INDUSTRIAL RELAIONS AND LABOUR WELFARE ( IRLW)

INTRODUCTION
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HOW THE CONCEPTS OF HR EMERGED?

Functions of HR
Manpower Planning

Employee Selection
Employee Motivation Employee Evaluation Industrial Relations Employee Welfare Employee education, training and development
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UNIT I

INDUSTRIAL RELATIONS

INDUSTRIAL RELATIONS
Definition: Process by which people and their organisation interact at the place of work to establish the terms and conditions of employment. Commonly denoted Employee Employer relationship

Basic Characters in IR:

Employee

Management

Government

OTHER DEFINITIONS:

Dale Yodler The term Industrial relations has been described as relationship between management and employees or among employer and their organization that characterize or grow out of employement Labour dictionary: Industrial relation refer to the relation between employees and employer in Industry

National commission on Labour India: Industrial relation affect not merely interests of the two participantsLabour and Management, but also the economy and goals to which the state addresses. To regulate these relations through socially described channels is a function which the state is in the est position to perform

The international Labour organization: The term industrial relation denotes such matters as freedom of association and the right to organize the application of the principle of the right to organize and right of collective bargaining, of conciliation and arbitration proceedings and the machinery for cooperation between the authorities and the occupational organization at various levels of the economy.
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IR Concept
Birth Of IR IR Characterized Environmental issues IR Condition and conductive Laws & Legislation

Awardsto ofelicit court Practice and procedure Conflict Technology of workplace Existence of 2 & Cooperation desired cooperation Policy by parties Attitude , relationship, Socioeconomic political Government & procedure environment Labour practice & Interference Management To resolve or minimize Labour policy patterns of conflict executives & Attitude of trade unions judiciary in the regulation Impact of Global Market
Demand supply economy

HUMAN RESOURCES MANAGEMENT INDUSTRIAL RELATIONS 1. There are only two important parties These are four important parties viz viz employee and employer employer, employees, Trade unions and government 2. Formulation of objectives policies, The implementation of HRM policies procedures and programs of human result in IR resources and implement them

3. Reformulates and objectives, policies etc based on industrial conflicts which are the outcomes of unsound industrial relations.

The sound IR contributes to organization goals. The sound IR results in industrial conflicts demanding for change and reformulating of HRM objectives and goals 4. Individual employees contact with Employees contact even the top the immediate superior management as a group 5.Grievence and disciplinary procedures Collective bargaining and forms of are resorted to solve the employees industrial conflicts are resorted to solve employer conflict the problem
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NATURE OF IR

IR arise out of employer employee relations IR is a web of rules: formed by the interaction of Govt, industry & labor IR is multi dimensional: influenced by complex set of institutional. economic & technological factors IR is dynamic and changing: keep pace with employee expectations, trade unions, employer associations and other economic and social institutions of society IR is characterized by forces of conflict and compromise. Individual differences and disagreements resolved through constructive means. Govt influences and shapes IR: with its laws, rules, agreements through executive and judicial machinery Scope of IR is very wide as it covers grievances, disciplinary measures ethics, standing orders, collective bargaining, participatory schemes and dispute settlement mechanism etc Interactive and consultative in nature: in resolving conflict,controversies and disputes between labor and management.
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OBJECTIVES OF IR

To enhance economic status of worker To avoid industrial conflicts and their consequences To extend and maintain industrial democracy To provide an opportunity to the worker to have a say in the management decision making To regulate production by minimizing conflicts To provide forum to the workers to solve their problems through mutual negotiations and consultations with management To encourage and develop trade union in order to develop workers collective strength

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Perspectives / Approaches to I.R.

Approaches are: 1. Psychological Approach to I.R. 2. Sociological approach to I.R. 3. Human relations approach 4. Socio ethical approach to I.R 5. Gandhian approach to I.R. 6. System approach of I.R
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Importance / Impact of I.R.

1. 2. 3. 4. IR in Organized sector impacts unorganized sector Conductive environment for new programs High employee morale Reduces industrial disputes

5.
6. 7.

Reduce wastages
Unions-Important force in our educational system Varying patterns of industrial relation

8.

