Industrial Labour

☛ The focus of Marxist perspective of IR system is on fundamental division of interest between capital and labour.

☛ It assumes that the conflict at work place is a reflection of conflict in the society.

☛ Trade unions are deemed as a natural response from workers to protect themselves against exploitation.

A strike or lock-out is illegal while a collective agreement is in operation.

This type of bargaining mainly aims at developing a change in the attitude of the management and the employees. The purpose is to reduce the bitterness and develop a congenial atmosphere.

Each of the parties pay one-half the remuneration and expenses of an arbitrator and, in the case of an arbitration board, each party pays for the person they appointed and one-half of the Chairperson's remuneration and expenses.

The three levels at which collective bargaining works are:

i.) National level

ii.) Sector/ Industry level

iii.) Company level

Every employee (except managers; superintendents; and persons who in the opinion of the Labour and Employment Board are employed in a confidential capacity in matters relating to labour relations or who exercise management functions) has the right to be a member of a trade union and to participate in the union's lawful activities, including collective bargaining.

Also termed as conjunctive bargaining, this form of bargaining aims at re-distribution of benefits between the management and the group of workers. In this form of bargaining, one group gains while the other looses something.

The major factors which motivate the employees to join trade union are:

i.) Increase in bargaining power

ii.) Lesser discrimination

iii.) Higher sense of security and belongingness

iv.) Stage for self expression

v.) Ability to participate in management activities giving a sense of involvement

No, there can be no strike or lock-out during the term of a collective agreement.

They usually deal with the relationship between employees and employers to resolve individual and group issues. These are usually filed in the company's rule book.

An arbitrator is appointed by the parties on mutual agreement and, in the case of an arbitration board, each party appoints one person to be a member of the board. These two members appoint a third to be chairperson. If these appointments are not made, the Minister Post-Secondary Education, Training and Labour upon the request of either party, may make such appointments.

This kind of an agreement deals with specific issues like basic pay, leave policy, bonus payment etc.

A lock-out is the closing of a place of employment, a suspension of work, or a refusal by an employer to continue to employ a number of its employees, for the purpose of compelling bargaining unit employees to agree to terms or conditions of employment.

No, there can be no strike or lock-out during the term of a collective agreement.

Indian labour market can be mainly classified into 3 categories:

i.) Rural workers

ii.) Organized

iii.) Unorganized

Referred to as "Grievance" arbitration it occurs where a difference arises between the parties relative to the interpretation, application or to the administration a collective agreement.

If no agreement can be reached by the parties, they may agree to submit their differences to binding arbitration (firefighters and police officers must proceed in this fashion) or they may, after 9 days from the date the conciliation board report is filed, engage in a strike or lock-out.

Voluntary recognition is where a trade union acquires the status of exclusive bargaining agent for a group of employees in a defined bargaining unit because an employer voluntarily agrees to recognize it as such.

Yes, revisions of any provision in the agreement, other than a provision relating to the term of the agreement's operation, may be made at any time with mutual consent of the parties.

Certification is the process whereby the Labour and Employment Board designates a trade union as the sole and exclusive bargaining agent for a group of employees, referred to as a bargaining unit, following proof that the bargaining agent has majority support among the employees in the bargaining unit.