Untitled Quiz

The main objectives of industrial relations are to bring about good and healthy relations between the labor and the management so as to enhance productivity for economic growth of the nation. Other objectives are derived from this main objective and include: improving the economic condition of workers, regulating of production by the State, nationalization of industries by making the State the employer, and vesting the proprietorship of the industries in the workers.

The three main actors of industrial relations are the workers, employers, and the state. Workers aim to earn a living, improve job security, and improve working conditions while employers aim to achieve maximum profits at minimum cost and maintain productivity within an organization. The state attempts to ensure worker and employer interests are balanced.

<p>All of the above</p> Signup and view all the answers

<p>All of the above</p> Signup and view all the answers

<p>The Indian government’s main objectives include: promoting the welfare of workers, regulating conditions of work, eliminating child labor, ensuring safe working conditions, promoting harmonious industrial relations, and promoting employment services.</p> Signup and view all the answers

<p>This code combines the Payment of Wages Act, 1936, the Minimum Wages Act, 1948, the Payment of Bonus Act, 1965, and the Equal Remuneration Act, 1976, into one comprehensive law. Key features include: uniform applicability of the provisions of timely payment of wages and minimum wages to all employees, elimination of conflicting wage definitions to reduce compliance burdens, powers granted to the Central Government for fixing wages, and a focus on ensuring that the labor laws apply to a wider range of employees in the formal and informal sectors.</p> Signup and view all the answers

<p>The ILO was founded in 1919 following World War I. The organization promotes social justice through international cooperation and the establishment of key international labor standards. They aim to achieve decent work conditions by regulating working hours, ensuring a living wage, protecting workers’ health and safety at workplaces, protecting children and young persons, and promoting freedom of association. The ILO advocates a tripartite system that brings together workers, employers, and governments to create a framework for greater cooperation, leading towards improved labor conditions.</p> Signup and view all the answers

<p>Employees' Compensation Act (No. 1923)</p> Signup and view all the answers

<p>The key functions of a trade union include: securing for workers fair wages, safeguarding security of tenure and improving conditions of service, enlarging opportunities for promotion and training, improving working and living conditions, providing for educational, cultural and recreational facilities, facilitating technological advancement by broadening the understanding of workers, promoting identity of interest of workers with their industry, promoting discipline and high standards of quality, promoting individual and collective welfare, and protecting basic employment terms.</p> Signup and view all the answers

<p>The informal labor sector is a major part of the economy in India, accounting for about 93% of the total workforce. Key characteristics are: vulnerable workers with little job security, low wages, lack of formal training, low levels of education, and little access to the formal labor market. This sector is often overlooked by mainstream trade unionism.</p> Signup and view all the answers

<p>Collective bargaining = A process that aims to resolve the differences between parties through discussion, negotiation, and reaching a mutually acceptable settlement that maximizes their individual benefit. Conjunctive bargaining = A method of negotiation that emphasizes the need for a mutually beneficial solution where all parties involved work together. It is often seen as a win-win situation. Labor relations laws = Laws that govern the employment relationship between workers and their employers, such as those related to fair wages, working conditions, and the formation of trade unions. These laws are designed to ensure a balance of power between employers and workers while also protecting the interests of both and ensuring a stable workforce.</p> Signup and view all the answers

<p>The three main types of primary unions are craft unions, industrial unions, and general unions. Craft unions represent workers with specialized skills and seek to improve working conditions and wages within a specific trade. Industrial unions represent all categories of workers within a particular industry, regardless of their specific skillset or job title. General unions have broader membership, encompassing workers from various industries and professions.</p> Signup and view all the answers

<p>Industrial federations are formed by joining several plant-level or industry-level unions. These federations typically function at the regional or national level and provide a platform for affiliated unions to coordinate activities and develop common policies. They have a major influence on influencing labor practices, promoting collective bargaining, and advancing the interests of their member unions.</p> Signup and view all the answers

<p>Central trade union organizations, at the apex of the trade union structure in India, serve as a central point of coordination for primary, industrial, and regional federations. They provide guidance and support to affiliated unions, particularly in times of crisis, establish broad policies and strive to give these policies a national character. They also act as a unifying force for the labor movement, promoting unity and solidarity among workers.</p> Signup and view all the answers

<p>A complaint is an expression of dissatisfaction by an employee, but it may not necessarily rise to the level of a grievance. A grievance, on the other hand, is a complaint that has been ignored or dismissed without proper consideration by the manager. It is a serious matter that requires the attention of management and requires a formal grievance procedure to resolve.</p> Signup and view all the answers

