Industrial Relations

& Labour Laws

 Hello!
We are Group 7
(Meharwash, Mihika, Danish, Nawid, Nikhil)
We are here because we love to give presentations.

2
3

TABLE OF CONTENTS

▫ Introduction
▫ Objective
▫ Levels of Relation
▫ Approaches to Industrial Relation
▫ Factors affecting Industrial Relations
▫ Labour law
▫ History of Labour law
▫ Objective of Labour law
▫ Different labour law
INDUSTRIAL
RELATIONS
4
 “
It is defined as the relations and interactions
in the industry particularly between the
labour and management as a result of their
composite attitudes and approaches in
regard to the management of the affairs of
the industry, for the betterment of not only
the management and the workers but also of
the industry and the economy as a whole.

5
INTRODUCTION
• The term Industrial Relations comprises Industry and Relations.
Industry means any productive activity in which an individual is
engaged.

It includes –
Primary activities like agriculture, fisheries, plantation, forestry,
horticulture, mining, etc. and

Secondary activities like manufacturing, construction, trade, transport, commerce,

banking, communication, etc.

• Industry means the secondary sector where factors of production (land, Labour,
capital and enterprise or four M’s – men, materials, money, machines) are gainfully
employed for the purpose of production, and where a business organisations exists.
• Relations means the relations that exist in the industry between the employer and
his workforce.
6
7

OBJECTIVES
▫ To preserve industrial peace and to
secure industrial co-operation.
▫ To minimize industrial disputes.
▫ To generate harmonious relations
among all concerned with
production process.
▫ To improve the productivity of
workers.
▫ To provide workers their
appropriate position by considering
them partners and associating them
with management process.
8

Interactive

FEATURES Dispute Two way

settlement communication

Features of
industrial
relations

Organisational Two parties are

culture involved

Government
intervention
9

Em
plo
PARTICIPANTS yee
s
or
LEVELS Employers
Associations

Government

Trade Unions
10

Approaches of
Industrial Relations
11

Unitary  Under this approach, mutual cooperation,

Approach team spirit and shared goals play a
significant role.
 Any conflict is seen as a result of a
temporary aberration resulting from poor
management.
 Direct negotiation with workers is
encouraged.
 This approach is criticized as a tool for
seducing workers away from
unionism/socialism.
 It is also criticized as manipulation and
exploitation.
12

Pluralistic  This approach perceives the organization as a

coalition of competing interests between
Approach management and different groups, trade
unions as legitimate representatives of
employees’ interests, and stability in
Industrial relations as the product of
concessions and compromises between
management and workers.
 Unions, therefore balance the power between
management and employees.
 Therefore, strong unions are desirable and
necessary.
13

Marxist  This approach also regards conflict

Approach between employers and employees
inevitable.
 Marxists consider conflict as a product of
the capitalistic society – the gap between
“Haves and Have Not’s”.
 Trade Unions focus on improving the
position of workers but workers’
participation in management, cooperative
work culture etc., are not acceptable to the
Marxists.
14

FACTORS AFFECTING
INDUSTRIAL
RELATIONS
INSTITUTIONAL ECONOMICAL

TECHNOLOGICAL
1. Institutional Factors:

Under institutional factors are included items like state policy, labour laws, voluntary codes,
collective bargaining agreements, labour unions, employers’ organisations / federations etc.

2. Economic Factors:

Under economic factors are included economic organisations, (socialist, communist, capitalist)
type of ownership, individual, company — whether domestic or MNC, Government, co­operative
ownership) nature and composition of the workforce, the source of labour supply, labour
market relative status, disparity of wages between groups, level of unemployment, economic
cycle. These variables influence industrial relations in myriad ways.

15
3. Technological Factors:

Under technological factors fall items like work methods, type of technology used, rate of
technological change, R&D activities, ability to cope with emerging trends, etc. These factors
considerably influence the patterns of industrial relations, as they are known to have direct
influence on employment status, wage level, collective bargaining process in an organisation.

4. Social Factors:

Under social factors items like social group (like caste or joint family) creed, social values, norms,
social status (high or low) — influenced industrial relations in the early stages of
industrialisation. They gave rise to relationship as master and servant, haves and have-nots, high
caste and low caste, etc. But with the acceleration of industrialisation, these factors gradually
lost their force but one cannot overlook their importance.

