The document discusses trade unions, including their theoretical foundations, legal framework, and structure in India. It describes how trade unions were formed to promote workers' interests through collective action. It outlines different theories on trade union movements and notes that the first national trade union congress in India emerged between 1850-1870. Trade unions play a key role in balancing considerations of enterprise and ensuring workers are not exploited. The legal framework governing trade unions in India is also examined.
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.
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bitripartite and tripartite by Apurva & Sejal.pptxDrJyotiDashora
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 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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We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
bitripartite and tripartite by Apurva & Sejal.pptxDrJyotiDashora
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 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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this presentation is for classroom use only. it can't be used for commercial presentations.
In this presentation, we will understand concept theories and types of wages, compensations and earnings.
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Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
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Frame Work of Employee Relation Law , Lahore Garrison Universitytouseefaq3
Employee relations consist of all those areas of human resource management that involve relationships with employees-directly or through collective agreements where trade unions are recognized.
Employee relations practices include formal processes, procedures and channels of communication.
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Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
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[Note: This is a partial preview. To download this presentation, visit:
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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2. Introduction
Trade unions are voluntary organizations of
workers formed to promote and protect their
interests through collective action.
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3. Theories of trade union
movement
Karl Marx: Class Conflict and Communist
Manifesto
Sydney and Beatrice Webb – The Socialist
Pattern of Society
Robert Hoxie – Unions under the American
Capitalist system
Mahatma Gandhi – The Concept of Trusteeship
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4. Trade unions of India
Trade union movement emerged between the
1850s and 1870s.
All India Trade Union Congress was the first
national federation of trade unions.
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5. Trade unions and economic
development
Key role of trade union is to act as a
countervailing power to ensure that
considerations of enterprise and efficiency are
balanced by equity.
It also prevent exploitation and ensure that
economic development is not an end in itself, but
a means to human development and progress.
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6. Legal framework
ILO Convention No 87: Freedom of Association
Indian Constitution and the Freedom of
Association
Trade Unions Act, 1926 – Salient Features
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7. Definition of trade and „Trade union‟
According to 2(h) if Trade Unions Act, 1926
defines a trade union as “any combination ,
whether temporary or permanent, former primarily
for the purpose of regulating the relations
between workmen and employers or between
workmen and workmen, or between employers
and employers, or for imposing restrictive
conditions on the conduct of any trade or
business and includes any federation or two or
more trade unions”
Distinction between Registration and Recognition
Privileges of Recognized, Representative Unions
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9. Union Recognition Agreement
These agreement stipulates dos and don‟ts for
both management and union
Specify the benefits that management would
provide to the unions
The facilities are accorded to unions subject to
the latter agreeing to fulfill certain obligations
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10. The Problem of the Free Rider
Employees may participate in 4 types of election
1. To elect office-bearer for unions
2. To elect a representative union for collective
bargaining purpose,
3. To elect workers representatives for works
committees, departmental councils, etc
4. To take decisions on whether to go on strike, etc
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11. Non union firms
The law in India does not make it mandatory for
management
To have unions
To recognize them (except in some states), or
To engage in collective bargaining
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13. Introduction
Evolution of different models of national trade
union movements - how they are linked to the
evolution of capital.
Emergence of the international trade union
movement - during the middle of the 12th century
special characteristics of unionism - among
managers and women - issues relation to
multiplicity of unions
Brief analysis of the future trends
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14. Models of National Trade Union
Movements
Occupational Unions
Industrial Unions
General Unions
Territorial Unions
Enterprise Unions
State – sponsored Unions
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15. Challenges Facing trade Unions
Decline in membership
Decline in state support or state neutrality
Deregulation, decentralization and consequent
reduction in the job, income, and social
security, creating anxiety among workers about the
effectiveness and utility of unions(s)
Repudiation of their rights by employers, consumers
and other actors, institutions in civil society.
Changing aspirations and needs of new generation
workforce
Reduced capacity to mobilize workers for conflict
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Imperative need to cooperate with managements
16. International trade union federations
International Confederation of Free Trade Unions
(ICFTU)
World Federation of Trade Unions (WFTU)
International Federation of Christian Unions (IFCU)
Regional Trade Union Organizations at International
Level
International Trade Union Organizations in Specific
Industries Occupations
Global Union Federations (GUFs) – Objective of GUF
Promotion of worldwide solidarity
Securing and enforcing human and trade union rights
Establishing a just economic and social order
Trade Union Internationals (TUIs)
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17. Trade Union Structure at the National
Level
Structuring of a trade union is composed of
Several layers of geographical and sectoral levels
Staff in various departments depending on the type
of activities
Rules and regulation concerning decision-making to
carry on activities, and mechanisms for rewarded,
review and refinement
Committees with specific tasks.