<p>A grievance procedure is a step-by-step process designed to address employee grievances fairly and efficiently. Key principles include: promptness, clear and simple communication channels, empowering employees at the lowest level to voice their concerns, providing for multiple levels of appeal, fairness and equity in dealing with grievances, and adherence to statutory regulations.</p> Signup and view all the answers

<p>A well-designed grievance procedure offers several advantages for both management and employees. It provides a mechanism for resolving conflicts, promotes fair treatment, fosters a more participative work environment, promotes positive employee attitudes, builds communication channels, and ultimately helps maintain workplace harmony.</p> Signup and view all the answers

<p>The Human Resources Department plays a critical role in managing grievances. They are responsible for designing and implementing a fair and effective grievance procedure. Their role includes: training managers on best practices, ensuring a prompt response to grievances, maintaining records, reviewing the procedure, communicating decisions, and ensuring that the procedure is implemented consistently and effectively.</p> Signup and view all the answers

<p>Retaliatory discipline</p> Signup and view all the answers

<p>A charge sheet is a written communication issued to an employee who has been accused of wrongdoing by the employer. It is not an accusation made in the abstract – it is an accusation made against the employee in respect to a particular act. Elements of the charge sheet include: the date and time of the alleged misconduct, the specific misconduct, the relevant section of the standing orders under which the misconduct falls, and the employee’s responsibility to provide an explanation.</p> Signup and view all the answers

<p>A domestic enquiry is a formal investigation conducted within an organization to investigate a complaint of misconduct against an employee. The main purpose of a domestic enquiry is to establish the facts of the case and determine if the employee is responsible. The key principles of natural justice must be followed, these include: providing the employee the right to a fair hearing, allowing the employee the opportunity to call witnesses, and ensuring that the process is conducted with fairness and impartiality.</p> Signup and view all the answers

<p>Dismissal is a more severe punishment than discharge, which means that the employee is permanently separated from the company for committing a serious offense. In contrast, discharge is a termination of employment that is usually less serious and may happen because of economic reasons like layoffs or reduction in the workforce. Depending on the specific legislation and employment contract, discharge may or may not be a punishment and may require a formal disciplinary process.</p> Signup and view all the answers

<p>Industrial disputes can arise from various sources. Internal causes include disputes related to wages, working conditions, fears of insecurity, and psychological factors such as a lack of recognition. External causes can include political unrest, economic downturns, or changes in government policy. Other specific factors that commonly lead to disputes include: demand for higher wages, recognition of trade unions, and changes in working conditions like hours of work.</p> Signup and view all the answers

<p>The most common approaches to conflict resolution include: negotiation and bargaining, coercion, mediation, adjudication, and arbitration. Negotiation involves a collaborative process, where parties work together to reach a mutually acceptable agreement. Coercion involves one party attempting to force the other into an agreement. Mediation involves a neutral third party who helps the parties reach a mutually acceptable agreement. Adjudication involves the use of legal proceedings in a court of law to resolve a dispute. Arbitration involves a neutral third party who decides on the issue based on prior agreement of the parties.</p> Signup and view all the answers

<p>Sabatage</p> Signup and view all the answers

<p>Works Committees are established in organizations with 100 or more workers. The primary function of a Works Committee is to promote harmony and cooperation between employers and employees. This is achieved through addressing areas of mutual interest, seeking to resolve differences, and avoiding any issues that could give rise to a major dispute. They are not intended to replace unions for the purpose of collective bargaining. The decisions reached by the Works Committees are typically not binding and do not have enforcement power. The decisions are intended to promote understanding and cooperation in the workplace, but do not hold legal weight in resolving a trade union dispute.</p> Signup and view all the answers

<p>All of the above</p> Signup and view all the answers

<p>The proposed Industrial Relations Code, 2020 aims to streamline dispute resolution by eliminating the provision for Courts of Inquiry. It emphasizes the use of standing orders, a key factor in ensuring a fair and efficient domestic enquiry process for the employees. The Code also merges the Labour Courts into Industrial Tribunals and National Tribunals as the primary adjudicatory bodies.</p> Signup and view all the answers

<p>An industrial dispute is a disagreement or conflict that arises between employers and workers, or between workers themselves, concerning employment relations, conditions of labor. A dispute must be connected to the employment of a person and affect a significant and identifiable group of workers within the industry. It encompasses issues related to wages, working conditions, terms of employment, non-employment, and any other matter that affects labor-management relations within a particular industry.</p> Signup and view all the answers

<p>Avoidance, accommodation, win/lose, problem-solving, and compromising</p> Signup and view all the answers

