Define Industrial Relation. State its objective and present scenario.

Definitions:a. Industrial Relation is deals with the manpower of the enterprise and the management which is concerned with whether machine operator, skilled worker or manager. b. Industrial Relation is a relation between employer and employees, employees and employees and employees and trade unions. and the process by which people and their organizations interact at the place of work to establish the terms and conditions of employment. - Industrial dispute Act 1947. In fact, Industrial Relation encompasses all such factors that influence behavior of people at work. A few such important factors are details below: 1. Process / Methods: The collective bargaining between both the employer and employee. The participation of workers in the Industrial Relation schemes in necessary. Others are disciplinary procedure, grievance readdress machinery, dispute settlements, union reorganization, revisions of existing rules, regulations, policies, procedures, hearing of labor courts, tribunals etc. 2. Contents : There may be two parts includes the matter pertaining to employment conditions like pay, hours of works, leave with wages, health, and safety, disciplinary actions, lay-off, dismissals retirements etc., and other part are laws relating to such activities, regulations welfare, social security, industrial relations, etc. 3. Institution / Establishment: The direct or indirect impact on the industrial relations systems is it includes government, employers, trade unions, unions federations or associations, government bodies, labor courts, tribunals and other organizations.

Objectives of Industrial Relation are: 1. To safeguard the interest of labour and management who are participate in the process of production is being securing the highest level of mutual understanding and goodwill among all those sections in the industry. 2. To avoid industrial conflict or strife and develop harmonious relations, which are an essential factor in the productivity of workers and the industrial progress of a country. To eliminate, as far as is possible and practicable, strikes, lockouts and gathers by providing reasonable wages, improved living and working conditions, said fringe benefits. 3. To raise productivity to a higher level in an era of full employment by lessening the tendency to high turnover and frequency absenteeism. 4. To establish and nurse the growth of an Industrial Democracy based on labor partnership in the sharing of profits and of managerial decisions, so that ban individuals personality may grow its full stature for the benefit of the industry and of the country as well. 5. To establish government control of such plants and units which are running at a loss or in which productions has to be regulated in the public interest. In fact the subsidy is to provide for stable of the productions. It is necessary for mankind. 6. Member services During the last few years, trade unions have increased the range of services they offer their members. These include:
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Education and training - Most unions run training courses for their members on employment rights, health and safety and other issues. Some unions also help members who have left school with little education by offering courses on basic skills and courses leading to professional qualifications. Legal assistance - As well as offering legal advice on employment issues, some unions give help with personal matters, like housing, wills and debt. Financial discounts - People can get discounts on mortgages, insurance and loans from unions. Welfare benefits - One of the earliest functions of trade unions was to look after members who hit hard times. Some of the older unions offer financial help to their members when they are sick or unemployed.

Present scenario:

New Actors on the Horizon The consumers and community have emerged as the new actors on the horizon. Since they represent the larger aggregations of population and wider societal interests, when their rights are impinged upon by the action or inaction of either employees or employers the court consumer courts to the Supreme Court rule that the interests of workers and managements should take a back seat Trade Unions Partnership for Environmental Protection (TUPEP): Initiatives such as the recently formed Trade Unions Partnership for Environmental Protection are welcome in the wake of mounting concern about the health, safety, and environment in and around work. TUPEP may, in association with other social partners, address itself to new problems arising out of closure of units due to environmental considerations, etc. Social security the shift from welfare to money fare through the conversion of several of the welfare benefits into cash is, however, a worrisome development. The other trend is a shift in retirement benefits from defined benefits to defined contributions. This puts the real value of retirement benefits at serious risk. Disinvestment / Privatization and VRS are almost accepted facts of Industrial Relations. Changing role of Govt.: (Controller Facilitator) Central laws being the same, their interpretation by the judiciary is changing. In 2005 alone, in five different cases, the Supreme Court held that sleeping on duty, using abusive language against superiors ,strikes will be considered illegal (refer to the strike by government employees in Tamil Nadu,) and also justified. Where trade union action is lacking, non-governmental organizations are rushing to fill the vacuum, particularly in matters concerning minimum wages and living conditions in the unorganized sector, and occupational safety, environment, etc. in both the organized and the unorganized sectors. labour standards: The core conventions of ILO, dictates of WTO, IMF and International pressure is mounting to link labour standards with international trade either through sanctions through bi-, tri-, or multi-lateral institutions.

THE INDUSTRIAL DISPUTES (AMENDMENT) BILL, 2010 PASSED.

Parliament passed a law which will allow a dismissed industrial worker to directly approach the labour court for redressal of his grievances without any reference from the government. The Industrial Disputes (Amendment) Bill, 2010, which was approved by the Lok Sabha, provides for a workman to approach labour court after 45 days of his dismissal without reference from appropriate government, Centre or state. The bill was earlier passed by the Rajya Sabha. "During the conciliation period, people used to indulge in delaying tactics. The Standing Committee suggested that the period be reduced to 45 days," Labour Minister Mallikarjun Kharge said winding up the debate on the Bill. The original Bill had provided for a three-month waiting period for filing of complaint by a dismissed worker. But, it was reduced to 45 days on the recommendations of the Standing Committee. The Bill, which seeks to amend the Industrial Disputes Act, 1947, also provides for establishment of grievance redressal machinery in every industrial unit employing 20 or more workmen. According to the bill, a person receiving up to Rs 10,000 per month would be treated as workman under the new provisions. At present, the limit is Rs 1,600 a month. On the demand of members for further raising the limit, Kharge said, "Most of the stakeholders whom the ministry met had objections to raising the limit....If we can increase it further after consultations, I will get back to the House." Under the present law, the workman whose services have been dismissed, retrenched or terminated is unable to approach the Labour Court or Tribunal in the absence of a reference of industrial dispute by the appropriate government. "This causes delay and untold sufferings to the workmen", the statement of objects and reasons of the bill said.