Tripartite refers the three parties and bitripartite refers two parties.
The tripartite body was establish to make peace and improve relations between management and unions and maintain smooth functioning of union management relation. Tripartite bodies in India are : ILC (The Indian Labour Conference), SLC (The Standing Labour Committee) , The committee on Conventions ,The Industrial Committee .
ILC (Indian Labour Conference) and SLC (Standing Labour Committee) are both important constituents of tripartite bodies and play a vital role in shaping the IR system of the country. The labour Ministry settles the agendafor ILC\SLC meetings after taking into consideration the suggestion sent to it by member organisation. The ILC meets once a year , whereas the SLC meets as and when necessary.
Evaluation of ILC and SLC : Tripartite diliberations have helped reached consensus on statutory wage fixation , Industrial Disputes Act 1947 , provident fund scheme 1950 The mines act 1952 , etc.
Committee on Conventions : 1. To examine the ILO conventions and recommendations which have not so far been ratified by India. 2. To make suggestions with regard to a phased and speedy implementation of ILO standards.
Bipartite bodies : it is a system of industrial relation where social and labour issues are discussed between trade unions and management,usually at the enterprise level.
Work committee is meant by the industrial units to prevent and settle disputes at unit level is known as work committee.
Joint Managemnet
Under this system, Joint Management Councils are constituted at the plant level. These councils were set up as early as 1958 and consist of an equal number of representatives of the employers and employees, not exceeding 12 at the plant level. The plant should employ at least500 workers.
Under this system, Joint Management Councils are constituted at the plant level. These councils were set up as early as 1958 and consist of an equal number of representatives of the employers and employees, not exceeding 12 at the plant level. The plant should employ at least500 workers.
Bipartism is a system of industrial relations where social and labour issues are discussed between trade unions and management, usually at the enterprise level. The bipartite consultative machinery comprises two important constituents, viz., the works committees and the joint management councils. These are purely consultative and not negotiating bodies. This consultative joint machinery- with equal representation of the employers and the workers has been set up exclusively for dealing with disputes affecting the plant or industry.
Industrial Disputes: Dispute Settlement Methods and MachineryAjay Ram
This document discusses various methods for resolving industrial disputes between employers and employees, including collective bargaining, grievance procedures, conciliation, arbitration, and adjudication. It also defines key related terms like strikes, lockouts, layoffs, and retrenchment. Specifically, it provides 3 sentences on conciliation: Conciliation is a process by which representatives of workers and employers are brought together before a third party to resolve disputes through mutual discussion. The third party may be an individual or group aimed at persuading the parties to reach an agreement. Conciliation officers and boards can be appointed by the government to mediate in industrial disputes.
The document discusses several key aspects of India's labor market and industrial relations system. It notes that the Indian economy has transitioned from import substitution post-independence to economic liberalization. The labor force is predominantly casual and informal, with only 13% in regular wage employment. There are concerns around job creation, skills, mobility, productivity and competitiveness. Industrial relations involve multiple parties like workers, management, unions and the government and are influenced by economic, social, political and technological factors. The state plays a role in regulating labor issues through various laws and policies.
The document defines industrial relations as the complex inter-relations between workers, managers, and the government. It involves the systems and procedures used by unions and employers to determine employment conditions and regulate how employers treat employees.
Industrial relations can be seen as having two aspects - cooperation and conflict. This dynamic relationship alternates between cooperation and conflict, then back to cooperation. The main aspects of industrial relations are promoting healthy labor-management relations, maintaining industrial peace, and developing industrial democracy. Parties to industrial relations include labor unions and management.
The objectives of industrial relations are to establish sound relationships between workers and management, avoid industrial conflicts, and improve economic conditions and living standards for workers. Maintaining harmonious industrial relations improves
Industrial relations in India have evolved significantly over time. Traditionally, relations were those of master-servant during ancient and medieval times, with craftsmen and workers organizing into guilds called Shrenis. Under British rule, the relationship became one of exploitation, with workers having little power. Post-independence, laws and institutions like tripartite bodies and minimum wage laws were established to protect workers. Globalization in the 1990s has led to new challenges, as traditional IR models struggle to adapt to requirements of competitiveness, flexibility and individual bargaining in the emerging global business scenario.
The document discusses wage boards and pay commissions in India. It explains that wage boards were first established in 1957 for the textile industry and are tripartite bodies that determine wages in different industries. Pay commissions, on the other hand, determine pay structures for government employees. It provides details on the composition and factors considered by wage boards and gives an overview of the major recommendations of the 1st through 6th pay commissions in India since 1947.
The International Labour Organisation (ILO) was established in 1919 as part of the League of Nations to promote social justice and decent work. It is the only United Nations agency that survived World War II. The ILO aims to advance opportunities for women and men to obtain decent and productive work in conditions of freedom, equity, security and human dignity. It has 183 member states and brings together governments, employers and workers representatives to set labour standards, develop policies and devise programmes promoting decent work.
This document discusses the scope, objectives, and principles of labor welfare. It defines labor welfare as voluntary efforts by employers to provide better employment conditions and improve workers' standard of living. The objectives of labor welfare are to enable workers to live richer lives, contribute to productivity and efficiency, enhance living standards, and foster development among the workforce. Key principles discussed include social responsibility, democratic values, adequate wages, efficiency, co-responsibility, and coordination of welfare efforts.
The document discusses key concepts in industrial relations including:
1. It defines industrial relations as the relationships between employees, employers, and unions within organizational settings including collective bargaining and dispute resolution.
