TRIPARTITE BODIES

Industrial relations in India have been shaped largely by principles and

policies evolved through tripartite consultative machinery at industry
and national levels. The aim of the consultative machinery is “to bring
the parties together for mutual settlement of differences in a spirit of
cooperation an goodwill” Thus these bodies play the role of
consultants!!
The Planning Commission has summarised the role of tripartite
bodies as
 Labour policy in India has been evolving in response to the specific needs
of the situation in relation to the industry and the working class and has to
suit the requirements of planned economy
 A body of principles and practices has grown up as a product of joint
consultation in which representatives of government, the working class and
the employers have been participating at various levels.
 The legislative and other measures adopted by government in this field
represent the consensus of opinion of the parties vitally concerned and
thus acquire the strength and character of a national policy, operating on a
voluntary basis.
 TRIPARTITE BODIES - INDIA
 Tripartite bodies have been set up by the government to
provide a forum of discussion and consultation on
various labour related issues.
 Some of the notable bodies are-
 The Indian Labour Conference (ILC)
 The Standing Labour Committee (SLC)
 The Committee on Conventions
 The Industrial committee
 Other bodies of tripartite nature which deals in various
aspects of labour problems -
 Steering Committee on Wages
 Central Implementation and Evaluation Machinery

 Central Boards of Workers’ Education

 National Productivity Council

 EVOLUTION OF TRIPARTITE BODIES
 The Whitley Commission, in 1931,recommended a body
be set up to look into the needs for consultation on
labour matters. It envisaged a statutory organisation
which should ensure adequate representation of the
various interests involved : employers, labour and
government. They recommended that labour members
should be elected by registered trade unions and
employers’ representatives should be elected by their
association. They should meet regularly.
 It was only after the 4th Labour Conference held in 1942
that a permanent tripartite collaboration machinery was
set up – Indian Labour Conference (ILC) and Standing
Labour Committee (SLC)
 Indian Labour Conference (ILC) and Standing
Labour Committee (SLC)

Indian Labour Conference (ILC) and Standing Labour

Committee (SLC) have been constituted to suggest ways and
means to prevent disputes. The representatives of the workers
and employers are nominated to these bodies by the Central
Government in consultation with the All-India organisations of
workers and employers.

The Labour Ministry settles the agenda for ILC/SLC meetings

after taking into consideration the suggestions sent to it by
member organisations. These two bodies work with minimum
procedural rules to facilitate free and fuller discussions among
the members. The ILC meets once a year, whereas the SLC
meets as and when necessary.

ILC and SLC are both important constituents of tripartite bodies

and play a vital role in shaping the IR system of the country.
 ILC AND SLC
 The function of ILC is to “ advise the Government of India on
any matter referred to it for advice, taking into account
suggestions made by the provincial government, the states
and representative of the organisations of workers and
employers”
 The function of SLC is to “ consider and examine such
questions as may be referred to it by the Central
Government and to render advice, taking into account the
suggestions made by various governments, workers and
employers”.
The functions of ILC are:
a. To promote uniformity in labour legislation
b. To lay down a procedure for the settlement of industrial
disputes
c. To discuss matters of All-India importance as between
employers and employees.
 EVALUATION OF ILC AND SLC
 According to the National Commission on Labour these 2 bodies
have contributed to attainment of the objectives set before them.
They have facilitated the enactment of central legislation on various
subjects to be made applicable to all the states and union territories
in order to promote uniformity in labour legislation.
 Tripartite deliberations have helped reached consensus on statutory
wage fixation, introduction of a health insurance scheme, enactment
of the Standing Employment Order Act 1946,, Industrial Disputes
Act 1947, Minimum Wages Act 1948, Employees’ State Insurance
Act 1948, Provident Fund Scheme 1950, The Mines Act 1952 etc.
 Other subjects processed by tripartite bodies are workers’ education,
workers’ participation in management, training, wage policy, Code
of Discipline, criteria and procedures for the recognition of unions.
 Though the recommendation of tripartite bodies are of advisory
nature, they carry considerable weight with the government,
workers and employers.
 COMMITTEE ON CONVENTIONS
 Once a country has ratified an ILO convention, it is obliged to report regularly
on measures it has taken to implement it. The government must submit reports
regularly detailing the steps they have taken in law and practice to apply any
of the conventions they may have ratified. Governments are required to
submit copies of their reports to employers’ and workers’ organizations. These
organizations may comment on the governments’ reports; they may also send
comments on the application of conventions directly to the ILO.
 Committee in Conventions is a three-man tripartite committee set up in 1954.
The object was
 To examine the ILO conventions and recommendations which have not so far been
ratified by India.
 To make suggestions with regard to a phased and speedy implementation of ILO

