Emerging scenario of industrial relations

Ppt

1. Unit-III
Emerging Scenario of
Industrial Relations

2. Voluntary Retirement Scheme
•VRSisaschemewherebytheemployeeisofferedto
voluntarilyretirefromhisservicesbeforehisretirement
date.
•Methodusedbycompaniestoreducesurplusstaff.
•Introducedinboththepublicandprivatesectors
•Publicsectorundertakingshavetoobtainpriorapproval
ofthegovernmentbeforeofferingandimplementingthe
VRS

3. Voluntary Retirement Scheme
When Can VRS be Adopted?
•Duetorecessioninthebusiness.
•Duetointensecompetition,theestablishment
becomesunviableunlessdownsizingisresortedto.
•Duetojoint-ventureswithforeigncollaborations.
•Duetotakeoversandmergers.
•DuetoobsolescenceofProduct/Technology.

4. Voluntary Retirement Scheme
Guidelines
•Itappliestoanemployeeofthecompanywhohascompletedtenyears
ofserviceorcompleted40yearsofage
•Itappliestoallemployees(bywhatevernamecalled),includingworkers
andexecutivesofthecompanyexceptingDirectorsofthecompany
•Theschemeofvoluntaryretirementhasbeendrawntoresultinoverall
reductionintheexistingstrengthoftheemployeesofthecompany
•Thevacancycausedbyvoluntaryretirementisnottobefilledup,nor
theretiringemployeeistobeemployedinanothercompanyorconcern
belongingtothesamemanagement
•Theemployeehasnotavailedinthepastthebenefitofanyother
voluntaryretirementscheme.

5. Voluntary Retirement Scheme
Implementation of VRS
•Transparentandproactivecommunication
byseniormanagers
•Managementmustactivelyexploreall
otheralternativestomanpowerreduction
•ArrangementoffundsforVRS.

6. Voluntary Retirement Scheme
Demerits of VRS
•VRSmaycreatefear,asenseofuncertaintyamong
employees.
•Severancecostsare’heavyandoutweighthe
possiblegains.
•Tradeunionsgenerallyprotesttheoperationof
suchschemes
•Someofthegood,capableandcompetent
employeesmayalsoapplyforseparation

7. Voluntary Retirement Scheme
Challenges
•Theeffectofdownsizingontheworkoftheestablishmentistobe
considered
•Ensuringthatallconcernedemployeesandmanagersparticipateinthe
decision
•Transparencyshouldbeseenandusedinchoiceofpersonstobe
retired.
•Motivatingemployeeswhowillstaywiththecompany,removingtheir
apprehensionsandfears,ifany.
•Providingprofessionalassistancetoemployeeswhoagreetoaccept
VRS

8. National Commission on Labour
•NationalCommissiononLabourisan
Indianstatutorybodytorecommendthe
changesinthelabourlaws.
•CreatedbyMinistryofLabour&Employment.
•Themainobjectiveofthisbodyisto
recommendthechangesinvariouslabourlaws
whichsafeguardtheinterestoflabours.

9. First National Commission on
Labour
•ThefirstNationalCommissiononLabourwassetupon24
December1966UndertheChairmanshipofJustice
P.B.Gajendragadkar
•TheCommissionsubmitteditsreportinAugust1969after
detailedexaminationofallaspectsoflabourproblems,
bothintheorganizedandunorganizedsectors.
•MainObjective:TostudytheIndustrialrelationssituation
inthecountryandtomakerecommendationsfor
improvement.

10. Second National Commission on
Labour
•TheSecondNationallabourcommissionwas
broughtintoexistenceafteralonggapof33years.
•ThesecondNationalCommissiononLabour(NCL)
wassetupon15October1999underthe
chairmanshipofRavindraVarmawhichsubmitted
itsreporttothethenPrimeMinisterMr.AtalBihari
Vajpayeeon29June2002.
•MainObjective:Settingupwagesboardsforfixing
wageratesforworkersinanyindustry.

11. National Commission on Labour
Functions
•Tosecurefairwagesforworkers.
•Tosafeguardthesecurityoftenureandimproveworkingconditions.
•Toenlargeopportunityforpromotionandtraining.
•Toimproveworking/livingcondition.
•ToprovideforEducationalandrecreationalfacilities.
•TohelpinTechnologicaladvancements.
•Topromoteidentityofinterestsofworkerswiththeirindustries.
•Topromoteindividualandcollectivewelfare.
•Toofferresponsivecooperationinimprovinglevelsofproductionand
productivity,disciplineandhighstandardsofquality.