2. It outlines the objectives of industrial relations as avoiding disputes between management and labor to increase productivity while also improving workers' living conditions.
3. It discusses the roles of the main actors in industrial relations - employees, employers, and the state through labor laws and policies.
Industrial Disputes: Dispute Settlement Methods and MachineryAjay Ram
This document discusses various methods for resolving industrial disputes between employers and employees, including collective bargaining, grievance procedures, conciliation, arbitration, and adjudication. It also defines key related terms like strikes, lockouts, layoffs, and retrenchment. Specifically, it provides 3 sentences on conciliation: Conciliation is a process by which representatives of workers and employers are brought together before a third party to resolve disputes through mutual discussion. The third party may be an individual or group aimed at persuading the parties to reach an agreement. Conciliation officers and boards can be appointed by the government to mediate in industrial disputes.
The document discusses several key aspects of India's labor market and industrial relations system. It notes that the Indian economy has transitioned from import substitution post-independence to economic liberalization. The labor force is predominantly casual and informal, with only 13% in regular wage employment. There are concerns around job creation, skills, mobility, productivity and competitiveness. Industrial relations involve multiple parties like workers, management, unions and the government and are influenced by economic, social, political and technological factors. The state plays a role in regulating labor issues through various laws and policies.
The document defines industrial relations as the complex inter-relations between workers, managers, and the government. It involves the systems and procedures used by unions and employers to determine employment conditions and regulate how employers treat employees.
Industrial relations can be seen as having two aspects - cooperation and conflict. This dynamic relationship alternates between cooperation and conflict, then back to cooperation. The main aspects of industrial relations are promoting healthy labor-management relations, maintaining industrial peace, and developing industrial democracy. Parties to industrial relations include labor unions and management.
The objectives of industrial relations are to establish sound relationships between workers and management, avoid industrial conflicts, and improve economic conditions and living standards for workers. Maintaining harmonious industrial relations improves
Industrial relations in India have evolved significantly over time. Traditionally, relations were those of master-servant during ancient and medieval times, with craftsmen and workers organizing into guilds called Shrenis. Under British rule, the relationship became one of exploitation, with workers having little power. Post-independence, laws and institutions like tripartite bodies and minimum wage laws were established to protect workers. Globalization in the 1990s has led to new challenges, as traditional IR models struggle to adapt to requirements of competitiveness, flexibility and individual bargaining in the emerging global business scenario.
The document discusses wage boards and pay commissions in India. It explains that wage boards were first established in 1957 for the textile industry and are tripartite bodies that determine wages in different industries. Pay commissions, on the other hand, determine pay structures for government employees. It provides details on the composition and factors considered by wage boards and gives an overview of the major recommendations of the 1st through 6th pay commissions in India since 1947.
The International Labour Organisation (ILO) was established in 1919 as part of the League of Nations to promote social justice and decent work. It is the only United Nations agency that survived World War II. The ILO aims to advance opportunities for women and men to obtain decent and productive work in conditions of freedom, equity, security and human dignity. It has 183 member states and brings together governments, employers and workers representatives to set labour standards, develop policies and devise programmes promoting decent work.
This document discusses the scope, objectives, and principles of labor welfare. It defines labor welfare as voluntary efforts by employers to provide better employment conditions and improve workers' standard of living. The objectives of labor welfare are to enable workers to live richer lives, contribute to productivity and efficiency, enhance living standards, and foster development among the workforce. Key principles discussed include social responsibility, democratic values, adequate wages, efficiency, co-responsibility, and coordination of welfare efforts.
The document discusses key concepts in industrial relations including:
1. It defines industrial relations as the relationships between employees, employers, and unions within organizational settings including collective bargaining and dispute resolution.
2. It outlines the objectives of industrial relations as avoiding disputes between management and labor to increase productivity while also improving workers' living conditions.
3. It discusses the roles of the main actors in industrial relations - employees, employers, and the state through labor laws and policies.
The document summarizes key aspects of the Industrial Disputes Act 1947 in India. It defines industrial disputes, outlines the objectives to promote industrial harmony, and describes the types of industrial disputes that can arise. It also explains the authorities and mechanisms established for resolving industrial disputes, including prohibitions on strikes and lockouts, voluntary arbitration, and adjudication through labor courts, tribunals, and national tribunals.
Trade unions are permanent associations of workers or employers formed to secure economic and social benefits for workers. In India, the major phases of trade union development were from 1850-1900, 1900-1946, and post-1947 when four central trade union organizations were functioning. Trade unions have objectives like improving wages and working conditions for workers. They have functions like negotiating for higher pay and better treatment and providing welfare. However, they also face problems like uneven growth, limited membership, multiple competing unions, and financial issues.
Trade unions are organizations formed by workers to negotiate with employers on issues like wages, working conditions, and benefits. The key goals of trade unions are to improve terms of employment for workers and enhance their status in society through collective bargaining. Some of the main activities of trade unions include negotiating with management on wages and issues related to job security, working conditions, and welfare facilities. Trade unions also engage in political and social activities to support their members.
Industrial relations refers to the relationships between management and workers in an industrial organization. It involves aspects like trade unionism, collective bargaining, worker participation, and resolving industrial disputes. The relationships are complex and involve managers, workers, and government agencies. Maintaining cooperation and resolving conflicts are important for sound industrial relations. Various approaches like unitary, pluralist, and Marxist view industrial relations and conflicts differently. Dunlop's systems approach views industrial relations as an independent social system influenced by societal factors. Challenges to sound industrial relations include issues related to work nature, compensation, trade unions, employer flexibility, and organizational climate. Developing trust, democratic unions, industrial peace, feedback and a professional approach can help build sound industrial relations.
