Definition of Industrial Relationship, importance, approach, relevance, characteristics. Industrial Disputes. Trade union details and advantages. Why we need to join trade union.

1. INDUSTRIAL RELATION
AND
TRADE UNION
BY
CORPORATE VETERANS
Presented by: Abhijit Nayak
Tanushree Behera
Gayatri Bhatta
Gaurav Agarwalla
Satyaprakash Upadhaya
Subham Kumar Ghosh
Submitted to: Dr. Sainik Som

2. CONTENT
INDUSTRIAL RELATION
• Definition
• Concept
• Characteristics
• Importance
• Key peoples
• Policies
• Objectives
• Relevance
• Function
• Approach
• Scope
INDUSTRIAL DISPUTES
• Definition
• Concepts
• Forms of disputes
• Types id ID
• Preventions
Examples:
• Facebook
• The HHI
TRADE UNION
• Definition
• Forms
• Concept
• Function
• Characteristics
• Purpose
• Why to join
• Problems in TU
• Principles

3. INDUSTRIAL RELATION (IR)
 Industrial relationship is about the relationship between an employee
and management.
 Industrial progress is impossible without cooperation of labours and
harmonious relationships.
 Therefore, it is in the interest of all to create and maintain good
relations between employees (labour) and employers (management).
 Industrial relation is defined as relation of Individual or group
of employee and employer for engaging themselves in a way to
maximize the productive activities.

4. CONCEPT
• Concerned with the systems, rules &
procedures used by employees and
employers
• To determine the reward for effort and
other conditions for employment
• To protect the interests of the employed
and their employers
• To regulate the ways employers treat their
employees

5. CHARACTERISTICS
• It is a continuous process
• Must be regulation-friendly
• People-centred
• Dynamic and developing concept
• Central and State Government evolve,
influence and regulate employer-employee
relations through laws, rules, agreements,
awards of courts, executive and financial
machinery

6. IMPORTANCE
1. An outcome of relationship in industry.
2. It creates rules and regulations to maintain
piece and harmony.
3. Important parts of IR are employees and
their organization, employer and their
association and government.
4. It has a role of management, union and
government.

7. MEMBERS INVOLVE IN IR
• Employer
• Employee
• Trade unions
• Government

8. POLICIES
• Living Wage and Job Security
• Work/Life Balance
• Industrial Democracy
• Pay and Employment Equity
• Healthy and Safe Workplaces

9. OBJECTIVES
1. To promote and develop labor management relation and reduce
conflicts.
2. To provide opportunity to workers to involve in decision making
process with management and improve the workers' strength.
3. Avoid unnecessary interference of government.
4. To improve workers strength through trade unions and mutual
negotiations and understanding.
5. Establish sound relationship between workers and management by
safeguarding mutual interests.
6. Improvement of economic conditions of workers.

10. RELEVANCE
• Uninterrupted production
• Reduction in Industrial Disputes
• Mental Revolution
• Reduced Wastage
• Focus on object
• High morale

11. ROLE OF EMPLOYERS
 Promote and protect the interest of
employers and employees
 Advice offering
 Bridge between Union and Government
 Train and develop staff members of
concern members of Associations

12. FUNCTIONS AND RESPONSIBILITY
1. To keep the smooth relations with
union
2. Take the regular meeting of the
Works committee
3. Negotiations while Agreement
4. To keep industrial disciplines
5. Issue the letters to late coming,
absenteeism, suspension etc…,
6. To handle legal issues

13. APPROACH
3 important approaches
1. Unitary Approach
2. Pluralistic Approach
3. Marxist Approach

14. DESCRIPTION
1. Unitary Approach
• IR is grounded in mutual co-
operation, individual treatment,
team work and shared goals.
• Union co-operate with the mgt.
& the mgt.’s right to manage is
accepted because there is no ‘ we
they feeling’
• It’s a reactive IR strategy.
• They seek direct negotiations
with employees
2. Pluralistic Approach
• It perceives:
• Org. as a coalitions of
competing interest.
• TU as legitimate
representatives of employee
interests.
• Stability in IR as the product
of concessions and
compromises between mgt. &
unions.
• Conflict between Mgt. and workers
is understood as inevitable.
• Conflict is viewed as conducive for
innovation and growth.
• Strong union is necessary.
3. Marxist Approach
• Marxists see conflict as a product
of the capitalist society.
• Conflict arises due to the division
in the society between those who
own resources and those who have
only labor to offer.
• For Marxist all strikes are
political.
• He regard state intervention via
legislation & the creation of
Industrial tribunals as supporting
management’s interest rather than
ensuring a balance between the
competing groups.

16. SCOPE
• Industrial disputes & related methods.
• Roles of key players are well defined
• Individual dissatisfaction.
• Disciplinary policy & practice
• Collective bargaining
(Process of negotiation between employers
and a group of employees aimed at reaching
agreements to regulate working conditions. The
collective agreements reached by these negotiations
usually set out wage scales, working hours, training,
health and safety, overtime, grievance mechanisms,
and rights to participate in workplace or company
affairs)

17. INDUSTRIAL DISPUTE (ID)
As per industrial disputes act,1947,the
term ‘industrial dispute’ means:
Any dispute or difference between:
• Employers & employers
• Employers & employees(workmen)
• Employees & employees
• Terms & conditions of industries.

