Rammi24
Er, Ir, Compliances
Vkokamthankar
Asst. General Manager - Hr
+3 Others

Hi all, I work for a large scale PSU, we have aroung 4000 contract employees engaged through contractors. Further, we also have an recognised employees union, my query is on the following :
Whetherm the recognised union of employees can take up the cause and sign the agreement on behalf of contract labouerers, who are primarily not the members of the recognised Union.
Whether is above valid legally or any written legal document is available / or any practice.
I was the knowledge hub to absolve me of my query.
HR experts please participate and pour in your comments.
With regards
K.S.Yoganth Murthy

From India, Bangalore
If contract workers are members of that union, the union may raise industrial dispute regarding their absorption. It has been also seen that, in PSU contractors are changing & contract workers remain same years on years, hence ts reflects that control & supervision is done by PSU & not contractor. Therefore contract is sham & bogus Principal Employer or PSU is Employer.
Regards,
Rahul Bagale

From Korea
  • It is a choice of Contract Employees to organize as a trade union under the flag A or B or C. In fact there could be multiplicity of trade unions.
  • The most common demand of any contact worker is to get absorbed as a permanent employee of principal employer and seek all the wages and benefits as a legitimate permanent employee. If contact employee feels that, the union recognized by the principal employer has a clout and negotiating power and capacity to meet their demands then what is wrong if they join that union.
  • Secondly, recognized trade union is always too willing to accept contact workers as their members and supporters which eventually adds to their strength and negotiating power. In the event of strike, tool down etc. contract workers strength adds to organized and unionized strength of workers and makes a big impact.
  • It is also true that, recognized union may not be really interested in solving the problems of contact workers but they are only using them to serve permanent workers' purposes.

From India, Pune
Dear Yognath
This is very good question for discussion & need more discussion
I am agreewith VK Kamthankar
First contract labour is not our employee,if any question arries for agreement with contract labour even they are member of union of regular employees/or not/having separate union(contract labour union) in that case not to involve direclty with contract labour.
if contract labour raise any demand try to solve by the direct involvement of contractor.
If any contract labour has complete 240 day in year in operation/perinial nature work and union aware about situation, in that case union will create problem for permanecy of CL.
Regards
Sacheein Lahane

From India, Mumbai
Dear Yoganh Murthy,
I am been handling labour unions in my factory, regarding your query I want to speak more over phone. Kindly provide me your contact number or you can call me on 8801164400
Regards,
Rammi24

From India, Jaipur
  • Mr. Rammi24, I hope you had telephonic discussions. Can you share points you discussed, for the benefit of all members.
  • In case telephonic discussion has not taken place, you may still share your views, opinions and knowledge for the benefits of others.

From India, Pune
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