Trade unions and employers' associations serve to collectively represent the interests of workers and employers, respectively. Trade unions seek to protect workers' interests through collective bargaining on issues like wages, working conditions, and dispute resolution. Employers' associations represent the interests of employers in matters related to labor policy, collective bargaining, and maintaining good labor-employer relations. However, trade unions face several challenges like outside leadership, internal rivalry, financial difficulties, and declining membership in recent times due to factors like globalization and job losses. Strengthening union leadership and finances as well as promoting harmonious industrial relations can help bolster the trade union movement in India.
DEFINITION OF INDUSTRIAL DISPUTES BY THE ID ACT, VARIOUS FORMS OF INDUSTRIAL DISPUTES, WITH THERE EXPLANATIONS ,CAUSES OF INDUSTRIAL DISPUTES AND THERE EFFECTS ALSO(POSITIVE AND NEGATIVE), THE MOST IMPORTANT IS THE PREVENTIVE MEASURES AND THE FORMS OF SETTLEMENT OF VARIOUS DISPUTES IN AN INDUSTRY LEVEL WITH PROPER EXAMPLE AND PROCESS OF ALMOST ALL THE FORMS OF DISPUTES SETTLEMENT INCLUDING CONSULTATIVE MACHINERY.
DEFINITION OF INDUSTRIAL DISPUTES BY THE ID ACT, VARIOUS FORMS OF INDUSTRIAL DISPUTES, WITH THERE EXPLANATIONS ,CAUSES OF INDUSTRIAL DISPUTES AND THERE EFFECTS ALSO(POSITIVE AND NEGATIVE), THE MOST IMPORTANT IS THE PREVENTIVE MEASURES AND THE FORMS OF SETTLEMENT OF VARIOUS DISPUTES IN AN INDUSTRY LEVEL WITH PROPER EXAMPLE AND PROCESS OF ALMOST ALL THE FORMS OF DISPUTES SETTLEMENT INCLUDING CONSULTATIVE MACHINERY.
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
Industrial Dispute - Causes and impacts of Industrial Disputes, Outcomes of Industrial Disputes, Prevention of Industrial Disputes, Settlements of Industrial Disputes
Scope of Industrial Relations - Industrial Relationsmanumelwin
The concept of industrial relations has a very wide meaning and connotation. In the narrow sense, it means that the employer, employee relationship confines itself to the relationship that emerges out of the day to day association of the management and the labor.
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.
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
Industrial Dispute - Causes and impacts of Industrial Disputes, Outcomes of Industrial Disputes, Prevention of Industrial Disputes, Settlements of Industrial Disputes
Scope of Industrial Relations - Industrial Relationsmanumelwin
The concept of industrial relations has a very wide meaning and connotation. In the narrow sense, it means that the employer, employee relationship confines itself to the relationship that emerges out of the day to day association of the management and the labor.
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.
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Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
6. 25-6 The Legal Framework The Trade Union Act, 1926 legalises the formation of trade unions by any seven persons employed in a unit quite easily. A registered union has certain advantages to its credit. Due to inter union and intra union rivalry, it is not easy to carry out negotiations with a recognised union in India. The Act, of course, has not cleared the fog either. Trade Unions And Employers’ Associations
7. 25-7 The Bombay Industrial Relations Act, 1946, classified the registered unions as: i. Representative union having a membership of not less than 25% of the total employees as members in an industry; ii. Qualified union having at least 5% of membership in an industry; and iii. Primary union having a membership of at least 15% of employees in an undertaking. The rights of a Representative union under the Act are: a. First preference to appear or act in any proceedings under the Act as the representative of employees; b. Right to submit a dispute for arbitration; c. To make a special application to the Labour Court to hold an inquiry; and d. Office-bearers of the union cannot be dismissed or discharged. Trade Unions And Employers’ Associations Union recognition: criteria and rights
8. 25-8 Collective bargaining can succeed only when the employer recognises a trade union as the sole bargaining agent (in a multi-union situation) and agrees to negotiate with it on various issues affecting the lives of workers. A union may be strong, having a large majority of workers standing by its side, but unless it is recognised by the employer it will not be able to deliver the goods. If the employer refuses to recognise such a fact, for any reason whatsoever, it may not be able to obtain any concessions for its members. Denial of recognition to a union enjoying majority may lead both parties to a tug-of-war situation, seriously impacting industrial activities. Since there is no Central Law for compulsory recognition of unions, the employers are free to recognise any union of their own choice. In a multi-union situation the employer is compelled to verify the claims of contending unions in a careful way, following the procedure recommended by the 16th Tripartite Labour Conference, 1958. The employer, by and large, is also free to grant recognition to any union, purely guided by his whims or political strength of the union. Trade Unions And Employers’ Associations Employer decides everything?
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10. 25-10 Verification of trade union membership The majority character of a union is not easy to decide because of claims and counter claims from warring factions. Proper membership records, often, are not available. There is the problem of common names appearing in the registers of more than one union. Union leaders often divide workers along caste, community, religion, linguistic and regional lines. The check off system (whereby members pay their respective fee directly into the account of the union concerned) is offered as a viable alternative to solve the knotty issue. Trade Unions And Employers’ Associations The Legal Framework
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15. 25-15 Measures to strengthen trade union movement In order to strengthen the trade union movement in the country, there is an urgent need to improve trade union finances, develop leaders from the ranks of workers, recognise a bargaining agent on the basis of strong membership figures, promote one union one industry policy, strict criteria for recognising a representative union , strong political support for labour-related issues etc. Trade Unions And Employers’ Associations
16. 25-16 Employers’ Associations Trade Unions And Employers’ Associations Employers’ associations are formed, primarily, to promote and protect the interests of employers in trade and industry. Objectives Employers’ Associations are formed to promote and protect interests of employers in trade and industry. They are “formal groups of employers set up to defend, represent or advise affiliated employers”. They perform several important functions: Primary a. Promote and protect the interests of employers engaged in industry, trade and commerce in India. b. Study, analyse and disseminate information relating to labour policy, labour- management relations, collective bargaining, etc. c. Offer advice concerning various aspects of labour policy. d. Liaise with Union Government and initiate steps that are representative and legislative in nature. Cont…
17. 25-17 Secondary e. Train and develop staff and members. f. Obtain data on wages and conditions of work in industries attached to them. g. Come out with surveys, research-based reports on issues of importance to both labour and management. h. Take up projects for social and family welfare. i. Deal with safety and health at work place and working environment. j. Initiate steps to improve public image and improve public relations. k. Educate the public regarding the character, scope, importance and needs of trade, industry and commerce represented by members. Trade Unions And Employers’ Associations Employers’ Associations