Status difference in the workers of public and private

sector
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Functions Of IR:
1. Establishing communication between the workers and the management in order to bridge the gulf between the two 2. Establishing a rapport between the managers and the managed 3. Ensuring Creative contribution of trade unions to avoid industrial conflicts, safe guard the interest of workers on the one hand and the management on the other hand and avoid unhealthy and unethical atmosphere in an industry

4. Laying down rules and regulations to promote understanding creativity and cooperation to raise individual productivity which helps in ensuring better workers participation
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Scope of I.R.
This assignment of people not only influences labour relations but also the social, economical, political, & moral links of whole community. It includes:

i) Labour relations ii) Employers-Employee relations iii) Group relations iv) Community or public relations

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The main aspects of I.R. 1) Promotion & Development of healthy labour & Management.

Responsible trade union, job security effective workers participation in management, collective bargaining, welfare work, etc.
2) Maintenance of industrial peace Prevention & settlement of industrial disputes 3) Development of industrial democracy establishment of shop councils &joint management councils , recognition of human rights, proper work environment.
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Features of Good IR: 1. The management should have harmony as a goal 2. The management should not only be fair but also appear to be fair 3. The management should formulate norms and follow them with exemplary standards & transparency 4. Policies and procedures should be applied properly 5. Bargaining should be done in good faith 6. It is highly important to maintain direct two way communication between the management and the employee so that no misconception could develop 7. The management should ensure transparency in its dealings 8. Management should accept full responsibility and accountability in developing good IR
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TRADE UNION
Webb: TU is a continuous association of wage earners for the purpose of maintaining or improving the conditions of their working lives. Indian Trade Union Act: A trade union is any combination, whether temporary or permanent, formed primarily for the purpose of regulating the relations between workmen and employers, or between workmen and workmen, between employers & employers or for imposing restrictive conditions on the conduct of any trade or business and includes any federation of two or more trade Unions
.
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Functions / Role of Trade Unions:As per the Indian Trade union act 1926 to protect and promote the interests of the worker and the conditions of their employment To achieve higher wages, better working and living conditions Acquire control over running of the industry by workers To minimize the helplessness of the individual workers and protecting against

victimisation.
To encourage worker participation in management To generate self confidence Encourage sincerity and discipline Welfare measures to increase the morale of the worker

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Enlarge opportunities for promotion & training.

Broadening employees understanding to facilitate technology advances Provide educational, cultural & recreational facility. To safeguard security of tenure and improve service conditions.

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Why do workers join trade Unions: To attain Economic security To improve bargaining power To ventilate workers grievances to management To inform workers view, aims, ideas, dissatisfaction To satisfy their social needs To satisfy psychological need
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Growth Of Trade Union

Social welfare period from 1875 to 1918 Early trade union period from 1918 to 1924 Left wing Trade Union period from 1935 to 1938 Trade unions unity period from 1935 to 1938 Second world war period 1939 to 1945 Post Independence period from 1947 to till date
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Social welfare period from 1875 to 1918

Industrialisation Large scale production Social evils exploitation, poor working conditions, women & child labour, etc. Stay Away

Demanded legislation - Sorabjee shapurji (1875) & Lokhanday(1884) Indian Factories Act passed 1881, then amended in 1891&1911 respectively - Shorter hours of work - Conditions of work for women & children 1884 Workers meeting organised in Bombay to form Bombay factory commission
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Social welfare period from 1875 to 1918

Mass meeting in Bombay on April 21 1890, 10000 workers attended and 17,000 workers signed a memorial and submitted to the government. Demands of memorial a complete day of rest every Saturday - Half hour rest @ noon - working hours no longer than 6.30pm - Payment of wages not later than 15th of the month - Payment to injured workers until they recovered togather with suitable compensation 1890 NM Lokhaday formed Bombay Millahands association Published Dinbhandhu a working class Newspaper Other Associations formed at that time - The amalgamated society of railway servants of India& Burma -The Printers union , Calcutta -The Bombay Postal union -Kamgar hitwardha sabha -Social service league
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The objectives, of these associations were to promote welfare activities, spread literacy among the factory workers and redressed grievances through constitutional methods.
The association focused public attention to the necessity of improving the working conditions in the factories and laid foundations for the establishment of trade unions During this time, a number of employers organizations were also formed to safeguard their common interests which needed common action in respect of wages and conditions of work. They are .. Bombay and Bengal Chambers of Commerce; The Bombay Mill Owners' Association; The Calcutta Traders Association; the British Indian Association. The Indian Jute Manufacturers Association The Indian Chamber of Commerce