Reference of industrial disputes for settlement - Settlement
machinery for Industrial Disputes, Conciliation Officer, Board of
Conciliation, Court of Enquiry, Labour Court, Industrial Tribunal
and National Tribunal and Arbitration, their composition, powers,
and duties,
Labor legislation refers to all laws enacted by governments to regulate employment conditions and relations, provide social security, and ensure worker welfare. The objectives of labor legislation are to preserve worker health and safety, maintain good employer-employee relations, safeguard workers from exploitation, and provide mechanisms for resolving industrial disputes. Key types of labor legislation are protective laws that set minimum employment standards, regulatory laws that govern labor-management relations and dispute resolution, social security laws that provide benefits, and welfare laws aimed at improving living conditions.
The document discusses the definition, objectives, and functions of trade unions. It notes that trade unions are formed to regulate relations between workers and employers, and to impose conditions on businesses. Their key objectives are to improve wages and working conditions for employees through collective bargaining and other means. The functions of trade unions can be categorized as militant (fighting for workers' rights), fraternal (providing welfare benefits), political, and those related to participation in management issues.
The document discusses workers' education at different levels in India. It was defined as education designed to give workers a better understanding of their status, problems, rights and responsibilities. There are three levels - national, regional, and unit. At the national level, education officers are trained. At the regional level, worker-teachers are trained and conduct programs. At the unit level, worker-teachers educate rank-and-file workers. The content includes subjects like trade unions, industry, family, and citizenship. Techniques include lectures, discussions, study groups, and educational visits. The objective is to make workers efficient, disciplined union members and intelligent citizens.
This document provides definitions and explanations of key terms from the Industrial Disputes Act, 1947 of India. It defines terms like "arbitrator", "award", "Board", "conciliation officer", "continuous service", "industry", "industrial dispute", and outlines provisions around notices of change, references of disputes to tribunals, duties of boards, prohibitions of strikes and lockouts, and retrenchment of workmen. The document appears to be teaching slides that provide an overview of objectives, structures and processes established in the Act.
This document discusses workers' participation in management (WPM) in India. It defines WPM as a system of communication that allows employees to be informed about company affairs and contribute to management decisions. It describes different levels of WPM involvement from information sharing to administrative and decisive participation. Some common forms of WPM discussed are suggestion schemes, works committees, joint management councils, and shop councils. The document also outlines some reasons for the limited success of WPM in India such as resistance from employers and lack of initiative from unions and government.
The document discusses industrial relations in India, outlining key aspects of the system such as the legislative framework, key actors (employers, workers, government), and tripartite bodies that aim to balance interests. It also covers the evolution of the system from pre-independence to modern times, noting the impact of globalization and technological changes. Maintaining sound industrial relations is important as it can promote productivity and employment while improving lives, whereas poor relations may stunt industry growth and decrease GDP.
An industrial dispute is a conflict between management and workers regarding terms of employment that can result in industrial actions like strikes or lockouts. Disputes generally arise due to issues like poor wages or working conditions. They negatively impact both parties through lost production and profits for management, and lost wages and hardship for workers. Industrial disputes are classified as interest disputes involving negotiations over new terms, or grievance disputes regarding unfair treatment. Common causes of disputes include industrial factors, management attitudes, government failures, and union rivalries. Strikes are a legitimate worker action that temporarily halt work in order to pressure employers, while lockouts are management imposing work stoppages.
The document summarizes key aspects of the Trade Union Act of 1926 in India. It discusses the objectives of establishing legal protections for trade unions, how unions are defined, and requirements for registration. Key points include:
- The Act aimed to provide legal status to trade unions by establishing a registration system.
- A trade union is defined as a combination of workers/employers formed to regulate their relations or impose conditions on businesses.
- At least 7 members can apply to register a union, providing details like member names and addresses, union name and rules.
- Registered unions must operate within certain duties like notifying address changes and submitting annual audited financial reports.
- Funds are raised
1. Industrial conflicts arise due to divergent interests between management and employees over issues like wages, working conditions, and production goals.
2. Conflicts can manifest through organized actions like strikes and lockouts or unorganized ways like slowdowns and sabotage.
3. The main causes of conflicts in Indian industries are issues related to wages, bonuses, personnel matters, retrenchment, leaves and working hours. Major conflicts have taken the form of strikes and lockouts, which have consequences for all involved parties.
The document discusses different forms and schemes of labour management cooperation between workers and owners in Indian industries. It describes works committees established in 1947 to address non-wage related issues, joint management councils formed in 1958 for consultation and information sharing, and board level participation of workers' representatives introduced in 1970. Subsequent schemes included shop councils and joint councils under the 20-point programme in 1975 and unit councils in public sector commercial organizations in 1977 to facilitate worker involvement in management.
The document discusses the nature, meaning, principles, functions and types of trade unions according to the Trade Union Act of 1926 in India. Some key points:
- Trade unions are voluntary organizations formed by workers/employers to promote their collective interests through actions like regulating relations and imposing work conditions.
- The main functions of trade unions are protecting workers' interests through collective bargaining over wages and work conditions, and providing social/welfare benefits to members.
- Trade unions can be reformist, seeking gradual change through bargaining, or revolutionary, aiming to replace the existing economic system. They may be organized by craft, industry or federation.
