National commission on Industrial Relation Recommendation
J. Mary Smile
NATIONAL COMMISSION ON INDUSTRIAL RELATIONS
The first National Labour Commission 1929, had promised lot in the direction of social security, social welfare, wages, social insurance, industrial relations, industrial adjudication, collective bargaining etc,. In sequel to the recommendations made in the report of the first national commission on labour series of labour enactments were passed.
After the gap of almost 72 years the Second National Labour Commission has been constituted and submitted its report in the year 2002 to the Government of India. At the outset the terms of reference to the commission are as under: 1. To suggest rationalization of existing laws relating to labour in the organised sector, 2. To suggest an umbrella legislation for ensuring a minimum level of protection to the workers in the unorganized sector.
Before penning down the report, the Commission followed the following methodology: * arranged consultation / conferences in the major cities of India to get the opinion of the Industry, public, educationalists and so on institutions'; * circulated a questionnaire across the industry and the society in terms of the reference * surveys conducted both in organised and unorganised sector General Recommendations:
1. We recommend that the Central Government and the State Government should have a uniform policy on holidays, only 3 national holidays be gazetted - namely Independence Day, Republic Day and Gandhi Jayanti Day, two more days may be added to be determined by each State according to its own tradition and apart from these each person must be allowed to avail of 10 restricted holidays in the year, Government holidays should be delinked from holidays under the Negotiable Instruments Act.(5.29) 2. Flexibility in the hours of work per week and compensation for overtime. (5.32) 3. Attempt to change the basis of tenure in all jobs (permanent as well as non-permanent) to contractual and for stipulated periods, involves a basic change in attitude and notion. If transforming the basis of all employment is a social necessity because it has become economic necessity for industrial and commercial enterprises, then, it is equally necessary to create social acceptability for the change and the social institutions that can take care of the consequences. (5.34 & 35).The fundamental change of this type has to be preceded by : i) evolution of socially accepted consensus on the new perceptional jobs ii) the evolution of a system of constant up-gradation of employability through training in a wide spectrum of multiple skills iii) the setting up of a system of social security that includes unemployment insurance and provisions for medical facilities; and iv) the institution of a mandatory system of two contracts - one, an individual contract and two, a collective contract with workers union. 4. The commission recommends that government may laid down list of highly paid jobs who are presently deemed as workman category as being outside the purview of the laws relating to workman and included in the proposed law for protection of non-workmen. Another alternative is that the Govt. fix a cut off limit of remuneration which is substantially high enough, in the present context such as Rs.25,000/- p.m. beyond which employee will not be treated as ordinary "workman". (6.19) wage ceiling of Rs.25000/-
5. Further the Commission recommended that it would be logically to keep all the supervisory personnel, irrespective of their wages / salary, outside the rank of worker and keep them out of the purview of labour law meant for workers. All such supervisory category of employees should be clubbed along with the category of persons who discharge managerial and...
...IR issues in Indian Airline industry:
1. Indian Airline industry-introduction, definition and overview about this industry.
2. Trade unions in Airline Industry- Explaining everything about unionism. How trade unions are formed? Rules/laws related to trade unions in Indian airline industry.
3. Collective Bargaining- How collective bargaining takes place in this industry. Rules/laws related to this collective bargaining in this industry.
4. Machinery for Settlement ofIndustrial Disputes
5. Workers’ Participation in Management
6. Grievance Redressal System
7. Discipline Handling
8. Labour Laws
9. Some two examples of strikes/disputes that has been happened recently in this industry and discussing IR issues in them.
Sumedh: Take 1,3,5,7, one example.
Prasad: take 2,4,6,8, one example
Dead line: 27th feb 2014.
Indian Airline Industry
The history of Indian Airline goes back to 1910 when the young Maharaja of Patiala, Bhupinder Singh sends his Chief Engineer to Europe for a study with orders to buy three planes, including a Bleriot monoplane and Farman biplanes, which arrive in the Punjab later that year.
The first commercial flight starts on February 18, 1911 when Henry Piquate, flayed a Humber Biaplane to carry mall from Allahabad to Naini Junction, six miles away. The thing actually started in 1927 when Imperial Airways extends empire routes to India,...
Historic events that shaped the evolution of the U.S. IndustrialRelations System
Eastern Nazarene College
October 1, 2014
Historic events that shaped the evolution of the U.S. IndustrialRelations System
The United States started out small as a colony of Britain, relying on the “mother country” to supply them with food, shelter, and people. Due to this need to grow there become indentured servants. Indentured servants were people who came over to America usually to get away from something or to pay off debts. Indentured servants were sold by the ships captain as soon as they made land for servitude for a maximum of seven years. Since there was labor an ample amount of people to work the fields. America became a dominating agriculture for the United States growth during its early years. Most of the Indentured servants were from Africa or the East Indies.
Shortage of Skilled Labor
There may have been plenty of people to work the fields in agriculture but there was a lack of skilled workers. Skilled works were people who were tailors, blacksmiths, masonries, and others. Skilled workers are considered to be the first entrepreneurs of the United States. Skilled workers were is short supply so much so that they were luring away apprentices to their own businesses. With people...