18. CONCEPT
• The dispute must be taken up either by
union or substantial number of workmen.
• The dispute must affect a large number
of workmen who have a community of
interest as a class.
• The grievance i.e. unfair treatment turns
from individual to general complaint

19. FORMS OF INDUSTRIAL DISPUTES
• Strikes i.e. primary
• Secondary strike i.e. a strike by a body of
workers for the purpose of supporting a
cause or another group of strikers
• Lockouts i.e. the exclusion of employees by
their employer from their place of work until
certain terms are agreed to
• Gherao
• Lay-off i.e. termination without notice
• Picketing (Union wise) & boycott

20. TYPES OF ID
• Interest disputes (also known as
‘economic disputes’)
e.g.: Terms & conditions of
employment
• Grievance or right disputes (also
known as individual disputes)
e.g.: Transfer, dismissal,
retrenchment

21. PREVENTIONS
• Collective bargaining (Process of
negotiation between employers and a group of
employees aimed at reaching agreements to regulate
working conditions)
• Conciliation/mediation
• Arbitration
• Adjudication

22. Benefits:
• Perfect working environment
• Perfect relationship
• Allowance for all benefits
• Family members are also used to go
office along with employee
Discipline:
• Equal importance to all level of
employees
• CEO visits each individual
employees
Company benefits:
• Accommodation
• Picnic, group party
• Entertainment
• Salary increment
• Bonus on festivals
• Allowances
Discipline:
• Obey protocols
• Training and development
• Uniform

23. TRADE UNION
• A trade union is an organisation made
up of member (a membership-based
organisation) and its membership must be
made up mainly of workers. One of a
trade union's main aims is to protect and
advance the interests of its members in
the workplace. Most trade unions are
independent of any employer.

24. THREE FORMS OF TRADE UNIONS
• Classical:
A trade union’s main objective is to collectively protect the interests
of its members in given socio-economic-political system. Trade
Unions are the expressions of the needs, aspirations and wishes of
the working class.
• Neo-classical:
It goes beyond classical objectives and tries to improve up other
wider issues like tax-reliefs, raising saving rates etc.
• Revolutionary:
Change in the system. Establishing the rule of working class even
through violence and use of force etc.

25. CONCEPT
• Agent of workers and working class
• Protection against exploitation
• Growth of Morden industrial establishment
• Poor bargaining power at individual level
• Maintaining and improving conditions of working
• Protecting the interest of members
• Regulating the relation between employers and employees
For these reasons trade union came to action and become necessary
for all individual and groups of people.

26. TRADE UNION FUNCTIONS
• Provision of Labour Welfare
• Safeguarding the Interests of the Workers
• Trade Unions working for the Progress of the
Employees
• Establishing Contacts between the Workers
and the Employers
• Securing Facilities for Workers
• Increasing Co-operation and Well-being
among Workers

27. UNION CHARACTERISTICS
• Expression of sectional/class consciousness
“socialist” society
• Social responsibility- exercise role in non-
detrimental ways
• Business unionism- maximize benefits from
employer relationships
• Welfare unionism- wider social, econ. &
political involvement for all
• Political unionism- through political
alliances

28. PURPOSE OF TU
• Employment Protection and Job
Creation.
• Economic Protection.
• Social Status - Identity.
• Political Role - Democratic Institution
• Societal Obligation - Transformation.
• Competitiveness / Sustainable
Development

29. WHY DO PEOPLE JOIN UNION?
• Greater Bargaining Power
• Minimize Discrimination
• Sense of Security
• Sense of Participation
• Sense of Belongingness
• Platform for self expression
• Betterment of relationships

30. PROBLEMS FOR TRADE UNION GROWTH
• Off-Centering Labor
• Segmentation of Workforce
• Core / Periphery
• Employment Instability
• Investment Attraction
• Individualization of Labor Relations
• Labor Cost Cutting
• Failure of Institutions

31. REGULATING PRINCIPLES
• Vested interest
• Supply & demand
• Living wage
• Partnership
• Socialism

32. INDIAN TU (Major)
The Indian National Trade Union Congress (INTUC)
The Hind Mazdoor Sangh (H.M.S.)
The United Trade Union Congress (UTUC)
The Centre of Indian Trade Unions (CITU)
More…

33. “Fifth wheel employees are those who are a result of the mistake made by
the human resources wing, i.e. by recruiting wrong person to the wrong
job just to fill in the vacancy and then expect better performance. Further
such an employee is unable to put in his best and is just an additional mass
available within the organization.”
- Henrietta Newton Martin
“No king on earth is as safe in his job as a Trade Union official.
There is only one thing that can get him sacked; and that is drink.
Not even that, as long as he doesn’t actually fall down.”
- George Bernard Shaw