- The Trade Union Act of 1926 provides for registration of trade
1) Industrial disputes mainly arise between employers and employees regarding employment issues like wages, hours, terms of employment.
2) Causes of industrial disputes include industrial factors like dismissal or wages; management attitude like unwillingness to negotiate; issues with government machinery; and other factors like political instability.
3) Preventive measures for industrial disputes include appointing welfare officers, establishing tripartite and bipartite bodies for consultation, implementing standing orders to regulate employment conditions, having grievance procedures to address employee issues, and engaging in collective bargaining between unions and management.
Industrial relations encompass employment relationships and interactions between management and employees or among employees. There are various approaches to defining and analyzing industrial relations, including institutional, social psychology, and class-based definitions. Theories also examine factors like human resource management, employment relations, and the objectives and nature of industrial relations. Unions, management, and government all play important roles in industrial relations systems.
The document discusses Indian labor legislation. It provides definitions and outlines the objectives, principles, scope, and classification of labor laws in India. Key points covered include:
- Labor legislation protects workers' rights and promotes healthy employer-employee relations.
- Major labor laws in India relate to industrial relations, wages, working conditions, welfare, and social security.
- Labor laws aim to prevent exploitation of workers, preserve their health and safety, and establish productive employment relationships.
- Major central acts discussed are the Industrial Disputes Act, Employees' Compensation Act, Payment of Gratuity Act, and Minimum Wages Act.
This document provides an overview of trade unions, the International Labour Organization (ILO), and their objectives. It discusses [1] the meaning and need for trade unions, problems they face, and the objectives and organs of the ILO. The ILO aims to promote social justice and decent working conditions globally. It establishes labor standards, collects data, and provides technical assistance through its Conference, Governing Body, and International Labour Office. The overall purpose is improving conditions for workers worldwide.
The document summarizes key aspects of the Industrial Disputes Act 1947 in India. It defines industrial disputes, outlines the objectives to promote industrial harmony, and describes the types of industrial disputes that can arise. It also explains the authorities and mechanisms established for resolving industrial disputes, including prohibitions on strikes and lockouts, voluntary arbitration, and adjudication through labor courts, tribunals, and national tribunals.
Trade unions are permanent associations of workers or employers formed to secure economic and social benefits for workers. In India, the major phases of trade union development were from 1850-1900, 1900-1946, and post-1947 when four central trade union organizations were functioning. Trade unions have objectives like improving wages and working conditions for workers. They have functions like negotiating for higher pay and better treatment and providing welfare. However, they also face problems like uneven growth, limited membership, multiple competing unions, and financial issues.
Trade unions are organizations formed by workers to negotiate with employers on issues like wages, working conditions, and benefits. The key goals of trade unions are to improve terms of employment for workers and enhance their status in society through collective bargaining. Some of the main activities of trade unions include negotiating with management on wages and issues related to job security, working conditions, and welfare facilities. Trade unions also engage in political and social activities to support their members.
Industrial relations refers to the relationships between management and workers in an industrial organization. It involves aspects like trade unionism, collective bargaining, worker participation, and resolving industrial disputes. The relationships are complex and involve managers, workers, and government agencies. Maintaining cooperation and resolving conflicts are important for sound industrial relations. Various approaches like unitary, pluralist, and Marxist view industrial relations and conflicts differently. Dunlop's systems approach views industrial relations as an independent social system influenced by societal factors. Challenges to sound industrial relations include issues related to work nature, compensation, trade unions, employer flexibility, and organizational climate. Developing trust, democratic unions, industrial peace, feedback and a professional approach can help build sound industrial relations.
Reference of industrial disputes for settlement - Settlement
machinery for Industrial Disputes, Conciliation Officer, Board of
Conciliation, Court of Enquiry, Labour Court, Industrial Tribunal
and National Tribunal and Arbitration, their composition, powers,
and duties,
Labor legislation refers to all laws enacted by governments to regulate employment conditions and relations, provide social security, and ensure worker welfare. The objectives of labor legislation are to preserve worker health and safety, maintain good employer-employee relations, safeguard workers from exploitation, and provide mechanisms for resolving industrial disputes. Key types of labor legislation are protective laws that set minimum employment standards, regulatory laws that govern labor-management relations and dispute resolution, social security laws that provide benefits, and welfare laws aimed at improving living conditions.
The document discusses the definition, objectives, and functions of trade unions. It notes that trade unions are formed to regulate relations between workers and employers, and to impose conditions on businesses. Their key objectives are to improve wages and working conditions for employees through collective bargaining and other means. The functions of trade unions can be categorized as militant (fighting for workers' rights), fraternal (providing welfare benefits), political, and those related to participation in management issues.
The document discusses workers' education at different levels in India. It was defined as education designed to give workers a better understanding of their status, problems, rights and responsibilities. There are three levels - national, regional, and unit. At the national level, education officers are trained. At the regional level, worker-teachers are trained and conduct programs. At the unit level, worker-teachers educate rank-and-file workers. The content includes subjects like trade unions, industry, family, and citizenship. Techniques include lectures, discussions, study groups, and educational visits. The objective is to make workers efficient, disciplined union members and intelligent citizens.
This document provides definitions and explanations of key terms from the Industrial Disputes Act, 1947 of India. It defines terms like "arbitrator", "award", "Board", "conciliation officer", "continuous service", "industry", "industrial dispute", and outlines provisions around notices of change, references of disputes to tribunals, duties of boards, prohibitions of strikes and lockouts, and retrenchment of workmen. The document appears to be teaching slides that provide an overview of objectives, structures and processes established in the Act.