...Traditional IndustrialRelations Systems
TABLE OF CONTENTS
Page 3 Introduction
Pages 4-8 Literature Review
Pages 9-13 Traditional IndustrialRelations System
Pages 14-18 Traditional Public Sector Model
Pages 19-21 Analysis and Findings
Page 22 Recommendation
Page 23 Conclusion
In many Commonwealth Caribbean Countries since the early 1960’s, there have been attempts at Public Sector Reform by replacing the traditional system of Public Administration with what is commonly known as New Public Management and to this day, the successful implementation of such structural adjustment attempts have evaded most Governments who have dared to try. It was evident, however, that there were differences in the way each country attempted to introduce NPM. Jamaica and Barbados, for example, adhered rigorously to the primary tenets of NPM and Trinidad and Tobago by implementing some measures but not others. Human resource management (HRM) is a term which is now widely used but very loosely defined. It should be defined in such a way as to differentiate it from traditional personnel management and to allow the development of testable hypotheses about its impact. Based on theoretical work in the field of organizational behaviour it is proposed that HRM comprises a set of policies designed to maximize organizational integration, employee commitment, flexibility...
History of industrialrelations China and India 2
Role of state in passing IR legislation in China and India 3
Trade unions in China and India 4
Employers association in China and India 5
Dispute resolution system in China and India 5
Current and future trends in China and India 6
Industrialrelation is seen as appendages by which employees and their companies relate in the working place to create rules and regulations of employment (Venkata, 1987).. In other words, it is the multidisciplinary field that works with the employment relationship. For example, a good working relationship is required for both parties to work and achieve their goal in the production they made in the work place. Furthermore, for the leader to have a good connection with the workers, the employer has to avoid discrepancies with the employees, if they occur the two parties should settle them quickly and amicably to bring industrial harmony and high production of the industry. For this essay, its main focus was to compare and contrast the main features of Industrialrelation in China and India. Firstly it will briefly explain the root history of industrialrelation in both the two countries. Furthermore, it will compare and contrast the main features of...
...IndustrialRelationsIndustrialrelation means the relationship between employers and employees in course of employment in industrial organisations. However, the concept of IndustrialRelations has a broader meaning. In a broad sense, the term IndustrialRelations includes the relationship between the various unions, between the state and the unions as well as those between the various employers and the government. Relations of all those associated in an industry may be called IndustrialRelations.
According to International Labour Organisation, Industrialrelations comprise relationships between the state on one hand and the employer’s and employee’s organisation on the other, and the relationship among the occupational organisations themselves.
Definition: According to J.T. Dunlop, “Industrialrelations are the complex interrelations among managers, workers and agencies of the government”
Features of IndustrialRelations:
1. Industrialrelations are outcomes of employment relationships in an industrial enterprise. These relations cannot exist without the two parties namely employers and employees.
...EXPLAIN HOW COMPONENTS OF EACH OF THE ENVIRONMENTAL FACTORS THAT AFFECT INDUSTRIALRELATIONS
It is common knowledge that industrialrelations cannot exist in isolation as it takes place within a system comprising of factors, each of which affects all the other factors. A change in one factor will bring about a change in each of the other factors. It goes without saying therefore that certain external forces influence theindustrialrelations system and in turn, it also impacts on the outside environment. When faced with such changes, it becomes important for the parties involved in the industrialrelations system to reposition themselves to meet the challenges that come with the change.
INDUSTRIALRELATIONS AND GOVERNMENT POLICY
In Nigeria for instance under the military rule, they operate a totalitarian regime characterized by suppression, repression, and suspension of constitutional rule, arbitrariness and unilateralism. Over the years, the first casualty of military coup is the trade union. As part of the pressure groups in the society the trade union has always been at the receiving end of harsh military policies.
As the largest employer of labour, government involvement in industrialrelations in Nigeria is pervasive. Under the military such involvement was manifested in the following ways: -...
...International Relations as "a discipline, which tries to explain political activities across state boundaries".
According to Ola, Joseph (1999), "International relations are the study of all forms of interactions that exist between members of separate entities or nations within the international system".
Seymon Brown (1988) thus defines international relations as "the investigating and study of patterns of action and “reactions amongsovereign states as represented by their governing elites.”Some scholars see power as the key to International politics. Thus, they define International relations as the subject that deals with those relations among nations, which involve power status.
Industrialrelations is a multidisciplinary field that studies the employment relationship. Industrialrelations is increasingly being called employment relations or employee relations because of the importance of non-industrial employment relationships; this move is sometimes seen as further broadening of the human resource management trend. Indeed, some authors now define human resource management as synonymous with employee relations.
The term ‘IndustrialRelations’ comprises of two terms: ‘Industry’ and ‘Relations’. “Industry” refers to “any productive...
First of all we would like to thank the Almighty for giving us the strength and aptitude to complete this report within due time. We are deeply indebted to our course teacher, mentor, and counselor, Prof. Dr. A. K. M. Moniruzzaman for assigning us such an interesting topic named “An Overview of IndustrialRelations in Bangladesh”. We also express the depth of my appreciation to our honorable course teacher for her suggestion and guidelines, which helped us in completing this report.
Letter of Transmittal
December 29, 2014
Dr. A. K. M. Moniruzzaman
Department of Management Studies,
Jagannath University, Dhaka.
Subject: Submission of Report on “An Overview of IndustrialRelations in Bangladesh”.
We are the student of Department of Management studies, Jagannath University, Dhaka and also from the group named “Dazzle”. A report was given to us by you on “An Overview of IndustrialRelations in Bangladesh” for submitting. We are really happy to have such a challenging and interesting report like this and we also feel to say “thank you” to you for making us worthy for corporate. During the preparation of this report we learn something very extra in practical which will be very helpful for us in future. There were some obstacles we have faced at the time of preparing this report. But we have overcome all the obstacles by the endeavor effort by each member...