Code of Discipline The importance of organised labour cannot be denied in the industrial economy of a country.

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The socialistic pattern of society in India has recognized the improvement in the economic and social conditions of worker so it is expected form the labour that they should perform their duties and responsibilities well. On the other hand, employers are also supposed to behave the labour properly. So, in 1957, the 15th Session of Indian Labour Conference evolved a code of discipline the industry which voluntarily bind the employer and workers to settle all disputes and grievances by mutual negotiations, conciliation and voluntary arbitration. The code of discipline was accepted on voluntary basis and satisfied by nearly all the central organizations of labour an employers in March 1958 and became operative from June, 1953. It applies to both public and private industries. The code has been accepted by 180 employers and 115 trade unions which are not members of any central employees' organizations. The broad features of code of discipline may be summed up as under: (i) It prohibits strikes and lock outs without proper notice and also prohibits intimidation, victimization, go-slow tacties, violence, coercion or instigation by both the parties. (ii) There shall be no on one-sided action in any matter by either party. (iii) The existing machinery for the settlement of disputes should be followed and the awards and agreements should be implemented without any delay. (iv) A common grievance procedure should be provided for after a careful consideration and negotiations for the settlement of disputes. (v) Both the parties should attempt to avoid any action which may disturb industrial peace in the industry. (vi) The employers will not increase work loads without prior agreement with the workers. (vii) The employers will provide full facilities for unfacttered growth of trade unions. However unfair labour practices should be discouraged. (viii) Prompt action should be taken against those officers who instigate the workers for the breach of its discipline. (ix) The workers will not indulge in any trade union activity during working hours. (x) The workers will implement their part of awards and settlements promptly and will take action against those office bearers of the union who are responsible for the breach of code. (xi) The unions shall discourage the negligence of duty, careless operation, damage to property, disturbance of normal work and insubordination. The code is undoubtedly a major step in the direction of discipline but it is a matter of sorrow that no party is sincere in their effort to employment the code seriously. Strikes, lockouts, gherao, and go slow tactic are still followed in a large number. It is not wrong to say that both the parties have accepted the code by letters only and not by their conduct. It should be remembered that merely having a code cannot resolve the problem unless parties should make a determined bid to observe it both in letters and spirit. Related Articles

Code Of Discipline In Industry

To maintain harmonious relations and promote industrial peace, a Code of Discipline has been laid down which applies to both public and private sector enterprises. It specifies various obligations for the management and the workers with the objective of promoting cooperation between their representatives.

The basic objectives of Code of Discipline are to: Maintain peace and order in industry. Promote constructive criticism at all levels of management and employment. Avoid work stoppage in industry Secure the settlement of disputes and grievances by a mutually agreed procedure Avoiding litigations Facilitate a free growth of trade unions Eliminate all forms of coercion, intimidation and violations of rules and regulations
relations.

governing industrial The Code is based on the following principles:

There should be no strike or lockout without prior notice.

No unilateral action should be taken in connection with any industrial matter.

Employees should follow go slow tactics

No deliberate damage should be caused to a plant or property

Acts of violations, intimidation and coercion should not be resorted

The existing machinery for the settlement of disputes should be utilized.

Actions that disturb cordial relationships should be avoided.

To ensure better discipline in industry, management and unions agree on not indulging into various actions. These actions can b summarized as follows:

Management and Union(s) agree

that no unilateral action should be taken in connection with any industrial matter and that should be settled at appropriate level

that the existing machinery for settlement of disputes should be utilized with the utmost efficiency

that there should be no strike or lock-out without prior notice

that neither party will have recourse to coercion, intimidation, victimization or go slow tactics

that they will avoid litigation, sit-down and stay-in strikes and lock-outs

that they will promote constructive co-operation between their representatives at all levels and as between workers themselves

that they will establish upon a mutually agreed grievance procedure which will ensure a speedy and full investigation leading to settlement;

that they will abide by various stages in the grievance procedure and take no arbitrary action which would by-pass this procedure; and

Management Agrees

not to increase work-loads unless agreed upon or settled otherwise

not to support or encourage any unfair labor practice such as discrimination and victimization of any employee

to take prompt action for settlement of grievances and implementation of settlements, awards, decision and orders

to take appropriate disciplinary action against its officers and members in cases where enquiries reveal that they were responsible for precipitate action by workers leading to indiscipline

Union agrees

not to engage in any form of physical duress

not to permit demonstrations which are not peaceful

that their members will not engage or cause other employees to engage in any union activity during working hours

to discourage unfair labor practices such as negligence of duty, damage to property and insubordination

to take prompt action to implement awards, agreements, settlements and decisions