GROUP-1

ROLL NO.111-121

INTRODUCTION

WHAT IS TRADE UNION?

Under

Trade Union Act 1926, It is an organization

made up of members and its membership must be
made up mainly of workers.

It

can also take part in the form of partnership

agreement between the employer and the trade union.

FORMATIVE STAGES OF TRADE

UNION:
Trade

Union has to pass through a very

difficult and hostile period in the initial
years.

The

employers wanted to crush them

with iron hands.

When

the union gained strength they

started confronting.

Employers

were forced to accommodate,

tolerate and hesitatingly accept them.

Then

came the period of understanding

and industry in collective bargaining

The
It

desired state is the Fusion Stage

is the stage where joint efforts were

required
to be made for union management cooperation
and partnership.

TYPES OF TRADE UNION

Voluntary trade
union

Statutory trade
union

VOLUNTARY TRADE UNION

RECOGNITION:
It

is the common way a union can gain

recognition for collective bargaining purposes
is by the employer simply agreeing to
recognize it voluntarily.

As

an employer, there is nothing to stop you

from voluntarily agreeing to recognize one or
more trade unions.

STATUTORY TRADE UNION RECOGNITION:

This

only applies where the employer,

together with any associated employers,
employs 21 or more workers.

The

union's request must:

a) clearly identify the union and
the bargaining unit
b) state that the request is made
under the Employment Relations (NI).

Militant functions:
To raise the status of
workers
To achieve higher wages.
better working
conditions.

Fraternal functions
To generate self confidence
among workers.
To encourage sincerity
and discipline.
To provide opportunities
for promotion and growth.
To protect women workers
against discrimination.

Social functions:

Welfare activities
Education
Scheme
Publication of periodicals
Research

objectives
Wages and salaries
Working
conditions
Personnel
policies
Discipline

TOWARDS THE TRADE UNION MEMBERS:

To make the workers aware of

their rights and duties, settle the
disputes through negotiation.
To guarantee a fair deal and
social justice to workers.
To safeguard the working
conditions and health of the
workers.

Role of trade
union in
industrial
relations

Collective bargaining

Trade or labour unions have been around since the 1930s to resist
through equal bargaining power the domination of employers over
employees and to represent workers interests in the employment
relationship. It is through union efforts that workers benefit from better
pay and working conditions, and that they are treated with dignity and
respect at work. The importance of trade unions cannot be overstated
even though membership has been on a steady decline
Collective Bargaining : Labour unions developed to grant employees equal
bargaining power with their employers, who traditionally had the ability to
exclusively set the terms and conditions of work and pay.
Employee Welfare : Unions have successfully fought for better terms and
conditions for workers. They represent workers interests and have
secured a variety of benefits, such as higher wages for unionized
employees, work-life balance characterized by reasonable work schedules,
job security and protection from arbitrary action by employers.
Unfair Practices : Labour unions check the unfair labour practices of
employers.
Legislation : Unions also play a key role in developing labour laws and
regulations for effective worker protection. The unions initiate the push for
regulation in areas that concern employees in the workplace.

THEORIES ON TRADE
UNION.

( Protect & advance interests of its members in work place)

1) REVOLUTIONARY THEORY:
(a) Karl Marx

2) EVOLUTIONARY THEORY:
(a) Sydney and Beatrice

3) THEORY OF INDUSTRIAL
JURISPRUDENCE
S. H. Slitcher

4) REBELLION THEORY
Frank Tannenbaum

5) THE GANDHIAN APPROACH

Class collaboration rather than class conflict and struggle

Growth Of Trade Unions In India

Trade unions in India, as in most other countries, have been the natural outcome of the modern factory system. The
six phases of trade union movement in India are as follows: A. Pre-1918 Phase B. 1918-1924 Phase C. 1925-1934 Phase
D. 1935-1938 Phase E. 1939-1946 Phase F. 1947 and Since.

A historical account of the various phases of trade union movement in India is presented now:
A. Pre-1918 Phase:

The setting up of textiles and jute mills and laying of the railways since 1850 paved the way for that emergence of
industrial activity and, in turn, labour movement in India.

The first labour agitation,, started in Bombay in 1875 to protect against the appalling conditions of workers in
factories, especially those of women and children and appealed to the authorities to introduce legislation for the
amelioration of their working conditions.

As a result, the first Factory Commission was appointed in Bombay in the year 1875 and the first Factories Act was
passed in 1881
B. 1918-1924 Phase:

The phase 1918-1924 is considered as the era of formation of modem trade unionism in the country. The trade union
movement got momentum just after the close of the World War I. The postwar economic and political conditions
contributed to the new awakening of class consciousness among the workers. This led to the formation of trade unions
in the truly modem sense of the term.

As a result, Ahemedabad Textile Labour Association (1917),; the Madras Labour Union (1918),; Indian Seamens
Union, Calcutta Clerks Union; and All India Postal and RMS Association were formed.

C. 1925-1934 Phase:
The communists split the Trade Union Congress twice with their widening differences with the left-wing unionists.
Another split in AITUC took place in 1931 at its Calcutta session when the extreme left wing broke away and formed
a separate organization, namely, the All India Red Trade Union Congress.
Another important feature of this period was the passing of two Acts, namely, the Trade Unions Act 1926 and the
Trade Disputes Act, 1929.

