IR or Industrial Relationship is concerned with the relationship between management and workplace and the role of regulatory mechanism in resolving any industrial dispute. More specially, IR is concerned with the systems, rules and procedures used by unions and employers to determine the reward for effort and other conditions of employment, to prot...

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Unitary Approach: Under unitary approach, IR is grounded in mutual cooperation, individual treatment, team-work and shared goals. Work place conflict is seen as a temporary aberration, resulting from poor management, from employment, from employees who do not mix well with the origination’s culture.  Unions co-operate with the management and the ma...

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The major parties to IR are the employees, employee representatives, employers, associations of employers, government and courts and tribunals. Employees: There are about 28.1 million employees working in the organized sector and 365.1 million in the unorganized sector in our country. It is therefore useful to make certain observations about Indian...

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It is necessary to have a clear-cut strategy for IR [Industrial Relationship], although the management of IR is essentially a knee-jerk reaction to events and problems and is, therefore, far removed from the world of strategic thinking and planning. Since employer-employee relations are usually presumed to be satisfactory until they get out of hand...

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A proactive Industrial Relationship [IR] strategy program must cover the following decisions: Communication : How best can we convey our philosophy to employees? Relationships : How well can we improve our relationships with employees and unions? Competence : How to improve competence of managers and supervisors in dealing with IR matters? Communic...

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There are companies which are non-unionized. Nearly nine per cent of the companies are without unions. Employees of such plants realize the negative consequences of unionization and prefer to stay away from unions. They may have misgivings about how effectively a union can improve unsatisfactory working conditions. Collective bargaining is not alwa...

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Trade unions in our country governed by the Trade union Act 1926. The main objective of the Act is to provide for the registration of trade unions and to give registered trade unions a legal status, and immunity to their office bearers and members from civil and criminal liability in respect of legitimate trade union activities. The act was passed ...

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Grievance Procedure is another method of resolving disputes. All labour agreements contain some form of grievance procedure. And if the procedure is followed strictly, any dispute can easily be resolved. In the meanwhile, a grievance may be understood as an dissatisfaction or feeling of personal injustice relating to his or her employment relations...

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Arbitration is a procedure in which a neutral third party studies the bargaining situation, listens to both the parties and gathers information, and then makes recommendations that are binding on the parties. Arbitration is effective as a means of resolving disputes because it is: Established by the parties themselves and the decision is acceptable...

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The Code of Discipline defines duties and responsibilities of employers and workers. The objectives of the code are: To ensure that employers and employees recognize each other’s right and obligations. To promote constructive co-operation between the parties concerned at all levels. To secure settlement of disputes and grievances by negotiation, co...

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