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18. A union formal structure influenced
by the following factors
Size
Spread
Role and function/activities
Responsibility and accountability
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19. A trade union structure has 3
dimensions
Formal organization
The people
The Human resource system
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20. Managerial Trade Unions
Managerial response to Managers Unions
Relations between Workers and Managers
Unions
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21. National Trade Union Centers
Regional Political Parties and their Trade Union
Wings
Industrial/Sectoral Federations
Enterprise-level Union
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22. Women in Trade Unions
Unionization Among Women Workers
Organizing Women Workers in the Unorganized
Sector
Why Women Do Not Join Unions
Women‟s Representation and Gender issued in
Collective Bargaining
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23. Role on International Trade Union
Movement
ICFTU Charter of Rights of Working Women as
follows
Equal rights and opportunities at work
Maternity protection for all working women
Sharing of work in the family
A place for women at all levels of trade union
hierarchy
Actions in all spheres to respond to women‟s needs
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24. Monitoring Gender Equality in Trade
Unions
Trade unions should discuss the following issues in
their meetings at the local, regional, national and
international levels:
Sexual division of labor
Percentage of women in the total workforce
Percentage of leadership positions helf by women
in the union
Membership in tripartite and bipartite for a at the
national, regional and local levels
Training programmes conducted at the
international, national, regional and local levels
Paid positions in trade union secretariats at the
international, national, regional and local levels
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25. Trade Union Unity and Trade Union
Mergers
It gives an opportunity to represent their collective
interests.
It is based on the belief: “United we stand, divided
we fall”
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28. Introduction
Theoretical and legal foundations of trade unions
as well as their structure at various levels
Constitution and functions of trade unions and the
internal and external challenges they face.
Issues for leadership and organization, including
internal democracy in there functioning of the
union.
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29. Trade Union Constitution
Every registered trade union in India is supposed
to have a constitution of its own endorsed by its
members.
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30. Essential elements of a union‟s
constitution
Preamble
Name
Declaration of principles
Membership
Rights and obligation of members
General assembly conference: election at al levels
Duties and responsibilities of officials
Executive committee
Standing committee
Meeting rules
Finance
Collection of dues
Auditing
Allowances
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31. Trade Union Functions
Objectives
Economic and Job Regulation
Decrease in labor intensity through avoidance of
wasteful practices
Increase in workload through multiskilling
Increase in wages of skilled workers but decrease
in unit wage/labor costs
Growing informalization of jobs
Increase in dualism in the labor market
Shift in control over jobs to management
Non-Bargaining Roles and Social Activities
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32. Internal Challenges
Low Membership Density
Declining Union Membership
Representativity
Poor Finances
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33. Major Sources and Uses of
Funds
Sources
Monthly membership subscriptions
Donations from members at the time of wage
revision, etc
Interest on savings
Contributions for political funds
Uses
Activities/services to members
Wages and salaries of staff
Travel
Printing, postage, stationery, etc
Legal expenditure on court fee, lawyers fee, etc
Meetings, conference, campaigns, etc.
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34. Financial Strength of Trade
Unions
Critical indicators of the factors that determine the
financial strength of a trade union:
Composition of revenue
Relative size of expenses and/or revenues
Amount of surplus or deficit over a period or time
Number of activities carried out by a union‟s own
funds
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35. External challenges
Global competition
Rapid changes in Technology
Shifting attitudes of Government
Managerial Strategies and HRM Policies
Assertion of their Rights by the Community and
Consumers
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36. Leadership and organizational issues
Leadership
Changing workforce Demographics
Internal democracy
Declining Union Power and Influence
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37. Strategies for strengthening Unions
and Unionism
Organize, organize, and organize. Membership
drive is most critical
Expand membership base
Unity within the trade union movement
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38. NINE PRINCIPLES OF TRADE UNION
UNITY
1. Unreserved acceptance of, and respect for democratic functioning of
trade unions.
2. Regular and democratic elections of the executive bodies and office
bearers
3. Proper representation of all trades in the leading organs of the
common organization.
4. Right of every worker and trade unionist to belong to any political
party of his own choice.
5. Freedom from interference in the internal affairs of the organization by
the Government, employers, and political parties.
6. All vital decisions affecting the workers interests including important
collective agreements with the employers to be endorsed by the
general body of the workers.
7. All decisions on political issues to be conditional on 75% majority.
8. In the normal course, strike action to be taken only as a last resort
and after properly ascertaining with the wishes of the workers.
9. Rival unions in the same factory, industry, or undertaking be wound
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up either by
