I am seeking guidance on the possible steps I can take to fulfill workers' demands as I will be accountable to my director for any decisions made. The primary concern of the workers is an increase in their basic wages. I would appreciate any valuable tips you could provide. My manager and I are keen to address this situation in a way that satisfies the workers while also gaining approval from the director.
Regards,
Shailesh K
Officer HR
Tiki Tar Industries India Ltd
From India, New Delhi
Acknowledge(0)
Amend(0)
Regards,
Shailesh K
Officer HR
Tiki Tar Industries India Ltd
From India, New Delhi
Acknowledge(0)Amend(0)
Union Considerations and Negotiation Strategies
First of all, confirm whether they are unionized. If unionized, is it a recognized union? If recognized, has the union submitted any charter of demands? If not unionized:
Negotiation is a very critical activity; every time it should end in a win-win situation. In negotiations, don't withdraw yourself. Every time, throw the ball into the other's court, depend on networking, gather 100% information, understand the criticalities/weaknesses, and work on the same. Don't underestimate the opposite side. Steady and slow wins the race. Don't be in a hurry to close the negotiation. Link productivity to wage hikes.
Work and Earn Examples
If one attends a shift, then eligible shift allowance is Rs. 5/- for the second shift and Rs. 10/- for the night shift. If one attends the whole month with only one authorized leave, then they are eligible for a Rs. 200/- attendance bonus. With two authorized leaves - Rs. 150/-. More than two leaves or loss of pay = zero attendance bonus. No late coming and early quitting for the whole month - Rs. 100/- allowance. One time to a maximum of 10 minutes - Rs. 50/-; more than one time or over 10 minutes "NIL" punctuality allowance. Cleanliness and neatness at the work spot earn some allowance (this needs to be certified by the immediate superior and the workspot maintenance card handed over to HR on a monthly basis).
If it is a factory, then safety allowance: wearing safety appliances regularly - X allowance. One-time failed X/2, two times failed - NIL.
The above pattern improves discipline in the organization, employees feel responsibility, supervisors can concentrate on developmental activities rather than policing, the really needy people and disciplined employees will earn, and this pattern allows management to build a record on attendance/safety/workplace maintenance violations. Over time, actions can be initiated on employees whose files are built.
You can also link pay to multi-skilling/stretched targets; hence, don't go for a consolidated increment/revision pattern and focus on this type of work and earn pattern.
Determining the Amount of Hike
Obtain information from the market, similar industries, your organization's capability, present salary vs. the cost of living, availability of similar skills in the market, etc.
Regards,
Kamesh
No breakdown in the shift.
From India, Hyderabad
Acknowledge(1)Amend(0)
191First of all, confirm whether they are unionized. If unionized, is it a recognized union? If recognized, has the union submitted any charter of demands? If not unionized:
Negotiation is a very critical activity; every time it should end in a win-win situation. In negotiations, don't withdraw yourself. Every time, throw the ball into the other's court, depend on networking, gather 100% information, understand the criticalities/weaknesses, and work on the same. Don't underestimate the opposite side. Steady and slow wins the race. Don't be in a hurry to close the negotiation. Link productivity to wage hikes.
Work and Earn Examples
If one attends a shift, then eligible shift allowance is Rs. 5/- for the second shift and Rs. 10/- for the night shift. If one attends the whole month with only one authorized leave, then they are eligible for a Rs. 200/- attendance bonus. With two authorized leaves - Rs. 150/-. More than two leaves or loss of pay = zero attendance bonus. No late coming and early quitting for the whole month - Rs. 100/- allowance. One time to a maximum of 10 minutes - Rs. 50/-; more than one time or over 10 minutes "NIL" punctuality allowance. Cleanliness and neatness at the work spot earn some allowance (this needs to be certified by the immediate superior and the workspot maintenance card handed over to HR on a monthly basis).
If it is a factory, then safety allowance: wearing safety appliances regularly - X allowance. One-time failed X/2, two times failed - NIL.
The above pattern improves discipline in the organization, employees feel responsibility, supervisors can concentrate on developmental activities rather than policing, the really needy people and disciplined employees will earn, and this pattern allows management to build a record on attendance/safety/workplace maintenance violations. Over time, actions can be initiated on employees whose files are built.
You can also link pay to multi-skilling/stretched targets; hence, don't go for a consolidated increment/revision pattern and focus on this type of work and earn pattern.
Determining the Amount of Hike
Obtain information from the market, similar industries, your organization's capability, present salary vs. the cost of living, availability of similar skills in the market, etc.
Regards,
Kamesh
No breakdown in the shift.
From India, Hyderabad
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Case Study on Wage Settlement Negotiation.pdf