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Title: I R

1
I R
Labour
Management
S. Bhaskar
2
What is Industrial Relation?
There is no unanimity as to the meaning and scope
of Industrial Relations, since different terms
such as labour management Relations, Employer
Employee Relations, Union Management Relations,
personnel Relations, Human Relation etc are in
use or used. In its strictest sense, the term
Industrial Relation Means the relationship
between Management Workmen in an unit or an
Establishment or an Industry. In wider sense, it
means the relationship between the workers
Management union workers and Union and
management in an Industry.
3

The four main parties who are actively
associated with any industrial relations
system are the Managements Workmen,the
Organisation of managements,workmen,
workmen and the state. Fundamentally ,the
term industrial relation Refers to an
organised relationship between two
organised parties representing employers
and employees regarding matters of
collective interest.

4
Objectives and Aims

Apart from the primary objective of bringing
about sound and healthy relations between
employers and employees, Industrial
relation aims

1. To facilitate production and productivity 2.
To safe guard the rights and interests of both
labour and management by enlisting their co-
operation. 3. To achieve a sound, harmonious and
mutual beneficial Labour - Management relations.
5

4.To avoid unhealthy atmosphere in the industry
especially work Stoppage , go slows, gheraos,
Strikes, lockouts etc
5.To establish and maintain industrial
democracy.

The problem posed in the field of
Industrial Relations cannot be solved within the
limits of a single discipline and hence it is
bound to be inter-disciplinary approach.
6
Grievance Function in Industrial Relations

There is hardly a company where the employees do
not have grievance of one kind or other. A
grievance produces unhappiness, discontent,
indifference, low morale, frustration etc.
Ultimately it affects employees concentration,
efficiency and productivity. A large number of
work stoppage, shop floor incidents and strike
could be attributed to the faulty handling of
grievances. Prompt and effective handling of
grievances is the key to industrial peace.

Grievance is a rust on human relations.
Grievance can be conceived in several stages.
Dissatisfaction may or may not articulated. When
it takes some shape and brought to the notice of
some authority then it is seen as complaint. A
Compliant is a formal representation of a
grievance. An individual grievance if not
settled under the Grievance process it assumes
the form of an Industrial disputes and attracts
disputes settlement provisions. Basically
grievance is a complaint of one or more workers
covering such areas of wages, allowances,
conditions of work, over time, leave, transfer,
promotion, etc

Informal and formal presentation of grievance
have their advantages and disadvantages.
Informal less important, less attention etc.
Formal gets more serious attention.

Grievance must be settled as early as possible to
the point of origin and on merit only. Hasty
actions without properly ascertaining facts helps
to aggregate the situation hence it is better
only to have a systematic grievance redressal
procedure which would (i) be simple, fair and
easy to understand (ii) encourage employees to
put forth their grievance (iii) function promptly
and expediously (iv) gain employees confidence
and (v) promote healthy relations between
employees and the company.

9
Discipline function in Industrial Relations

In any industry, discipline is an useful tool for
developing, Improving and stabilizing the
personality of workers. Industrial discipline is
essential for smooth running of an organization,
for increasing production and productivity for
maintenance of Industrial peace.

10
Dictionary meaning of Discipline

1.First it is the training that corrects,
moulds, strengthens or perfects individual
behaviour.
2.It is control gained by enforcing obedience.
3.It is punishment.

Discipline is the force that prompts an
individual or a group to observe/adhere rules,
regulations and procedures which are deemed to
be necessary to the attainment of an objective.
11
Aims and Objectives of discipline

The main Aims and Objectives of discipline are

1.To obtain willing acceptance of rules,
regulations and procedures of an organization
so that organizational objectives can be
attained. 2.To develop among employees a spirit
of tolerance and a desire to make
adjustments. 3.To give and seek directions and
responsibilities.
12

4.To create an atmosphere of respect of
human personality and human relations.
5.To increase the working efficiency and
morale of employees.
6. To impart an element of certainty despite
several differences in informal behaviours
patterns and other related changes in an
organization.

Disciplinary actions have serious
repercussions on the employees and on the
industry and therefore must be based on certain
principles in order to be fair, just, and
acceptable to the employees and their Union.
13

Indiscipline often arises from frustration and
absence of a service of responsibility. The
cause of indiscipline among workers are
several and varied and can often be traced to
their ignorance and illiteracy, non-adherence
to the industrial culture, no-redressal of
grievance, lack of commitment of worker,
absence of occupational status, low wages,
unfair labour practice, bad working conditions
and lack of effective management practice
etc.

Discipline is a two way traffic and reach of
discipline as the part of either party in
industry will cause unrest. The concept of
positive discipline promotion aims at the
generation of a sense of self discipline and
disciplined behaviour in all human beings
in a dynamic organizational setting instead
of discipline improved by force or
punishment. In brief, the approach to the
disciplinary action in most cases should be
corrective rather than punitive.

15
Industrial Relational Machinery

Conciliation
The conciliation Officer is appointed by
Government. He is charged with duty of
mediating in and promoting settlement of
industrial disputes.Sometimes Government
may also constitute a Board of Conciliation
for promoting the settlement of Industrial
disputes. It consists of independent
Chairman and two or four other members

representing the parties to disputes.While
conciliation is compulsory in all public
utility service and optional in non-public
utility service. In conciliation, the ultimate
decision rests with the parties themselves
but the conciliation may offer a solution to
the dispute acceptable to both the parties
and serve as a channel of communication.
The parties may accept his recommendation
for settlement of any dispute or reject
altogether. If conciliation fails, the next

stage may be compulsory adjudication or
the parties may be left to other own choice.
They have no power to decide the disputes
or ass a final or binding order on parties.
In case where a settlement is arrived at,
they can record the settlement and
incase of failure of a conciliation
negotiations, they can only send a failure
report to appropriate government. The
concerned authority after scrutinizing the
failure report and

the confidential note submitted by the
conciliation officer may refer or refuse
to refer the dispute to the Industrial
Tribunal or Labour Court as the case
may be for adjudication. If the Parties
at the time of Conciliation proceeding
so desires the Industrial dispute is
referred for voluntary arbitration to
the persons unanimously agreed by
them.

2. Adjudication
The Govt. generally refer an Industrial dispute
for adjudication on failure of conciliation
proceedings. Adjudication means a mandatory
settlement of industrial disputes by Labour
Courts or Industrial Tribunals or National
Tribunals under the Industrial Disputes Act. By
and large, the ultimate legal remedy for the
settlement of an unsolved dispute is its
reference to adjudication by the appropriate
Govt. This reference of dispute for adjudication
is also at the discretion of the Govt.

3. Voluntary Arbitration
Voluntary arbitration is one of the
recognized and democratic ways
for settling Industrial disputes. It
is to be borne in mind that good
industrial relations are a mixture
of idealism and realism.

21
Trade Union and Industrial Relations Functions
1.To secure for workers fair wages. 2.To
safeguard security of tenure and Improve
conditions of service 3.To enlarge opportunities
for promotion and training. 4.To improve
working condition and timing condition.
22

5.To provide for educational, cultural and
recreational facilities.
6.To promote identity of interests of the workers
within their industry.
7.To offer responsive co-operation in improving
levels of production and productivity discipline.
8.To promote individual and collective welfare.

23
Collective Bargaining