Strategic INDUSTRIAL RELATIONS AND LABOUR LAWS

Transcription

1 Strategic INDUSTRIAL RELATIONS AND LABOUR LAWS S.K. BHATIA Director Human Resource Management Foundation, New Delhi and Senior Faculty, Business Management Institutes Formerly: Director (Personnel), Oil India Ltd. Director (Pers. and PR), Mekaster Group Co's. Add. General Manager (Pers. and Admn.) Bharat Heavy Electricals India Ltd. Foreword by DR. S. CHANDRA Chairman PAN Asian Management Foundation and Corporate Director, New Delhi Former Senior Faculty Administrative Staff College of India, Hyderabad DEEP & DEEP PUBLICATIONS PVT. LTD. F-159, Rajouri Garden, New Delhi

2 Contents Foreword Preface Acknowledgements xi xiii xv PART ONE INDUSTRIAL RELATIONS 1. Industrial Relations: Concept, Objectives and Factors for Good Industrial Relations 3 2. Strategies for Developing Employment Relationship 8 3. Causes of Industrial Disputes and Machinery for Prevention and Settlement of Industrial Disputes Trade Unions and their Functions Profile of New Industrial Labour Force in India and Emerging Employer-Employee Relations in New Economy Trade Union Strategies in the Wake of Declining Trends in Unionism Strategies in Industrial Relations in India Employee Relations Strategy Line Manager's Role in Building Industrial Relations at Workplace Collective Bargaining Collective Bargaining Strategies Negotiation Process 71

3 viii Strategic Industrial Relations and Labour Laws 13. Strategies for Developing a Climate of Trust Workers' Participation in Management: Industrial Democracy Managing Grievances Managing Discipline Disciplinary Action Voluntary Retirement Scheme (VRS) Social Security Labour Welfare 109 (i) Quality of Work Life (QWL). (ii) Control of drug abuse and alcoholism, (iii) Precautions against AIDS, (iv) Accidents prevention and safety. (v) Coping with stress, (vi) Managing turnover, (vii) Managing absenteeism, (viii) Managing alienation, (ix) Providing good working environment. (x) Vocational guidance, (xi) Job satisfaction improvement programmes, (xii) Employee counselling. 21. Wage Policy International Labour Organisation (ILO) Theoretical Framework of Industrial Relations 142 PART TWO LABOUR LAWS 24. Labour Laws: Perspectives The Trade Union Act, The Industrial Disputes Act,

4 Contents ix 27. The Industrial Employment (Standing Orders) Act, The Factories Act, The Shops and Establishment Act, The Contract Labour (Regulation and Abolition) Act, The Minimum Wages Act, The Payment of Wages Act, The Equal Remuneration Act, The Payment of Bonus Act, The Workmen's Compensation Act, The Employee's State Insurance Act, The Employee's Provident Funds, Miscellaneous Provisions Act, 1952 and The Employee's Pension Scheme, The Payment of Gratuity Act, The Maternity Benefit Act, The Apprentices Act, PART THREE FUTURISTIC ISSUES IN INDUSTRIAL RELATIONS 41. Redesigning Industrial Relations: An Approach Job Flexibility Employee Engagement is Crucial for Business Success Business Process Outsourcing Aligning Employee Expectations with Change in Strategy Impact of Technological Change and Industrial Relations Impact of Globalisation on Industrial Relations 258

5 Strategic Industrial Relations and Labour Laws PART FOUR RECOMMENDATIONS AND GUIDELINES 48. Important Recommendations of the National Commission on Labour, 2002, Ministry of Labour, Government of India Guarding against Sexual Harassment in the Work Place (SH) Social Security to Unemployed Workers by ESIC National Rural Employment Guarantee Act, ANNEXURES I. Mahatma Gandhi on Industrial Relations 293 n. ILO Conventions Ratified by the Government of India 295 HI. ILO Guiding Principles on Collective Bargaining 297 IV. United Nations Global Compact Principles 299 V. Short Answer Type Questions 302 VI. Objective Type Questions 304 VII. (a) Quiz on Payment of Wages 311 (b) Quiz on Payment of Gratuity Act, (c) Quiz on Payment of Bonus 314 (d) Quiz on Validity of settlements with Union 315 VIII. The Workmen's Compensation Act, 1923: Practical Problems 316 IX. Case Studies 318 X. Amendment to Labour Laws 322 Index 324