This document discusses workers' participation in management (WPM) in India. It defines WPM as a system of communication that allows employees to be informed about company affairs and contribute to management decisions. It describes different levels of WPM involvement from information sharing to administrative and decisive participation. Some common forms of WPM discussed are suggestion schemes, works committees, joint management councils, and shop councils. The document also outlines some reasons for the limited success of WPM in India such as resistance from employers and lack of initiative from unions and government.
The document discusses industrial relations in India, outlining key aspects of the system such as the legislative framework, key actors (employers, workers, government), and tripartite bodies that aim to balance interests. It also covers the evolution of the system from pre-independence to modern times, noting the impact of globalization and technological changes. Maintaining sound industrial relations is important as it can promote productivity and employment while improving lives, whereas poor relations may stunt industry growth and decrease GDP.
An industrial dispute is a conflict between management and workers regarding terms of employment that can result in industrial actions like strikes or lockouts. Disputes generally arise due to issues like poor wages or working conditions. They negatively impact both parties through lost production and profits for management, and lost wages and hardship for workers. Industrial disputes are classified as interest disputes involving negotiations over new terms, or grievance disputes regarding unfair treatment. Common causes of disputes include industrial factors, management attitudes, government failures, and union rivalries. Strikes are a legitimate worker action that temporarily halt work in order to pressure employers, while lockouts are management imposing work stoppages.
The document summarizes key aspects of the Trade Union Act of 1926 in India. It discusses the objectives of establishing legal protections for trade unions, how unions are defined, and requirements for registration. Key points include:
- The Act aimed to provide legal status to trade unions by establishing a registration system.
- A trade union is defined as a combination of workers/employers formed to regulate their relations or impose conditions on businesses.
- At least 7 members can apply to register a union, providing details like member names and addresses, union name and rules.
- Registered unions must operate within certain duties like notifying address changes and submitting annual audited financial reports.
- Funds are raised
1. Industrial conflicts arise due to divergent interests between management and employees over issues like wages, working conditions, and production goals.
2. Conflicts can manifest through organized actions like strikes and lockouts or unorganized ways like slowdowns and sabotage.
3. The main causes of conflicts in Indian industries are issues related to wages, bonuses, personnel matters, retrenchment, leaves and working hours. Major conflicts have taken the form of strikes and lockouts, which have consequences for all involved parties.
The document discusses different forms and schemes of labour management cooperation between workers and owners in Indian industries. It describes works committees established in 1947 to address non-wage related issues, joint management councils formed in 1958 for consultation and information sharing, and board level participation of workers' representatives introduced in 1970. Subsequent schemes included shop councils and joint councils under the 20-point programme in 1975 and unit councils in public sector commercial organizations in 1977 to facilitate worker involvement in management.
The document discusses the nature, meaning, principles, functions and types of trade unions according to the Trade Union Act of 1926 in India. Some key points:
- Trade unions are voluntary organizations formed by workers/employers to promote their collective interests through actions like regulating relations and imposing work conditions.
- The main functions of trade unions are protecting workers' interests through collective bargaining over wages and work conditions, and providing social/welfare benefits to members.
- Trade unions can be reformist, seeking gradual change through bargaining, or revolutionary, aiming to replace the existing economic system. They may be organized by craft, industry or federation.
- The Trade Union Act of 1926 provides for registration of trade
1) Industrial disputes mainly arise between employers and employees regarding employment issues like wages, hours, terms of employment.
2) Causes of industrial disputes include industrial factors like dismissal or wages; management attitude like unwillingness to negotiate; issues with government machinery; and other factors like political instability.
3) Preventive measures for industrial disputes include appointing welfare officers, establishing tripartite and bipartite bodies for consultation, implementing standing orders to regulate employment conditions, having grievance procedures to address employee issues, and engaging in collective bargaining between unions and management.
Industrial relations encompass employment relationships and interactions between management and employees or among employees. There are various approaches to defining and analyzing industrial relations, including institutional, social psychology, and class-based definitions. Theories also examine factors like human resource management, employment relations, and the objectives and nature of industrial relations. Unions, management, and government all play important roles in industrial relations systems.
The document discusses Indian labor legislation. It provides definitions and outlines the objectives, principles, scope, and classification of labor laws in India. Key points covered include:
- Labor legislation protects workers' rights and promotes healthy employer-employee relations.
- Major labor laws in India relate to industrial relations, wages, working conditions, welfare, and social security.
- Labor laws aim to prevent exploitation of workers, preserve their health and safety, and establish productive employment relationships.
- Major central acts discussed are the Industrial Disputes Act, Employees' Compensation Act, Payment of Gratuity Act, and Minimum Wages Act.
This document provides an overview of trade unions, the International Labour Organization (ILO), and their objectives. It discusses [1] the meaning and need for trade unions, problems they face, and the objectives and organs of the ILO. The ILO aims to promote social justice and decent working conditions globally. It establishes labor standards, collects data, and provides technical assistance through its Conference, Governing Body, and International Labour Office. The overall purpose is improving conditions for workers worldwide.
The document summarizes the role of the International Labour Organization (ILO) and the International Labour Conference (ILC). It states that the ILO was established in 1919 as part of the League of Nations and aims to promote world peace through social justice. The ILO is a tripartite United Nations agency comprising representatives of governments, employers and workers. It sets international labor standards and oversees their implementation. The ILC is the ILO's annual policymaking body composed of government, employer and worker delegates that formulates conventions and recommendations and oversees their application.