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1904 and 1911, there was a remarkable advance in the organisation of the labour movement. A.strike in Bombay mills, a series of strikes in railways (specially in the Eastern Bengal Railways), in the railways workshop, and in the government press in Calcutta occurred prominently. The climax in the labour movement was reached with the 6-day political mass strike in Bombay in 1908 against the sentence of 6 years imprisonment of Lokmanya Bal .Gangadhar Tilak for offence of sedition. Analysis of Social welfare period: Absence of radicalism Motive force was sympathy rather than justice Loose and unstable organisation No roll, no funds, no rule Movement only in educated class Leadership was intellectual, careerist, labour leaders its a period of labour movement rather than trade union movement

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EARLY TRADE UNION PERIOD (1918-1924)

The leadership of the trade unions passed from the hands of the social workers to the hands of the politicians

The industrial unrest that grew up as a result of grave economic difficulties created by war.
(i)The rising cost of living prompted the workers to demand reasonable wages for which purpose they united to take resort to collective action. (ii)The Swaraj movement intensified the movement, widened the gulf between the employers and the employees and brought about a mass awakening among the workers demanding racial equality with their British employers. The new consciousness produced restlessness, discontent, a spirit of definance as well as a new ideal and aspirations.

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(iii) The success of the Russian Revolution of 1917 created a revolutionary wave of I deas and a new self-respect and enlightenment, and added momentum to the feeling of class-consciousness among labourers. (iv)The establishment of the I.L.O., in 1919, gave dignity to the working class and also an opportunity to send a delegation to the annual conference of this body. It was from this body that labour movement in various countries derived their inspiration, help and guidance. (v) Immediately after the war many Indian soldiers (who previously belonged to the working class) in the British army were demobilized and forced into the labour market. These ex-soldiers who had seen workers and the working conditions in Europe .found that Western workers enjoyed better conditions of living because of their greater solidarity and of more opportunities available to them but Indian workers were denied these opportunities. By 1920, a large class of genuine proletariat developed. Hence, these were new' opportunities for the creation of trade unions. (vi)The non co-operative movement of Gandhiji during 1920-21and his support to the demands of industrial labour also greatly influenced the working class movement.
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The Madras Textile Union was the first union to the modern sense which was formed in 1918by B.P. Wadia. Three factors were responsible for its formation: 1. extremely short interval for mid-day meal, 2. frequent assaults on workers by the European assistants, 3.inadequate wages in the face of rapidly increasing prices. This union adopted collective bargaining and used trade unionism as a weapon for class-struggle.

Altogether, 17 new unions were formed between the end of 1917 and the end of 1919. In 1920, a Spinners' Union, as well as Weavers' Union, was formed at Ahmadabad at the initiative of Mahatma Gandhi

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On October 30, 1920, representatives of 64 trade unions with a

membership of 1,40,854,met in Bombay and established the

All-India Trade Union Congress (AITUC)

under-the chairmanship of Lala Lajpat Rai It had the support of such
national leaders like C.R. Das, Sardar Vallabhbhai Patel, Moti Lal Nehru, J,L. Nehru, Subhash Chandra Bose, Gulzarilal Nanda and others from the Indian National Congress. Representation to ILO conference Coordinating the functions of several individual unions existing in the country. Promoting the interests of lndian labour in economical, social and political matters and mobilising the labour force in the service of the Swaraj movement.
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It is estimated that between 2.5 and 5.00 lakh workers were organised into unions at this time. The trade unionism, after 1919, spread to centers other than Chennai; Ahmadabad and Bombay.

The influence of nationalist politics on the labour movement had mixed results. It added intensity, but it also tended to increase bitterness and introduced in the minds of many employers a hostile bias against the movement.