D. 1935-1938 Phase:
The Indian National Congress was in power in seven provinces in 1937. This injected unity in trade unions. As a
result, the All India Red Trade Union Congress affiliated itself with the AITUC in 1935. After three years in 1938,
the National Trade Union Congress (NTUC) also affiliated with the AITUC. Other factors that contributed to the
revival of trade unions were increasing awakening among the workers to their rights and change in the managerial
attitude towards trade unions.

E. 1939-1946 Phase:
Like World War I, the World War II also brought chaos in industrial front of the country. Mass retrenchment
witnessed during the post-World War II led to the problem of unemployment .This compelled workers to join unions
to secure their jobs. This resulted in big spurt in the membership of registered trade unions from 667 in 1939-40 to
1087 in 1945-46.

F. 1947 and Since:

The Congress socialists who stayed in AITUC at the time of the formation of INTUC subsequently formed the
Hind Mazdoor Sabha (HMS) in 1948 under the banner of the Praja Socialist Party. Subsequently, the HMS was
split up with a group of socialist and formed a separate association, namely, Bhartiya Mazdoor Sabha (BMS)
which is now an affiliate of the Bhartiya Janata Party (B JP).
Years after, the communist party split into various fractions forming the United Trade Union Congress (UTUC)
and the Center of Indian Trade Unions (CITU).

At present, there are 8 central trade union organizations. Of these, four major federations with their
national network are:
All India Trade Union Congress (AITUC)

Indian National Trade Union Congress (INTUC)

Bhartiya Mazdoor Sangh (BMS)

Centre of Indian Trade Unions (CITU)

RECOGNITION OF TRADE
UNION

Idea to negotiate and bargain with employers

Recognition as Bargaining Agent

Eases negotiation

The Trade Union Act, 1926,the only Central Law, which

regulates the working of the unions, does not have any
provision for recognition of trade union.

State legislations like Maharashtra Recognition of Trade

Union and Prevention of Unfair Labour Practices Act
1971, Madhya Pradesh Industrial Relations Act, 1960 and
other states like Gujarat, Andhra Pradesh and Orissa
etc. have gone for such legislations.

Rights of Recognized Trade Unions

the right to raise issues with the management
ability to put up a notice board on the premises for union
announcements
ability to hold discussions with employees at a suitable place
within the premises
right to discuss members grievances with employer
ability to inspect before hand a place of employment or work
of its members

EMPLOYERS ASSOCIATION

Employers Organisations are formal groups of employers

set up to defend, represent or advise affiliated employers
and to strengthen their position in society at large with
respect to labour matters.

STRUCTURE OF EMPLOYERS ORGANIZATIONS

Local Organizations:
Serve the interests of local businessmen
operate through the local chambers of commerce.
Example: The Bombay Mill Owners
Regional Organizations:
Consultancy service
Take care of training, safety and welfare
Specific committees for specific region
Example: Employers Federation to South India
Central Organizations:
apex bodies governing the affairs of several regional, local
associations
better coordination

PROBLEMS RELATED TO TRADE

UNION IN INDIA
The problems of trade
union in India are:
lack of balanced
growth
Low membership
Poor financial
position
Inter-union rivalry

Lack of able leaders

Lack of recognition
Opposition from
employers
Indifferent attitude of
the members

MEASURES TO STRENGTHEN
TRADE UNION
The measures to
strengthen trade
union are:United labour
front
Efficient
leadership
Training

FUTURE ASPECT OF
TRADE UNIONS

For some twenty years now, it

has been common to refer to
a crisis of trade unionism.
What the future holds for
labour movements or
indeed, whether they even
have a future seems
increasingly uncertain.

UNION IN THE PAST

The history of trade

unionism around the
world, dating back
more than two
centuries, is striking
for its diversity.

PRESENT TRADE UNIONS

The changes since the 'heroic'

years of union expansion are by
now all too familiar, and require
only brief recapitulation. The
stability of national industrial
relations systems founded on the
triangular relationship of unions,
employers and governments has
been undermined by a series of
external challenges, usually
identified under the label of
'globalization'.

THE FUTURE OF
TRADE UNIONS :
WHO, WHAT AND
HOW?

Whose interests do
trade unions
represent?
which interests are
represented?
How are interests
represented?

CASE STUDY:
THE TOYOTA
RECALL CRISIS

INTRODUCTION AND
SITUATION ANALYSIS
Toyota built a world class brand
reputation based on its quality.
National attention began to focus
on Toyota's quality problems.
Toyotas strong corporate
reputation had buffered the
company at the start of the crisis.
The crisis presents a case to
examine the media coverage.

METHODS

The brand index survey is conducted over the

internet using an opt-in panel of the public.
This survey tracks public perceptions in various
areas.
The online survey provided a list of automotive
brands and then presented two questions.
Approximately the same number of responses
was obtained for Toyota each day from Monday
through Friday including holidays.

RESULTS

Research questions are addressed by exploring

different types of persuasive information's to
predict time trends of public.
All these documents on Toyota were scored as
being pro-, con-, or neutral in their ability to
persuade the public to change opinion.
Thus the AP newswire had a much larger
proportion of negative stories.
With three time trends over the 113 weeks of
the study, there were a total of 339 data points
for the estimation of constants in the model.

THANK YOU!!!