This document discusses dispute resolution mechanisms in Bangladeshi industries and the role of tripartism and social dialogue. It notes that in Bangladesh, disputes can be resolved through bipartite negotiation, tripartite discussion, arbitration, or labor courts. However, there is no clear mechanism for resolving individual disputes. The document argues that tripartite cooperation and social dialogue play an important role in promoting harmonious labor relations and resolving disputes. It outlines the existing tripartite institutions in Bangladesh, including the Tripartite Consultative Council and Minimum Wage Board, and explains their composition and functions.
Employers' Organizations (EOs) represent and defend employers on labor issues. Their primary objectives are to promote employers' interests, study labor policies and relations, and offer advice. They also provide secondary services like training, research reports, and improving workplace safety. EOs operate at local, regional, and central levels. Membership is voluntary and EOs represent employer interests on statutory bodies and make submissions to authorities on legislation. However, EOs have limited finances and need to upgrade services to members to raise more funds.
The document discusses industrial relations in India, outlining key aspects of the system such as the legislative framework, key actors (employers, workers, government), and tripartite bodies that aim to balance interests. It also covers the evolution of the system from pre-independence to modern times, noting the impact of globalization and technological changes. Maintaining sound industrial relations is important as it can help boost productivity and growth while ensuring social justice and workers' welfare.
This document discusses collective bargaining in healthcare, labor laws, unions, and the role of nurse managers. It defines collective bargaining as negotiations between employers and employee representatives regarding working conditions and employment terms. The key aspects of collective bargaining covered include its characteristics, subjects of negotiation like wages and benefits, importance in promoting industrial peace, and types. The document also examines trade unions, their objectives and functions according to Indian labor law. Health care labor laws aim to provide benefits like maternity leave and accident compensation.
This document discusses various statutory and non-statutory machineries for settling industrial disputes in India. It describes methods such as codes of discipline, tripartite machinery, workers' participation in management, and collective bargaining as non-statutory approaches. For statutory measures, it outlines the roles of work committees, conciliation, arbitration, and adjudication processes in resolving industrial disputes. The document provides details on the procedures and advantages of each machinery in facilitating uninterrupted production and maintaining healthy industrial relations.
The document discusses labour welfare, employee relations, and related government policies and laws in India. It notes that the government has established a Ministry of Human Resource Development to improve human capital development. Labour welfare is an important part of industrial relations. The document outlines key areas for labour standards and reforms, and objectives of employee relations like participation, productivity, and industrial peace. It discusses constitutional provisions and many laws enacted in India to safeguard employee welfare and relations. International labour standards set by the ILO are also important to achieve fair and humane working conditions.
Inernational labour organization by Maged ElsakkaMaged Elsakka
The ILO was created in 1919, as part of the Treaty of Versailles that ended World War I, to reflect the belief that universal and lasting peace can be accomplished only if it is based on social justice.
International Labour Standards (ILS) are legal instruments created by the International Labour Organization (ILO) that set out basic principles and rights at work. ILS are developed through a tripartite process involving governments, employers, and workers and take the form of either conventions, which are binding treaties, or recommendations, which are non-binding guidelines. There are currently over 190 conventions and 200 recommendations covering issues like forced labor, child labor, discrimination, employment policy, and occupational safety. ILS are designed to be flexible enough to apply to different national contexts while promoting opportunities for decent and productive work globally.
The International Labour Organization (ILO) was established in 1919 to promote social justice and internationally recognized human and labor rights. It is the first specialized agency of the UN. The ILO has three main governing bodies - the International Labour Conference which establishes labor standards, the Governing Body which implements Conference decisions, and the International Labour Office which supports the work of the ILO. The ILO works to advance decent work, labor standards, and social protection around the world through standards setting, technical assistance, research and advocacy. India is a founding member of the ILO and has ratified many ILO conventions.
Emerging scenario of industrial relationslaxmigajwala
The document discusses Voluntary Retirement Schemes (VRS). It provides details about VRS, including when they can be adopted (during recession, competition, mergers/acquisitions, etc.), eligibility guidelines, implementation process, challenges, and demerits. VRS allows employees to voluntarily retire before their scheduled retirement date. Companies use it to reduce surplus staffing. Both public and private sector organizations in India have implemented VRS with government approval required for public sector VRS.
The document discusses labour laws and the International Labour Organization (ILO). It notes that labour laws regulate the relationship between employers, employees, and unions, dealing with issues like wages, hours, and conditions. The ILO is a UN agency that sets international labour standards and works to promote decent work and social justice. It has 187 member states and aims to reduce class conflict and unrest by facilitating cooperation on working standards. The ILO was established after WWI to reflect the belief that lasting peace requires social justice and humane labour conditions.
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
This document provides an overview of industrial relations, including definitions, models, and methods of settling disputes. It defines industrial relations as the relationship between management and employees regarding employment. Three main parties are involved: employees, employers, and the government. Two key aspects of industrial relations are cooperation and conflict between labor and capital. Models discussed include Dunlop's which focuses on rules, actors, environment, and ideology, and the IILS model which emphasizes environment, parties, processes, and rules. Methods of settling disputes discussed are collective bargaining, voluntary arbitration, and various state intervention methods like compulsory investigation and conciliation.
The document discusses labour laws and the International Labour Organization (ILO). It notes that labour laws regulate the relationship between employers, employees, and unions, dealing with issues like wages, hours, and discrimination protections. The ILO is a UN agency that works to establish international labour standards and protections. It has 187 member states and seeks to promote decent work and social justice. The ILO was established after WWI to help maintain peace by addressing issues that cause social unrest like poor working conditions.