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LEFT-WING UNIONISM PERIOD (1924-1934)

In 1924, a violent and long-drawn-out strike by unions led to the arrest, prosecution, conviction and imprisonment of many communist leaders.

The AITUC emerged as' the sole representative of the Indian working class.
By 1927 it united 57 unions with a membership of 150,555. The growth of anti-imperalist national movement; The brutal violence like Jallianwala Bagh massacre, Rowlatt Act, imprisonment of national leaders and Satyagrahis; The phenomenal profits earned by the capitalists in the face of falling real wages during the post-war period. Led to the further growth of TU
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1928 - All-India Workers' and Peasants' Party formed Formation gave an impetus to the left influence in the working class movement and many trade unions opted for left wing leadership. The communists regained their influence in the trade union field by organising the cotton mills workers of Bombay in the Girni Kamgar Union (Red flag) and the workers of the G.I.P. Railway in GIP Railwaymen's Union. These two unions had 54,000 and 45,000 members respectively.

The influence of the communists was so great that the government had to stage in 1929 one of the longest and costliest trials of the world (namely, the Meerut Conspiracy Case) which lasted for 4 years and involved a total cost of Rs 20lakhs. In this strike as many as 31 ring leaders were arrested.
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Two distinct parties grew in the movement called by some as the -'Rightists' and 'Leftists' and by others 'Geneva-Amsterdam group' and 'Muscovites'"
Leftists Rightists

Preferred AITUC - Rightist preferred the Associate with the League International Federation of
against Imperialism -the Trade Unions (Amsterdam) Pan Pacific Trade Union Secretariat, Moscow Argued that trade unions are class organisations the ultimate aim of which is to overthrow capitalism and establish a Socialist society

Opposed militant action, social strikes, and demanded that trade unions should concern themselves more with economic issues rather than political action

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24 Unions came out of AITUC under the leadership of N.M. Joshi and formed All India Trade Union Federation (AITUF) In 1931, there was another rift in the AITUC at the Culcutta session due to the fundamental differences between the communists and the left wing unionists. The Comunists led by B.T. Ranadive and 'S.V.Deshpande, formed the Red Trade Union Congress (RTUC).

There were three unions, namely,

(i) the AITUC, led by the Royists and militant nationalists (ii) the AITUF, led by Congress nationalists and moderates. (iii) the RTUC, consisting of orthodox communists

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TRADE UNION'S UNITY PERIOD (1935-1938)

The division in the Indian labour movement was proving very costly for the Indian working class. In 1933, more than 50,000 workers in Bombay city were thrown out of employment. By 1934, almost every mill in Bombay brought down wages by a substantial reduction. Under the circumstances unity in labour movement was essential In Delhi in 1933 when National Federation of Labour (NFL) was formed to facilitate the attempt towards unity. The AITUF and the railway unions amalgamated themselves with the NFL under the name of the National Trade Union Federation (NTUF). RTUC merged with AITUC and AITUC was recognised as the central organization
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The unity was made on acceptance of the principles of class struggle and one union for each industry, the prohibition of affiliation with any foreign organisation, the provision of choosing delegates every year for the International Labour Conference on the basis of majority. The Indian National Congress approached the working class with the pledge that it would endeavor, if they are supported in the General election As a result of this alluring manifesto, the Congress Government assumed charge in seven states and a big change occurred. There was a new upsurge of industrial unrest culminating in big strikes The number of trade unions increased from 271 in 1936-37 to 562 in 1938-39,'and the membership rose from 2.61lakhs to 3.99 lakhs.

