Machinery
for Prevention of Industrial Dispute
We have already discussed the meaning,causes and the consequences of industrial dispute. It is harmful for the overall growth of the production and productivity. It also give rise to tensions and destroys harmony. therefore, in a developing country well defined mechanism should be there to prevent such disputes ans if occurs settle them so that uninterpreted growth may continue.
The machinery for prevention of industrial dispute has been summarized in the below give chart:
1] Labour Welfare Officer : Section 49 (1) and (2) of the
Factories Act, 1948 specifies that every factory wherein 500 or more workers
are ordinarily employed at least one welfare Officer must be appointed, where
the number of workers are in excess of
2500,the assistant and / or additional welfare officers are required to be appointed to assist the Welfare Officer.
The
functions of Labour Welfare Officer include:
(I) Labour
Welfare Functions: Advice and assistance in implementing legislative and
non-legislative provisions relating to:
(a)
Health
&Safety
(b)
Working
conditions
(c)
Sanitation
& Cleanliness
(d)
Recreation
(e)
Welfare
Amenities
(f)
Workers
Education
(g)
Services
like Co-operative grain shops, housing cooperatives.
(h)
Formation
of welfare committees.
(i)
Housing
(j)
Implementation
of welfare Acts.
(II) Labour
Administration Functions: These may cover:
(a)
Organizational
Discipline
(b)
Safety
& Medical administration
(c)
Wage&
salary administration
(d)
Administration
of Legislation covering Industrial Relations
III) Labour
Relations Functions: These may consist of:
(a)
Administration
of standing orders.
(b)
Settlement
of Grievances.
(c)
Settlement
of Disputes through statutory procedures.
(d)
Trade
unions& union management relations
(e)
Steps
to increase productivity efficiency.
2] Tripartite and Bipartite Bodies:
Industrial
relations in India have been shaped largely by the policies and practices of
Tripartite and Bipartite bodies.
The
purpose of consultative machinery is to bring the partners together for mutual
settlement of differences in spirit of cooperation and goodwill.
Bipartite
machinery comprises two parties i.e. employees and employer, the important
bipartite body is works committees.
Works Committee:
Works committees greatly contribute in
prevention of industrial disputes. It is represented by an equal number of
representatives of each party and the method of their appointment is also laid
down in agreements or enactments.
Objectives
and Functions:
(a)
To
promote industrial goodwill.
(b)
To
secure cooperation from employers and employees.
(c)
To
ensure the cooperation of private concerns.
(d)
To
provide for a popular agency for supervising the management of nationalized
undertakings.
(e)
For
the successful working of the works committee, the employers are required to
abstain from doing anything that is likely to hamper various facilities to workers.
The Trade unions on the committees also have to abstain from doing things that
upset the operations of the undertaking.
3] Standing Orders:
Majority
of the industrial disputes are related to conditions of employment. To prevent this, Standing orders are
formulated. It was made obligatory that standing orders should govern the
conditions of employment under the Industrial Employment (Standing Orders) Act
of 1946. The Standing Orders regulate the conditions of employment from the
stage of entry to the stage of exit.
4] Grievance Procedure: Grievance generally arises from day
– to- day working relations. Grievances of the employees are readdressed by the
management. Management can prevent the occurrence of industrial disputes by
solving the individual problems.
5] Collective Bargaining :
Collective bargaining helps for settlement of issues and prevention of
industrial disputes. It occurs when representatives of a Labour union meet
management representatives to determine employees’ wages and benefits, to
create or revise work rules and to resolve disputes or violations of the Labour
contract.
6] Strong Trade unions: Trade union is the most suitable and effective agency to conduct
collective bargaining on behalf of the workers. A powerful bargaining may be
achieved by strong trade unions, which enable the workforce to maintain
harmonious relations with the management.
7] Labour Co-partnership
and profit sharing: Good industrial relations can be maintained through proper partnership
and profit sharing; employer gives a portion of total profits to workers in
addition to their normal wages. This sort of attitude of management would
create psychological conditions favorable for industrial peace.
8] Joint Consultation: Joint Consultation involves a
continuous relationship between Labour and management and expects willingness
of management and the participation of workers in discussing common problems of
interest. This is the result of collective bargaining relations on a stable
basis when parties know each other well and have a mutual trust.
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