12. National Commission on Labour
Responsibility to Unions
•Inadditiontofunctions,commissionalso
gavefollowingresponsibilitytounions:
–PromotionofNationalIntegration.
–ToinfluenceSocioEconomicpolicy.
–Toinstilasenseofresponsibilitytotheindustry
andthecommunity.

13. Areas Covered Under National
Commission on Labour
Industrial relations and
Grievances WagesWork HoursCollective Bargaining
Technological ChangeSocial securitySafety
Grants-in-aid to research and
academic
institutions
International co-operationLabour education
Welfare and working
conditions
Child and Women labour
and so on

14. National Commission on Labour
Recommendation
•Minimuminterventionfromgovernment.
•StrengtheningtheTradeUnions.
•Appropriatelegalprovisionsgoverning:
–Compulsoryrecognitionofunions
–Prohibitionofunfairlabourpractices
–Bargainingingoodfaithbybothparties
•Intensificationofworkers’education.
•Oneunionforoneplantbeingpopularised
•EncouragingBipartiteconstitutionsandregulations.

15. International LabourOrganization
•TheInternationalLabourOrganization(ILO)isa
UnitedNationsagencydealingwith–
–Labourissues,
–RelatingtointernationalLabourstandards,
–Socialprotection,andworkopportunitiesforall.
•TheILOorganizestheInternationalLabour
ConferenceinGenevaeveryyearinJune,where
conventionsandrecommendationsarecraftedand
adopted

16. •Fullemploymentandraisingofstandardsofliving
•Theextensionofsocialsecuritymeasurestoprovideabasicincome
toallinneedofsuchprotectionandcomprehensivemedicalcare
•Adequateprotectionforthelifeandhealthofworkersinall
occupation.
•Provisionforchildwelfareandmaternityprotection.
•Theprovisionofadequatenutrition,housingandfacilitiesfor
creationandculture.
•Theassuranceofqualityofeducationalandvocationalopportunity
International LabourOrganization
Objectives

17. •Thisgoverningbodyiscomposedof-
–28governmentrepresentatives,
–14workers'representatives,and
–14employers'representatives
•Tenofthegovernmentseatsareheldbymemberstatesthatare
nationsof"chiefindustrialimportance,"asfirstconsideredbyan
"impartialcommittee.”
•ThenationsareBrazil,China,France,Germany,India,Italy,Japan,
theRussianFederation,theUnitedKingdomandtheUnitedStates.
Thetermsofofficearethreeyears.
International LabourOrganization
Governing Body

18. •Tocontributetotheestablishmentoflastingpeacebypromotingsocial
justice.
•Toimprove,labourconditions&livingstandardsthrough
•internationalaction
•Topromoteeconomic&socialstability.
•INTERNATIONALLABOURCODE-Isacollectionofinternationalminimum
standardsrelatedtohealth,welfare,living&workingconditionsofworkers
allovertheworld.
•TheILOalsoprovidesassistancetoorganizationsinterestedinthe
bettermentofliving&employmentstandards.
•ILO&WHOworkinclosescollaborationinthefieldofhealth&labour.
International LabourOrganization
Functions

19. •Raiseglobalawarenessandunderstandingofmodernforced
labour.
•Assistgovernmentsindevelopingandimplementingnewlaws,
policiesandactionplans.
•Developanddisseminateguidanceandtrainingmaterialsonkey
aspectsofforcedlabourandtrafficking.
•Implementinnovativeprogramsthatcombinepolicydevelopment,
capacitybuildingoflawenforcement
•Targeted,field-basedprojectsofdirectsupportforbothprevention
offorcedlabourandidentificationandrehabilitationofitsvictims.
International LabourOrganization
Forced Labour

20. •SocialSecurity
–Workmen‘scompensation
–Sicknessinsurance
–Invalidity,oldageandsurvivors‘insurance
–Unemploymentprovision
•ConditionofWork
–Hoursofwork
–Weeklyrest
–Holidayswithpay
–Appropriatewages
International LabourOrganization

21. •Creationofinternationalstandardsoflabour
•Employmentpromotion
•Collection&distributionofinformationandpublication
•Researchandstudies
•Improvementofworkingconditionsandworking
environment
•Developmentofsocialinstitutions
International LabourOrganization
Major Activities

22. •IndiaisafoundingmemberoftheILOandhasbeena
permanentmemberoftheILOGoverningBodysince1922.The
firstILOOfficeinIndiaopenedin1928.
•MostImportantAreasaffectedbyILOInIndiaare
–Childlabor
–Forcedlabor
–Tradeunionmovement
–Occupationalsafety
–Employmentgeneration
International LabourOrganization
In India