WORKERS’ PERSPECTIVE: BASIS OF SELECION AND JOINING A TRADE UNIONinventionjournals
Industrialization is the only key to economic development because it is the fundamental process to utilize the enormous available human assets and other physical & natural resources for the consistent advancement of a developing country, like India. Trade unions are nothing but a ―Pressure Group‖ (also known as Advocacy groups, interest groups, campaign groups, lobby groups, a protest group, or special interest groups), which exert a pressure and use various forms of advocacy on the management/ employers, or even on Govt. in order to influence policy, legislation, opinion, strategy, decisions etc. in favor of the workers/ employees. The aim of all pressure groups is to influence the people who actually have the Decision-making power (management, employer or Govt.). Trade Unionism is a by-product of rapid industrialization right from the colonial era. A trade union is nothing but a well organized group of working class employees for protecting, sustain, and enhanced the group members’ interests and benefits on the basis of unity of strength. Its main objective is to protect & protest its members from exploitation and enhance & advance the interests & benefits of them. They are the most appropriate organizations for complementary and improving the relations between the employer and the employees. India now has more than 84,650 registered trade unions along with an unaccounted number of unregistered trade unions speckled across a wide spectrum of Indian trade & industries. This paper tries to understand what the basic philosophy of an employee behind the selection of a particular trade union over the others.
Industrial Relations and HR Practices with respect to ILO guidelinesSandeep Bhat
The document discusses ILO guidelines on industrial relations and HR practices. It provides an overview of the ILO, including its tripartite governing structure and conventions. Key points include:
- The ILO establishes conventions and recommendations on labor issues that member states can ratify.
- It monitors compliance through regular and special reporting and complaints procedures.
- The IRLex database summarizes legal frameworks around collective bargaining in different countries.
- SCORE aims to help SMEs improve productivity while respecting workers' rights.
Similar to bitripartite and tripartite by Apurva & Sejal.pptx (20)
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
4. TRIPARTITE
• Though the recommendations of thesebodies are only adviso
ry in nature they carry considerable weight with the
government, workers and employers. Tripartite means
composed of or split into three parts, or refers to three parties.
• The ILO is based on the principle of tripartism - dialogue and
cooperation between governments, employers, and workers - in
the formulation of standards and policies dealing with labour
matters. International labour standards are created and
supervised through a tripartite structure.
• Tripartism is a system of labour relations in which the state,
employers, and workers are autonomous yet interdependent
partners, pursuing common interests and participating in
decisions affecting them in a binding spirit of mutuality and
reciprocity. This can take place at either or both macro and
micro levels.
• Tripartite forums evolve norms or standards in the form of
guidelines. There are a number of tripartite bodies which
operate at the Central and State levels.
5. TRIPARTITE BODIES
• The tripartite body was established to make peace and improve
relations between management and unions, and maintain smooth
functioning of union management relations. The tripartite body had
to be sufficiently large to ensure sufficient representation of the
various interests involved; encourage representatives of
employers, labor and government to meet regularly; and disallow
individual members from making individual contributions to
meetings.
• The aim of the consultative machinery is “to bring the parties
together for mutual settlement of differences in a spirit of
cooperation an goodwill” Thus these bodies play the role of
consultants.
• The principals and policies of the tripartite body have been a
machinery of consultancy at the industrial and national levels and
have shaped Industrial relations in India
6. THEPURPOSEOF THETRIPARTITEBODYIS TO
1. Determine a plan for settlement for all
disputes.
Bring the aggravated parties together
for mutual settlement of differences,
and encourage a spirit of cooperation
and goodwill.
2. Promote uniformity in labor laws and
legislation.
3. Discuss all matters of all India
importance as between employers
and employees.
7. EVOLUTIONOFTRIPARTITEBODIES
• The Whitley Commission, in 1931,recommended a body be set up to
look into the needs for consultation on labour matters. It envisaged
a statutory organisation which should ensure adequate
representation of the various interests involved : employers, labour
and government. They recommended that labour members should
be elected by registered trade unions and employers’
representatives should be elected by their association. They should
meet regularly.
• It was only after the 4th Labour Conference held in 1942 that
permanent tripartite collaboration machinery was set up – Indian
Labour Conference (ILC) and Standing Labour Committee (SLC)
8. TRIPARTITE BODIES - INDIA
• Some of the notable tripartite bodies are-
• The Indian Labour Conference (ILC)
• The Standing Labour Committee (SLC)
• The Committee on Conventions
• The Industrial committee
Other bodies of tripartite nature which deals in
various aspects of labour problems -
• Steering Committee on Wages
• Central Implementation and Evaluation
Machinery
• Central Boards of Workers’ Education
• National Productivity Council
9. INDIAN LABOUR CONFERENCE
(ILC)
AND STANDING LABOUR
COMMITTEE (SLC)
Indian Labour Conference (ILC) and Standing Labour Committee (SLC) are
both important constituents of tripartite bodies and play a vital role in shaping
the IR system of the country. They have been constituted to suggest ways and
means to prevent disputes. The representatives of the workers and employers
are nominated to these bodies by the Central Government in consultation with
the All-India organisations of workers and employers.
The Labour Ministry settles the agenda for ILC/SLC meetings after taking into
consideration the suggestions sent to it by member organisations. The ILC
meets once a year, whereas the SLC meets as and when necessary.
