Aashdeep Kaur Supriya Gupta

Industrial relations In USA

Major Legislations
Norris La Guardia Act, 1932: Wagner Act, 1935 Taft- Harley Act, 1947 Landrum Act, 1959

1866: National Labor Union- 1st national labor federation in USA and dissolved in 1872 1869: Uriah Stephans organized a new union knows as the knights of labor 1884: The federation of Organized Trades and Labor Unions, forerunner of the American Federation of Labor, Passed a resolution stating that 8 hours shall constitute a legal days work from and after May 1, 1886. 1886: American Federation of Labor ( 1886) by Samuel Gompers was organized on the basis of craft unions and was conservative in approach and did not challenge capitalism. It concentrated more on bread and butter issues plus improvement in working conditions

Historical Background of Industrial Relations in USA

1917: the Supreme Court approved the Eight Hour Act under the threat of a national railway strike 1932: First major piece of Labor legislation ,Norris La Guardia 1932 passed. Before the enactment of this Act: Employers were not allowed to enter into collective bargaining . The Employers had a free hand in hiring and firing They could freely enforce unfair employment contracts There were contracts called yellow dog contractsforcing employee to not join a union as a pre condition to employment. Norris La Guardia 1932 made these contracts illegal 1935: The committee for Industrial Organization(CIO) was formed to expand industrial Unionism

1935: The National Labor Relation Act/ Wagner Act (1935) passed, which provided for the employees: Protection of their rights to organize Right to engage in collective bargaining Right to strike Striking of certain unfair labor practices as illegal Secret ballot elections for representative unions Creation of a National Labor Relations Board 1938: The wages and hours (later fair labor Standards) Act is passed, banning child labor and setting the 40-hour week. The Act went into effect in October 1940

1947: The Taft Hartley Labor Act 1947 vetoed which put a curb on activities of unions to help ensure a balance in the relationship between management and the workers 1955: The two largest labor organization in USA merged to form the AFL-CIO, with a membership estimated at 15 million 1959: The Landrum- Griffin Act passes restricting union activity 2005: Change to win federation : New Unity Partnership formed because of coalition of Service Employees International Union(SEIU), The Union of Needle trades, Industrial and Textile Employees (UNITE), Hotel Employees and Restaurant Employees Union (HERE) , The United Brotherhood and Carpenters (UBC) and The Laborers International Union of North America (LIUNA)

IR IN JAPAN

Historical Background of Japanese Industrial Relations

IR in Occupied Japan 1945-9: After the passage of Labor Union Law in December 1945, a number of labor unions were formed and by the end of December 1947, 45% of the workforce was unionized The majority of unions were enterprise based and comprised of both blue and white collar workers. The labor organizations developed a very powerful workers movement in opposition to managerial authority . However, the powerful position of workers was destroyed by labor Union Law Agreement of June 1949. In this period, a wage system was created for the purpose of securing a livelihood for the people.

Emergence of Japanese Industrial Relations 1950-1059

During this decade, both permanent workers and temporary workers were employed by Japanese firms. The number of temporary workers increased after Korean war broke in June 1950. Japanese firms continued to cut staff including permanent workers and thus employment conditions became extremely insecure. There ware significant labor disputes in major enterprises, through which the enterprise union system began to emerge. In the middle of dispute, alternative workers organizations were founded representing more the management point of view. The co-operative enterprise unions were born in this period

High Economic Growth and Formation of Industrial Relations 1960-73 Co-operative unions were established after following events: First, as the result of defeat of mike dispute of 1959-60 the unions lost effective control of the workplace and labor disputes in the essential heavy industries disappeared. Second, it became clear that the workplace struggles were to be subordinate to the unions' unifying function Third, federations of co-operative enterprise unions were founded in 1964 which rendered collective negotiation meaningless As a result , the collective negotiation was transformed into joint management- labor consultation exercises.

Low Economic Growth and Establishment of Unionism, 1973- 89 In this period, contemporary Japanese industrial relations were formed. After the oil crisis in 1973, the management based upon individual ability began to operate in practical terms. Because the high growth period came to an end , enterprises pushed slim line management Temporary transfer played a significant role in the context of in-firm long-term secure employment The number of strikes fell dramatically and co-operative enterprise unions were formed in smaller companies

Long Term Recession after the Collapse of Bubble Economy, 1990- Present To cope with long term economic downturn and increasing international competition, a growing number of Japanese firms have adopted performance bases pay and promotion systems for their core employees while increasing the use of contingent workforce such as temporary, part time and contract workers While the aim of these changes is to increase productivity, such diversification of employment and individualization of labor relations have caused various labor problems such as declining unionization rate, widening wage gaps among various types of workers and the increasing number of individual disputes

Industrial Relations In INDIA

Historical Background of Growth of Industrial Relations in India

Protective phase: Industrial Truce Resolution accepted Industrial Policy Resolution helped in new development in areas of Coal, Iron & Steel, Aircraft & Ship Building, Telephone & Telegraph, Mineral, Oil Production Industrial Disputes Act introduced and prevention by way of conciliation, arbitration & adjudication Consolidation Phase: Based on moral exhortation. Gulzari Lal Nanda issued codes for better industrial relations Indian Labor Conference laid down principles: No lockout & strikes without notice No recourse on go slow tactics No act of violence & coercion No damage to plant and property

Conflict Ridden Interventionist stage: Fragmentation of political parties Report on First National Commission on Labor was released in 1960 Directionless Phase: No fresh initiatives were taken Tripartite body proposed Industrial Relations Bill which was never passed. Productivity- Efficiency-Quality orientation Phase: Greater Emphasis on quality & productivity Industrial Policy Resolution of 1980 passed which helped in employment generation Competitive Phase: Due to New economic Policy in1991, there was a shift in Industrial relations