1940 when the NTUF dissolved itself and merged with the AITUC and the AITUC again became the sole representative of the organised labour.
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SECOND WORLD WAR PERIOD (1939-1945)

The Second World War, which broke out in September 1939 The Second World War, which broke out in September 1939, created new strains in the ,united trade union movement.
A large group of trade unionists led by the members of the Radical Democratic:Party (such as M.N. Roy, J. Mehra,Miss Maniben Kara and V.B. Karnik) was of the opinion that the AITUC should, support and participate in the anti-fascist war irrespective of the acts of omission and commission of the British' government. An equally large number (supported by S.C Bose and others) were opposed to that view on the ground that it was an imperialist war of Great Britain with which India had no concern. Hence, again a rift took place in 1941 and 'the Radicals left the AITUC with nearly 200 unions with a membership of 3,00,000 and formed a new central federation known as the Indian Federation of Labour

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In 1942, this Federation was recognised by the government as an organization representing Indian labour class. The IFL called:
(i) For mobilisation of Indian labour for conscious and purposeful participation in the industrial programme geared to the needs of the war and (ii) For securing for the workers bare minimum of wages and amenities which the wartime conditions demanded and without which maintenance of workers' morale was an impossibility. In this effort it was aided by the Government of India, by providing large funds at the rate of Rs. 13,000 per month.

The IFL grew very rapidly and by 1944, it claimed 222 unions with a membership of 407,773 workers.

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German invasion of Russia Communist agreed to support the war. Because of the policy change in high command of communist , It had its impact in Indian communist also and hence the communists were released from jail. Congress was following Quit India movement and hence majority of the leaders were imprisoned . Again the communist ruled

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During war-time ceratin factors helped to enhance the status of the trade unions in the country, namely, (a) The government as well as employers launched number of labour welfare measures with a view to increase production of war materials and other essential goods and maintain high profits.

(b) Recognition to trade union was accorded by many employers.

This fact gave a moral strength to the unions.

(c) Ban was placed on the strikes and lockouts, during war-time,
under the Defence of India Rules 8J-A, and all disputes had to be referred to adjudication and their awards were enforced.

(d) A Tripartite Labour Conference was convened in 1942, for the first time,

to provide a common platform for discussions and mutual understanding between the labour and the employers.

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During war-time, the trade union strength grew from 420 in 1937-38 to 865 in 1944-45; and the membership from 3.90 lakhs to 8.89Iakhs.
The later years of war witnessed an intense rivalry between the trade unions, the AlTUC and IFL for primacy in the field of leadership.

Thus, by the end of the war there were: three principa1 political groups. in the :field: The Communist dominating the AITUC; The Royist having a hold on the IFL and The Nationalist and the Socialist trying to build up a labour front which was limited to only two centres- Ahmedabad and Jamshedpur

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The Post independence period (1947 -2000):

Some people in AITUC had a different of opinion and they were against the goal of AITUC

Hindustan Mazdoor sevak sang Consisting more of members of Textile labour association of Ahmadabad (ATLA) and Sardhar Vallabai patel with some more unions moved out of AITUC and started INTUC (Indian National Trade Union Congress) May 1947 INTUC - New approach towards Labour - Free from hindrances - Development of Individual members - Eliminating social, political exploitation and inequality - Settle disputes in a democratic and peaceful way
The socialist who belonged to Hindustan Mazdoor sevak sang came out of INTUC and started HMP (Hindustan Mazdoor Panchayat) The HMP + IFL joined to form HMS Hindu Mazdoor Sabha
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Again few members from HMS got separated and formed UTUC ( United trade union congress)
The Unions stood separate and they disagreed to unite AITUC again split as CPI & CPM - CPI controlled AITUC - CPM formed a new union called CITU ( Center of Indian trade Union)

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Some of the Major Trade Unions are :

INTUC Indian national trade union congress

AITUC
UTUC

All India Trade Union Congress

United Trade Union Congress

CITU
NFITU BHS HMS

Center of Indian Trade Union

National front of Indian Trade Union Bharatiya Mazdoor Sang Hindu Mazdoor Saba
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Code Of Conduct:
4 major TU adopted an Inter union code of conduct Every employee in industry or unit shall have the freedom and right to oin a union of his choice There shall be no dual membership of unions There shall be unreserved acceptance of and respect for democratic functioning of TU There shall be regular and democratic elections of executive bodies Ignorance/backwardness of workers shall not be exploited by any organisation. No organization shall make excessive or extravagant demands. Casteism , Communalism and provincialism shall be removed my all unions

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 There shall be no violence, coercion, Intimidation in inter union dealings

All central unions shall combat the formation or continuation of company unions.

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