16
Requirements of a Successful Industrial Relations Programme:
The basic requirements on which a successful industrial relations program is based on:

1. Top management support: Since industrial relations are a functional staff service, it must
necessarily derive its authority from the line organization.
2. Sound Personal Policies: These constitute the business philosophy of an organization and
guide it in arriving at its human relations decisions. Policies can be successful only when they
are followed at all levels of an enterprise, from top to bottom.
3. Adequate Practice should be Developed by Professionals: In the field to assist in the
implementation of the policies of an organization, a system of procedures is essential if the
intention is to be properly translated into action.
4. Detailed Supervisory Training: To ensure that organizational policies and practices are
properly implemented and carried into effect by the industrial relations staff, job supervisors
should be trained thoroughly.
5. Follow-up of results: A constant review of an industrial relations program is essential, so that
existing practices may be properly evaluated and a check may be exercised on certain
undesirable tendencies, should they manifest themselves.

17
18

Labour Laws
Labour laws and its objectives
 History of labour law

Labour laws arose due to

 Demand for workers for better conditions.

 Demand of employers to restrict the power of workers in many
organizations and to keep labor costs low

Prehistoric events

1. Britishers were exploiting Indian workers

a) Champaran Satyagraha 1917 (Bihar)
b) Kheda Satyagraha 1918 (Gujrat)
c) Ahmedabad mill workers Satyagraha

19
 Industry

Employer
Employees

Employers
Trade Union
Associations

Government Courts and

tribunals

20
21

What is labor law?

 Body of laws dealing with issues

in the relationship between
employees, employer, and
organization.

 Labour laws place employees

and employers on the same
level. As the law is equal for all.

 It comes under the concurrent

list
• Labour

22
The objective of labour laws

Fair Wages

Equal Opportunity
Protecting children
Protecting the disabled

Working Hours

23
 Quiz Time?

24
1st Question
What is the minimum age for a person to get work in India?

Ans- 14 years ( in Article 24 of the Indian constitution)

2nd Question
According to the labour law the minimum wage of a
worker who works for a day is?

Ans- RS 178 per day

25
26

LABOUR LAWS
27
28
29
30
31
The Ministry of Labour and Employment, a branch of the Government of India, is the apex
body for the formulation and administration of the rules and regulations and laws relating to
labour and employment in India.

The Ministry of Labour and Employment works out of Shram Shakti Bhavan, Rafi Marg, New
Delhi.

Functions-
The thrust areas of the ministry are:

• Labour Policy and legislation

• Safety, health and welfare of labour
• Social security of labour
• Policy relating to special target groups such as women and child labour
• Industrial relations and enforcement of labour laws in the Central sphere
• Workers' Education
• Labour and Employment Statistics

32
 Main Secretariat Division of Ministry of Labour and Employment

• Industrial Relations Division

• Child and Women Labour Division
• Directorate General, Labour Welfare
• Economic and Statistics Division
• International Labour Affairs Section
• Labour Conference Section.

 Attached office

• Central- Office of the Chief Labour Commissioner, New Delhi

(Also known as Central Industrial Relations Machinery)
• Labour Bureau, Chandigarh.
• Directorate General, Factory Advice Service and Labour Institutes, Bombay

33
 Sub ordinate office

• Directorate General, Mines Safety, Dhanbad

• Office of the Welfare Commissioner located in Allahabad, Bangalore,
Bhubaneswar, Calcutta, Hyderabad, Jabalpur, Karma(Bihar), and Nagpur

At present, there are 44 labor-related statutes enacted by the Central Government

dealing with minimum wages, accidental and social security benefits, occupational
safety and health, conditions of employment, disciplinary action, formation of
trade unions, industrial relations, etc.

34
 C. Subordinate Offices

i. Directorate General, Mines Safety, Dhanbad

ii. Office of the Welfare Commissioner, Allahabad, Bangalore, Bhubaneswar, Calcutta,Hyderabad, Jabalpur,
Karma(Bihar) and Nagpur

D. Adjusting Bodies
Central Government Industrial Tribunal-cum-Labour Court No.1 Dhanbad (Bihar) and No.1 Mumbai and at Asansol,
Calcutta, Jabalpur, New Delhi, Chandigarh, Kanpur, and Bangalore.

35
THANK YOU

36