EMPLOYEE RELATIONS & PUBLIC ATTITUDE

BY: shivam chauhan

 Labor relations is the study and practice of managing unionized employment situations. In academics, labor relations is frequently a sub area within industrial relations though scholars from many disciplines including economics, sociology, history, law, and political science also study labor unions and labor movements.

 In practice, labor relations is frequently a sub area within human resource management. Courses in labor relations typically cover labor history, labor law, union organizing, bargaining, contract administration, and important contemporary topics.

DEFINING IR
Industrial relations encompasses a set of phenomena, both inside and outside the workplace, concerned with determining and regulating employment relationship Relationship between management and employees or among employees and their organization that characterize and grow out of employment.

 The relationship between labour and management is based on mutual adjustment of interests and goals . It depends upon the economic ,social and psychological satisfaction of the parties. Higher the satisfaction , healthier the relationship.

MAJOR ISSUES IN I.R

Terms of employment(wages ,bonus ,dearness allowances) Working conditions (leave , health , safety & welfare) Non- employment (job security) Personnel issues (discipline ,promotional opportunities)

 An important development in the area of industrial relations law and policy was the setting up of the first national commission on labour in december ,1966 by the govt. of india.

NEW ECONOMIC POLICY

The new economic policy and reforms undertaken by india affect , among others ,industrial relations . Therefore, there is a need to not only take urgent steps to maximize production and gear up other areas of econonic development with minimal disturbances and disruptions, but also take effective measures for the maintenance of harmonious labour management relations .

 To achieve this national objective , the cooperation of employers and trade unions is a must . The major issues involved in industrial relations are : Wages Working conditions

 Job security Personnel issues such as discipline , exit policy and the management of sick industries . The phenomenon of industrial sickness and closures is increasing everywhere ,affecting a large numbers of workers .

 With the passing of the sick industrial establishment act and the constitution of the bureau of industrial and financial reconstruction (BIFR) in 1985 Sick units that are taken over by workers cooperative should be provided special concessions by the central and state govt .and banks .

 Besides writing off loan , the national renewal fund can be utilized to provide equity to units managed by workers coperatives.

 Prior to 1976 , there was no provision requiring the employer to seek the permission of the appropriate government to close an industry . In order to prevent the arbitrary closure of industrial establishments,sec 26 o was inserted by the industrial disputes act ,1976

 . however the court in excel wear vs union of india declared 25 o ultravires. This led to the amendment of sec 25 o by the industrial disputes act , 1982.

Strikes There is no provision in the i. d. act 1947, for secret ballot even in public utility services . The absence of such a provision is likely to result in the misuse of the weapon , particularly when there are multiple unions in the same industry.

it is therefore suggested that the industial dispute act be amended to provide for secret ballot before a workman can go on a strike in .the public utility service . the non public utility services , unlike the public utility services, do not require notice of strike o lockout .

 TRADE UNION The importance lies in the trade union movement in india is multiple unions and inter union rivaleries.sec 22 of the trade union act , 1926 which permits up to 50 percent outsiders to be office bearers of the registered trade unions , is to a great extent responsible for the same.

 WAGE POLICY Attempts should be made to link wages with productivity The contract labour act , 1970 has to be suitably modified . In a liberalized enviornment for operation advantages , employers may have to engage more frequently with contract labour and their agencies for getting their ancillary jobs done

 . Keeping in view this unavoidable need , the power of the government under the act to prohibit employment of contract labour has to be used carefully in the future .

CHANGES
The main emphasis of the new legislation should be on bipartism Disputes including agreement through direct negotiations should be reffered to voluntrary arbitration. .

 When vpoluntrary service is not availaible for various reasons a high power mediation service can be provided Strikes and lockouts be rare occurrence to be used as weapons of last resort

 PAYMENT OF FULL WAGES section 17B of the industrial disputes act provides for the payment of full wages even during the pendency of an appeal by the employer against his reinstatement by the labour court.

THE SECOND NATIONAL COMMISSION on labour has considered the following as the basis of globalization. sustained economic growth ,as measured by GNP Free markets withouth intervention from the government,generally result in the most efficient and socially optimal allocaton of resources .s

 Economic globalization , achieved by removing barriers to the free flow of goods and money anywhere in the world ,increases economic effeciency, creates jobs ,lowers consumer prices and increases consumers choice.