Industrial Relations
INDUSTRIAL RELATIONS
Introduction
·
It refers to the relationship between an
Employer & Employees in the area of employment in an industrial
organization
·
Collectively it is used to mark the
relationship between management and workers
Definition,
Scope & Importance of IR
·
Definition
o
“IR are the complex
interrelations among managers, workers and agencies of the government” (J.T
Dunlop)
·
Scope
o
Trade unionism
o
Collective bargaining
o
Discipline
o
Industrial disputes
·
Importance
o
Uninterrupted Production
o
Reduction of Industrial Waste
o
High Morale
o
Reduced Wastage
o
Contribute to economic growth &
development
Features
& Objectives of IR
·
Features
o
These are the outcomes of employment
relationships in an organization
o
IR create rules and regulations to maintain
the harmonious relations
o
In IR, the government intervenes to shape the
IR through
§ Laws
§ Rules
§ Agreements
§ Terms
§ Charters
·
Objectives
o
To maintain the industrial democracy
o
To raise the productivity by reducing
absenteeism
o
To establish a proper channel for
communication
o
To avoid all types of Industrial conflicts
o
To safeguard the interests of labor
Causes
of Poor IR and their Solutions
·
Causes
o
Economic Causes
§ Poor wages
§ Poor working conditions
§ Absence of promotion
o
Organizational Causes
§ Faulty communication system
§ Unfair practices
§ Non recognition of trade
o
Social Causes
§ Uninteresting nature of work
§ Dissatisfaction with job
§ Personal life culminates
o
Psychological Causes
§ Lack of job security
§ Performance
§ Poor interpersonal relations
o
Political causes
§ Multiple unions
§ Defective trade unions
§ Industrial disputes
·
Solutions
o
Sound personnel policies
o
Participative management
o
Responsible unions
o
Employee welfare
o
Constructive attitude
o
Proper communication channel
o
Education & training
IR Influence on
Staff Behavior
·
High employee loyalty
·
Increased motivation
·
Decreased conflict chances at workplace
·
Build the trust
·
Improves the confidence
·
Ensures a better workplace culture
·
Enhancement of Work-life balance
·
Better employee engagement
(A) General Labor Laws Applicable
- Factories
Act, 1948 (where applicable) – Governs working
conditions, health, safety, and welfare of hospital employees (if
categorized as factory under law).
- Shops
and Establishments Act (State-specific) – Regulates
working hours, leave, holidays, wages, and service conditions in hospitals
and nursing homes.
- Minimum
Wages Act, 1948 – Ensures hospital staff (nurses,
ward boys, housekeeping, technicians) receive minimum prescribed wages.
- Payment
of Wages Act, 1936 – Regulates timely payment of
wages without unauthorized deductions.
- Payment
of Bonus Act, 1965 – Provides for payment of
annual bonus to eligible hospital staff.
- Payment
of Gratuity Act, 1972 – Ensures gratuity benefits for
hospital employees completing 5+ years of service.
- Employees’
Provident Fund & Miscellaneous Provisions Act, 1952
– Provides retirement benefits and financial security.
- Employees’
State Insurance (ESI) Act, 1948 – Provides medical
benefits, maternity benefits, and sickness benefits to hospital employees.
- Workmen’s
Compensation Act, 1923 – Compensation for injury or
death during employment.
- Industrial
Disputes Act, 1947 – Settlement of disputes
between hospital management and employees/unions.
- Trade
Union Act, 1926 – Governs the formation and rights
of trade unions among hospital staff.
(B) Special Provisions Relevant to
Hospitals
- Clinical
Establishments (Registration and Regulation) Act, 2010
– Indirectly impacts labor as it mandates minimum standards of facilities
and staffing.
- Maternity
Benefit Act, 1961 – Maternity leave and benefits
for female hospital employees.
- Equal
Remuneration Act, 1976 – Equal pay for male and female
staff performing similar duties.
- Occupational
Safety, Health and Working Conditions Code, 2020 (new labor code)
– Ensures safety of healthcare workers exposed to infections, radiation,
and hazards.
- Sexual
Harassment of Women at Workplace (Prevention, Prohibition and Redressal)
Act, 2013 – Mandatory Internal Complaints
Committee (ICC) in hospitals.
- Apprentices
Act, 1961 – Engaging apprentices and trainees
in hospital labs, pharmacy, and administration.
Role of Hospital Administration in Labor
Relations
(A) Compliance and Implementation
- Ensure
compliance with labor laws, social security laws (ESI, PF, gratuity).
- Maintain
proper records of attendance, wages, leave, and service conditions.
- Conduct
periodic audits to avoid legal disputes.
(B) Communication and Participation
- Promote
open communication between management and staff through regular meetings.
- Encourage
Workers’ Participation in Management (WPM) – involving nurses,
technicians, and junior staff in decision-making.
- Establish
grievance redressal mechanisms.
(C) Conflict Prevention and Resolution
- Prevent
strikes, lockouts, or work-to-rule situations that can directly harm
patients.
- Act
as mediator in resolving disputes between unions and management.
- Use
tools like collective bargaining, arbitration, and conciliation.
(D) Employee Welfare and Motivation
- Provide
safe working conditions, proper duty hours, rest breaks, and overtime
benefits.
- Implement
welfare schemes: housing, canteen, transport, medical facilities.
- Ensure
professional growth through training and development.
(E) Union Relations
- Recognize
and work with trade unions of nurses, paramedics, and non-medical staff.
- Negotiate
fair wage settlements, service conditions, and staff welfare.
- Avoid
victimization or unfair labor practices.
Video
Description
·
Don’t forget to do
these things if you get benefitted from this article
o
Visit our Let’s
contribute page https://keedainformation.blogspot.com/p/lets-contribute.html
o
Follow our page
o
Like & comment
on our post
·
Comments