable, strikes, lockouts and by providing reasonable wages, improved living and working conditions, verbalise fringe benefits.Improvements in the economic conditions of workers in the existing state of industrial managements and political government.Economic delight of workersPsychologists spot that human needs have a certain priority. Need number one is the basic survival need. Much of men conducted are dominated by this need. Man flora because he wants to survive. This is all the more for underdeveloped countries where workers are still living under subsistence conditions. Hence economic satisfaction of workers is another important prerequisite for good industrial relations.Off-the-job conditionsAn employer employs a on the whole person rather than certain identify characteristics. A persons traits are all part of one system devising up a whole man. His home life is not separable from his work life and his emotional condition is not discriminate from his physical condition. Hence for good industrial relations it is not enough that the workers factory life only should be taken care of his off-the-job conditions should also be improved to make the industrial relations better. edify trade unionsThe most important condition necessary for good industrial relations is a strong and enlightened labor movement which may help to romote the status of labor without harming the interest s of management, Unions should talk of employee contribution and responsibility. Unions should bid workers to produce more, persuade management to pay more, mobilize public opinion on vital labor issues and help Government to enact imperfect tense labor laws.Negotiating Skills And Attitudes Of Management And WorkersBoth management and workers representation in the area of industrial relations come from a great variety of backgrounds in terms of training, education, visualise andattitudes. These varying backgrounds playa major role in shaping the character of industrial relations. Generally speaking, well-trained and experienced negotiators who are motivated by a desire for industrial peace create a bargaining gloriole conducive to the writing of a just and equitable collective agreement. On the other hand, ignorant, inexperienced and ill-trained persons decease because they do not recognize that collective bargaining is a difficult human activity which deals as much in the emot ions of people as in their economic interests. It requires careful preparation and top -notch executive competence. It is not usually accomplishedby some easy trick or gimmick. Parties must have trust and sureness in each other. SETTLEMENT MACHINERIESCONCILIATION It is a peace making process in an organization. A conciliator contacts both the parties by separate meetings and jointly through joint conference. The parties mayor may not accept his suggestions.ARBITRATIONIf the parties are not satisfied with the decision of the conciliation machinery then a trey party interference known as Arbitrator is introduced. There are two types of Arbitrations they are voluntary ArbitrationCompulsory ArbitrationADJUDICATIONIt is the last remedial step for the settlement of Industrial Disputes. In RSP the disputes are sent to the adjudicative authorities by the appropriate govt. after proper examination and verification such asLabour courts call the cases mentioned in the schedule of Industrial Dispute Act.Industrial Tribunals call the cases mentioned in schedule of Industrial Dispute Act.The above mentioned characteristics are very important for an organization to avoid any good-natured of industrial disputes, which conduces to the strikes and lockouts, in some cases which even leads to the closure of the organization. It is very difficult to maintain perfect industrial relations. Now many organizations focus and invest huge money to enhancetheir human choice management team, and it is extremely important for the HR department to work out with the industrial relations with some innovative ideas. And the organization which has a efficient HR policies has a unique competitive advantage over their competitors.Now being a part of the HR team, iam going to explain the ways or procedures that a HR team is going to perform for the better industrial relations to avoid any kind of disputes or impasse, within a particular organization.Progressive HR Management Outlook.There shou ld be progressive outlook of the HR management of each industrial enterprise. It should be conscious of its obligations and responsibilities to the owners of the business, the employees, the consumers and the nation. The HR policies must recognize the rights of workers to organize unions to protect their economic and social interests.Ensure workers Participation in ManagementThe participation of workers in the management of the industrial unit should be encouraged by making effective use of works committees, joint consultation and other methods. This will improve communication between managers and workers, increase productivity and lead to greater effectiveness.Creating a collective bargaining Collective bargaining is process of joint decision making and basically represents a democratic way of life in industry. It is the process of negotiation between firms and workers representatives for the design of establishing mutually agreeable conditions of employment. It is a technique ado pted by two parties to reach an understanding satisfactory to both through the process of discussion and negotiation.The HR department shoule make sure that the collective bargaining agreement with the collective bargsining council has the following mandatory items,WagesHours of workIncentive payOvertimeLayoff and pull in ones horns proceduresUnion security clausesManagement rights clausesGrievance proceduresSenioritySafety CONCLUSIONFor this essay it is clear the both management and labor use strikes and lockouts as a anti-impasse weapons according to their situation (not always). In some cases as discussed in the essay both labor and management has used strike and lockouts as a bailout option. This situation will change if the management and the labors have a good relationship and a clear collective bargaining agreement. Thus the organization must concentrate on the HR policies and find ways to justly implement the polices, to gain a strong industrial relations which gets the co mpetitive advantage for the organization. BIBLOGRAPHYA.M. Sharma, Industrial RelationR. Allen and T. Keaveny, 1988, Contemporary Labor Relations, Addison-Wesley Publishing Company.Sisson, k and storey, j (2000) The Realities of Human Resource Management, open university presshttp// (10-12-09)http// (10-12-09)http// (10-12-09)http// (15-12-09)http// (09-12-09)

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