10. ILC AND SLC
• The function of ILC is to “ advise the
Government of India on any matter
referred to it for advice, taking into
account suggestions made by the
provincial government, the states and
representative of the organisations of
workers and employers”
• The function of SLC is to “ consider and
examine such questions as may be
referred to it by the Central Government
and to render advice, taking into account
the suggestions made by various
governments, workers and employers”.
11. THE OBJECTS OF ILC ARE:
• Setting up of bipartite works committees, joint consultative and
production committees.
• Adoption by employers and unions of a voluntary code of
discipline;
• Following proper grievance and disciplinary procedures;
• Deciding norms for fixing need based wages;
• Rationalizing and revising wage structures of important
• industries through non-statutory wage boards.
• Encouraging voluntary arbitration for the settlement of industrial
disputes.
12. EVALUATION OF ILC AND SLC
• According to the National Commission on Labour these 2
bodies have contributed to attainment of the objectives set
before them. They have facilitated the enactment of central
legislation on various subjects to be made applicable to all the
states and union territories in order to promote uniformity in
labour legislation.
• Tripartite deliberations have helped reached consensus on
statutory wage fixation, introduction of a health insurance
scheme, enactment of the Standing Employment Order Act
1946,, Industrial Disputes Act 1947, Minimum Wages Act
1948, Employees’ State Insurance Act 1948, Provident Fund
Scheme 1950, The Mines Act 1952 etc.
• Other subjects processed by tripartite bodies are workers’
education, workers’ participation in management, training,
wage policy, Code of Discipline, criteria and procedures for the
recognition of unions.
• Though the recommendation of tripartite bodies are of
advisory nature, they carry considerable weight with the
government, workers and employers.
13. COMMITTEE ON CONVENTIONS
• Once a country has ratified an ILO convention, it is obliged to report
regularly on measures it has taken to implement it. The government
must submit reports regularly detailing the steps they have taken in
law and practice to apply any of the conventions they may have
ratified. Governments are required to submit copies of their reports to
employers’ and workers’ organizations. These organizations may
comment on the governments’ reports; they may also send
comments on the application of conventions directly to the ILO.
• Committee in Conventions is a tripartite committee set up in 1954.
The object was
• To examine the ILO conventions and recommendations which
have not so far been ratified by India.
• To make suggestions with regard to a phased and speedy
implementation of ILO standards.
• It is generally composed of eminent jurists appointed by the
Governing Body for three-year terms. The Experts come from
different geographic regions, legal systems and cultures. The
Committee's role is to provide an impartial and technical evaluation
of the state of application of international labour standards.
14. INDUSTRIAL COMMITTEE
• These were set up to discuss various specific problems
special to the industries covered by them and suggest ways
to overcome them.
• These committees provide a forum for the discussion of
proposals for legislation and other matters connected with
the labour policy and administration before they brought
before the legislature.
• Industrial Committees are tripartite bodies where the
number of workers’ representatives are equal to the
employers’ representatives.
15. OTHER TRIPARTITE COMMITTEES
1. Steering Committee on Wages: It was set up in 1956 and consists of
representatives of state government, employers, workers and an
economist. Its functions were (i)To study trends in wages, production
and price. (ii)To draw a wage map of India (iii)To help laying down
principles which will guide wage fixing authorities
2. Central Boards of Workers’ Education: This was constituted to
encourage growth of strong and well informed trade union movement
on responsible and constructive lines and comprised of
representatives of central & state government, employers and workers
3. National Productivity Council: It encouraged the productivity in the
country and consists of the government, employers’ associations,
labourers’ association & organisations and independent experts.
4. Central Implementation and Evaluation Machinery: This is set up to
ensure proper implementation of labour awards, agreements and
Code of Discipline. It consists of 4 representatives each of central
employers’ and workers’ organisations with union labour minister as
chairman
16. • Bipartism is a system of industrial relations where
social and labour issues are discussed between
trade unions and management, usually at the
enterprise level.
The bipartite consultative machinery comprises of
groups like Works Committee and Joint Management
Council. These are purely consultative and not
negotiating bodies, with equal representations of the
employers and the workers. They were set up for
dealing with disputes affecting the plant or industry.
With the beginning of industrialization of India, labor
relations in Indian industries have also been largely
influenced by Indian democracy. The bipartite
consultation machinery was established around
1920, to democratize Indian industrial relations.
These joint committees were introduced in TISCO at
Jamshedpur.
17. WORKS COMMITTEE
• These committees were established within the industrial units to
prevent and settle disputes at the unit level. They comprise of equal
representatives of the management and workmen. They are regarded
as an effective social institution of industrial democracy and as a
statutory body in any enterprise employing 100 or more workers. Their
objectives are:
• To remove the causes of friction in the day to day work situation by
providing an effective grievance-resolving machinery.
• To promote measures securing amity and good relationship.
• To serve as an important adjunct in continuing bargaining system
• To strengthen the spirit of voluntary settlement and conciliation.
18. JOINT MANAGEMENT COUNCIL
• Joint Management Council was established with the concept of
progressive joint consultation between management, technicians and
workers. The council should be entitled to discuss various matters
pertaining to the establishment and recommending steps for its better
working and have equal representation of workers and managers. The
council is entitled-
• To be consulted on matters of Standing Orders, their amendments,
retrenchment, closure, reduction or cessation of operations
• To discuss and suggest on matters of general economic situation of
the concern, the market, production and sales programme, methods
of manufacturing, annual balance sheets, profit & loss statements,
expansion plans etc
• Administrative responsibilities of welfare or safety measures,
vocational trainings, working hours, breaks, holidays etc.
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