standards.
 Itis generally composed of eminent jurists appointed by the Governing Body
for three-year terms. The Experts come from different geographic regions,
legal systems and cultures. The Committee's role is to provide an impartial
and technical evaluation of the state of application of international labour
standards.
Committee of Conventions …Cont.

When examining the application of international labour

standards the Committee of Experts makes two kinds of
comments: observations and direct requests.
•Observations contain comments on fundamental questions
raised by the application of a particular convention by a state.
These observations are published in the Committee's annual
report.
•Direct requests relate to more technical questions or requests
for further information. They are not published in the report but
are communicated directly to the governments concerned.

The Committee's annual report consists of three parts.

Part I contains a General Report, which includes comments
about member states' respect for their Constitutional
obligations and highlights from the Committee's observations
Part II contains the observations on the application of
international labour standards
Part III is a General Survey.
 INDUSTRIAL COMMITTEE

 Industrial Committees are tripartite bodies where the

number of workers’ representatives are equal to the
employers’ representatives.
 These were set up to discuss various specific problems
special to the industries covered by them and suggest
ways to overcome them.
 These committees provide a forum for the discussion of
proposals for legislation and other matters connected
with the labour policy and administration before they
brought before the legislature.
 OTHER TRIPARTITE COMMITTEES
1. Steering Committee on Wages: It was set up in 1956 and consists of
representatives of state government, employers, workers and an economist.
Its functions were (i)To study trends in wages, production and price. (ii)To
draw a wage map of India (iii)To help laying down principles which will
guide wage fixing authorities
2. Central Boards of Workers’ Education: This was constituted to encourage
growth of strong and well informed trade union movement on responsible
and constructive lines and comprised of representatives of central & state
government, employers and workers
3. National Productivity Council: It encouraged the productivity in the country
and consists of the government, employers’ associations, labourers’
association & organisations and independent experts.
4. Central Implementation and Evaluation Machinery: This is set up to ensure
proper implementation of labour awards, agreements and Code of Discipline.
It consists of 4 representatives each of central employers’ and workers’
organisations with union labour minister as chairman
 With the beginning of industrialization of India, labor
BIPARTITE BODIES:

relations in Indian industries have also been largely

influenced by Indian democracy. The bipartite
consultation machinery was established around 1920, to
democratize Indian industrial relations. These joint
committees were introduced in TISCO at Jamshedpur.

 The bipartite consultative machinery comprises of groups

like Works Committee and Joint Management Council.
These are purely consultative and not negotiating bodies,
with equal representations of the employers and the
workers. They were set up for dealing with disputes
affecting the plant or industry.
 WORKS COMMITTEE
 These committees were established within the industrial units to
prevent and settle disputes at the unit level. They comprise of
equal representatives of the management and workmen. They
are regarded as an effective social institution of industrial
democracy and as a statutory body in any enterprise employing
100 or more workers. Their objectives are:
 To remove the causes of friction in the day to day work situation by
providing an effective grievance-resolving machinery.
 To promote measures securing amity and good relationship.
 To serve as an important adjunct in continuing bargaining system
 To strengthen the spirit of voluntary settlement and conciliation.
 JOINT MANAGEMENT COUNCIL
 Joint Management Council was established with the concept of
progressive joint consultation between management, technicians
and workers. The council should be entitled to discuss various
matters pertaining to the establishment and recommending steps
for its better working and have equal representation of workers
and managers. The council is entitled-
 To be consulted on matters of Standing Orders, their amendments,
retrenchment, closure, reduction or cessation of operations
 To discuss and suggest on matters of general economic situation of the
concern, the market, production and sales programme, methods of
manufacturing, annual balance sheets, profit & loss statements,
expansion plans etc
 Administrative responsibilities of welfare or safety measures, vocational
trainings, working hours, breaks, holidays etc.