What type of industrial disputes may arise and how HR managers as well as HR professionals should be dealing with workplace disputes when people will return to work after the novel corona virus lockdown.

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Industrial Dispute
After
Covid-19 Pandemic

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Table of Content
Contents Page
Letter of Transmittal 3
Acknowledgement 4
Introduction 5
Present World Scenario 6
Present Workplace Scenario 6
Employee’s Views 7
Employer’s Views 8
Addressing the Disputes 9
Conclusion 10

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Introduction
Industrial dispute means the disagreement between the employer and
the employee in a business organization regarding employment related
issues. Very often it turns into violence, law suit or work stoppage.
Covid-19 stands for corona virus diseases 2019. On the other hand,
pandemic means when a diseases spread throughout a large region. So,
Covid-19 Pandemic refers to the current worldwide health crisis what is
created by Novel Corona Virus.
The whole world is now facing severe financial as well as social
crisis on behalf of this pandemic. An unusual situation is remaining in all
the workplaces in our country.
Hopefully soon, when this pandemic will be over, and the people
will return to regular workplace routines, their will surely some disputes to
be aroused.
Since the HR managers deals with all the issues with manpower, it is
time they took preparation for the upcoming industrial disputes.
Present World Scenario
The whole world is facing a unique crisis what they have never
faced. Well, the world have faced multiple epidemics in the past centuries,
but in this globalized modern world, this pandemic is like a brand new
form of crisis to be dealt with.

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No matter whether a country is developed, developing or
undeveloped, they all are dealing this crisis from the same angle but with
different capacity.
Present Workplace Scenario
Some businesses are totally shut downed now, some are operating in
a limited capacity and some are running with almost full activities;
depending on the type of business.
Factories producing FMCG, Pharmaceuticals, Agricultural items are
currently wide open. And so their corporate offices, but in a limited way. It
is because these products are essential for consumers to live.
Banks are operating their services with limited timelines. Same
applies for the NGOs.
Educational institutions are totally closed for the time being. And no
need to discuss about hospitals or clinics.
Some businesses managed to arrangements for their employees to
work from home whose works are computer basis like telecommunications
or call centers etc.
Marketing professionals are working in the markets but in a very
limited phase. Other job holders attending offices with shorten hours.
A lot of small businesses and medium businesses have been shut
down for good. Some are having huge business downtimes. A large
number of people lost their jobs. And some has had salary cut downs.

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In our country, our largest industry is the most problematic of all.
RMG and Textile. A huge number of factories do not have work orders.
These factories are closed for the time being. Their workers lost their jobs
without receiving wages. Some factories are running low insufficient work
orders. They laid off most of the workers for the time being. So, most
industrial disputes will be aroused within this sector.
And no matter in which industry a workplace belongs to, majority of
the disputes will be related to salary.
Employee’s Views
Where the business activities are running almost smoothly, there will
be almost zero chance of disputes. Same applies for whom are working
from home.
The businesses that are shut down, workers are suspecting of not
getting their due wages. Same applies for the temporarily closed or
factories with laid offs.
Where office hours are shortened, employees may suspect that they
may not receive the full salary. Same applies where not whole week office
hours are maintained.
In some workplaces where employees are more demanding may
complain about the hygiene or health safety in the office.

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And last but not least, almost all the employees may suspect that
they may not receive the festival bonus or other compensations. Not to
mention, the probability of losing their present job.
Employer’s Views
There is no employer in this world who can say that they are not
affected by the ongoing pandemic and did not face any sort of financial
loss.
Where businesses are running almost regular routine, employers
there may not think about any sort of cut offs. Same applies for the large
and renowned businesses.
But where employees are working from home, their employer may
want to consider cutting off some allowances like dearness allowance or
others.
And where office hours or weekly working days have been
shortened for now, employers there may get the idea of not paying off the
full gross salary.
There are always some dishonest employers who seek to take
advantages under any circumstances. In the chance of this pandemic crisis
they may force to terminate some employees they do not like.
And at last but not least, the shutdown businesses may not try to pay
up the due salary of the laid off workers even though they can afford.

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All above these may and may not will generate from just one focus
point which is making up the financial loss.
Addressing the Industrial Disputes
The HR managers are the part of employees though they work for
the interest of the employers. They are one of the few people in the
organizations who understand both the employers and employees
perspective.
If there is any particular govt. instruction, the HR should know about
this and should inform their employer. And advise them to follow the
regulations but not escaping the legal obligations.
Whatever the disputes arise, this is the role of HR managers to
inform the employees about the financial scenario. If the employees come
to know how much financial loss their employers have faced, they would
understand what they should ask for.
On the other hand, despite of all the severe financial loss, the
employers should know that their employees are human being, not
machines. The HR managers should remind the employers that their
employees have families to support. So whatever cut offs they want to
make, they must have to think about it first.
People will be concerned about health safety at workplace more than
ever while returning to office. So the HR should be prepares to propose
and implement some extra new initiatives to ensure workplace hygiene.

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If the HR managers can inform their employers and employees the
above points in a convincing way; surely there will be less industrial
dispute to be aroused and these few industrial disputes will be able to be
handles easily.
Conclusion
While we are discussing about the upcoming industrial dispute after
Covid-19 arena, it is actually already here at our workplaces. Very soon
HR professionals as well as the management will be dealing with this.
Employees have to consider the financial loss of their companies, on
the other hand, the employers have to consider the family crisis of their
employees, on account of this pandemic situation.
The ultimate role of the HR managers here should be bridging and
balancing the perspectives of the two sides in order to deal with the
industrial disputes peacefully and successfully.
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