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What is IR

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 The term ‘Industrial Relations’ comprises of two terms:
‘Industry’ and ‘Relations’.
 -“Industry” refers to “any productive activity in which an
individual (or a group of individuals) is (are) engaged”.
 - By “relations” we mean “the relationships that exist within
the industry between the employer and his workmen.”
 The term industrial relations explains the relationship
between employees and management which stem directly
or indirectly from union-employer relationship.

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 Is the relationship which exists between employers and
.employees
 .It is most important that this relationship is good
 Has become one of the most delicate and complex problems of
.modern industrial society
 Discussions taking place on an ongoing basis
 ,Disputes over wages working conditions and promotion can be
settled without a strike
 Disputes and strikes
 Loss of pay for employees
 Loss of profits for employers
 Unhappy workers looking for new jobs

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There are three majors players in industrial relations
 /Management Employers
 / /Labour Workers Employees
 /Government Regulator
 Labour Union

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Importance of IR

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 It establishes industrial democracy
 It contributes to economic growth and development
 It ensures optimum use of scare resources
 It prompts enactment of sound labour legislation
 It improves morale of he work force
 It discourages unfair practices on the part of both
management and unions

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What IR covers?

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 The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and
‘Relations’.
 Collective Bargaining : Negotiation about working conditions and
terms of employment between employer and employee to reach an
agreement
 Role of management, unions and government
 Machinery for resolution of industrial disputes :works committee ,
Concillatory officer( settlement) ,labor courts etc.
 Grievances, labor welfare and security
 Trade unions, workers participation
 Labour legislation : Internal social responsibility to provide some basic
amenities apart from pay, protect interest of workers, social welfare

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The Industrial Disputes

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 Conflict is inherent in
industrial relations today.
 Interest of labor and
management usually opposes
Conflict Result
 The prevailing unrest , work
stoppages `resulting strikes or
lock-outs , slowing down of
production etc.
 When issues of conflict are submitted to the management for
negotiation, it take the form of industrial disputes.
 Special causes of industrial conflict may be treated as causes of
industrial disputes.
 Dispute can be between : Employers & employers, Employers &
workmen, Workmen & workmen

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What is Industry

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 Any systematic activity carried on by cooperation between
& (employer his workmen whether workmen are employed directly
) ,or through an agency for the production supply or distribution of
.goods or services
 (or services with a view to satisfy human wants or wishes not
being wants or wishes which are merely spiritual or religious in
),nature whether or not
:But it DOES NOT include
 Any agricultural operation
 Hospitals or dispensaries
 , ,Educational scientific research or training institutions
 Khadi or village industry
 Any domestic service
 Any profession practiced by an individual if the number of persons
employed by the individual is less than ten
 Cooperative society employing less than 10 persons

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How to Resolve a Problem

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 Workers and the supervisor discuss the problem.
 The union and HRM discuss the problem.
 Conciliation: A 3rd
party eg Labour Relations
Commission, brings both parties together.
 Arbitration: A 3rd
party such as the Labour Court is
asked to make a decision, which the disputing parties
must agree to.

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Steps of dispute Resolution

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Collective
Bargaining
&Discussion
Negotiation
Bargaining with third
:party Conciliation
:If not resolved
Voluntary Arbitration
Conciliation and
Mediation
:Govt forces
Adjudication
If not agreed
Referred to Court of Arbitration of Tribunal

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Conciliation officer

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 Appropriate govt. may appoint CO
 CO may be Labor officer(less than 20 workmen),Labor
Commisioner or Deputy Com for more than 20.
 CO work is to induce both the parties to the dispute to
come to fair and amicable settlement.
 Send a report (proceedings- successful or failed) to govt.
within 14 days of start of proceedings
 After considering the govt may refer the dispute to BOC,
Labour court, Tribunal or national tribunal.

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Function of Labour Commission

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 Conciliation Service: parties are brought together,
and are encouraged to come up with a settlement
themselves.
 Advisory Service: LRC offers advice to employers and
employees on Industrial relations matters
 It appoints Rights Commissioners. Investigates
disputes concerning individual workers or small group
of workers
 It appoints equality officers. Investigates disputes on
issues of equality and discrimination in the workplace.

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Labour Court

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 Is a court of last resort and final appeal
 Investigates disputes that cannot be settled Registers
employment agreements

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Collective Bargaining

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“Collective Bargaining is a process in which the
representatives of a labour organization & the
representatives of business organization meet and
attempt to negotiate a contract or agreement, which
specifies the nature of employee-employer union
relationship”.
‘collective’ – group
'bargaining' – proposals and counter proposals

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Source of Conflict

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 Most important over: wages and salaries
 Management has to see to shareholder profits and workers
want more money
 Productivity needs may force the firm to operate flexible
work practices and the unions might resist this
 Companies might want to dismiss inefficient workers and
the union would resist this, demanding job security

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Conjunctive/Distributive Bargaining -
zero-sum game; win – lose
Co-operative /Integrative Bargaining -
more open to coming down from their
high expectation; win – win.

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Trade Union

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 An organisation formed by workers to protect the
interests of their members.
 Protect the rights of their members
 Negotiate wages and salaries
 Negotiate work conditions
 Greater job security if union is powerful
 Increased bargaining power, one voice for all worker
 Protection against discrimination or unfair dismissal

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Types of Trade Union

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 Industrial Unions: members work in the same industry eg
banking (IBOA) or nursing,(INO Irish Nurses Organisation)
 White Collar Unions: members are usually professional eg
teachers unions ASTI, TUI, INTO
 General Unions: members come from a variety of occupations
eg SIPTU (Services, Industrial, Professional and Technical Union)

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Strike and Lock Out

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 STRIKE:
A concerted and temporary cession of work by workers with
a view to furthering or protecting their interests and rights
an securing a fufillment of their specific demands
 LOCKOUT
Temporary closing of place of employment or the
suspension of work or refusal by an employer to continue to
employ any number of persons employed by him or her.
App. Govt. can prohibit the continuance of a strike

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Authorized strikes
Only when union has given consent
Unauthorized strike or Wild Cat strike
Without the approval of the union
Strike by a section of workmen on the spur of moment
without any formal preparation, any formal notice to the
employer or consent of relevant unions

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General Strikes
Wide coverage.
Depending on strike confined to city,or industries
Particular Strikes
Limited in scope , confined to single plant or or few plants and
to a single trade or occupation in a particular town or city.

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Sympathetic Strike :
Conducted out of sympathy for the cause of another group
whether on strike or not.
Gherao
Involves confinement of authorities in their offices by
workers to exert pressure on management to accept their
demands

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Slow –down strike: workers do not stop working, rather they
slow down the pace of work
Quickie strike : Workers remain in their place of work, but they
stop work for a brief period for few minutes or hours.
Sit-down strike: Workers remain in their place of work but they
do not work. Duration is long as compared to quickie.

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