<p>Eliminating the use of violence in resolving disputes</p> Signup and view all the answers

<p>The ILO identifies two main categories of industrial disputes: Interest Disputes and Right or Grievance Disputes. Interest disputes arise from deadlocks in negotiating a collective agreement and are also known as economic disputes. These disputes are often related to the bargaining power of each party. Right or Grievance Disputes arise from day-to-day worker grievances or complaints and are considered to be conflicts of rights. These disputes are usually addressed through a grievance procedure to prevent escalation into a formal dispute.</p> Signup and view all the answers

<p>Clark Kerr identified four key causes of industrial disputes. The first is that desires are often unlimited, while means are constrained. Second, the nature of industrial society often creates inherent tensions between employer and worker interests. Third, industrial society is dynamic, and its changing landscape can lead to new conflicts. Finally, to maintain their unique identities, employers and workers must have a certain level of disagreement and conflict.</p> Signup and view all the answers

<p>The Industrial Disputes Act, 1947, aims to protect industrial harmony. It contains provisions for establishing works committees, conciliation, court of inquiry, adjudication, and voluntary arbitration. Works committees can resolve minor issues and grievances. Conciliation is a process of mediation, where a third party helps the parties reach a mutually acceptable settlement. Courts of Inquiry aim to conduct investigations and provide recommendations. Adjudication, a more formal process, involves a legal framework for resolving disputes. Finally, Voluntary Arbitration provides a mechanism for settling disputes through a third-party decision.</p> Signup and view all the answers

<p>The Joint Management Council (JMC) is a voluntary entity formed by employers and workers to facilitate communication and cooperation, promote a harmonious relationship, ensure closer association between workers and management, increase production, and share responsibilities. They are not intended to replace formal grievance procedures or trade union representation. Their primary goal is creating a workplace environment that promotes better understanding between workers and management.</p> Signup and view all the answers

<p>The Code of Discipline was designed to promote industrial harmony and to ensure a more positive relationship between employers and employees. It emphasizes the importance of a voluntary code of conduct, a mutually agreed upon grievance procedure, and the commitment of both parties to work together to ensure the efficient implementation of the agreed upon rules.</p> Signup and view all the answers

<p>The Tripartite Consultative Machinery, including the Indian Labour Conference, the Standing Labour Advisory Committee, and Industrial Committees, is designed to promote harmony and cooperation between workers, employers, and the government. They aim to ensure fair and just treatment for all parties while also promoting industrial peace and preventing and resolving disputes.</p> Signup and view all the answers

<p>The ILO has three main functions: i) To establish international labor standards through the creation of Conventions and Recommendations, ii) To collect and disseminate knowledge regarding global labor conditions, and iii) To provide technical assistance to countries for improving labor standards and promoting economic development.</p> Signup and view all the answers

<p>Workers can employ a variety of strategies to bring about changes in working conditions and to enforce their demands. Some of the most common industrial actions include: absenteeism, work to rule, go-slow, picketing, gherao (a form of peaceful protest), bandh (a strike that affects all businesses), strike (a work stoppage), demotion, layoff, retrenchment, termination of services, and lockout. These actions can range in severity and can have a significant impact on the operations of a business.</p> Signup and view all the answers

<p>The objectives of the Industrial Disputes Act, 1947, are to promote industrial harmony and prevent labor unrest. The Act establishes various mechanisms for resolving disputes, including: works committees, conciliation, court of inquiry, adjudication, and voluntary arbitration. The Act also aims to prevent illegal strikes and lockouts and provide relief to workers in cases of layoff and retrenchment.</p> Signup and view all the answers

<p>Voluntary arbitration is a process where a third party, not a government official, attempts to help the parties reach a mutual agreement. The key elements of this approach are: seeking an equitable and balanced resolution, meeting the aspirations of both parties, reliance on collaborative approaches, and avoiding any compromises that undermine the fundamental principles of the parties.</p> Signup and view all the answers

<p>Adjudication is a more formal and legal process. It is a form of compulsory arbitration where the government refers a case to the labor court, Industrial Tribunal, or National Tribunal. These bodies have the power to make a binding decision based on the evidence presented. Adjudication is often used as a last resort when other methods have failed.</p> Signup and view all the answers

<p>The Joint Management Council is a voluntary approach implemented by employers ans workers to facilitate communication and cooperation. They aim to: promote harmonious relationships, ensure closer association between employees and management, increase production, and share responsibilities. The JMC is typically less formal and more flexible than a similar arrangement provided for in a statute.</p> Signup and view all the answers