HI,
Thanks Shweta for sharing us such an effective attachments.
There should not to go on strike by employee or union before giving atleast 14 days notice to employer for taking such act if their demand has not get fulfill. If the employee or union go beyond this, employer shall have to take various types of action against employee who is in strike.
1. Deduct the strike day wage,
2. Give show cause notice to each employee who is in strike,
3. Could take legal action against such employee if strike becoming in agitating form,
4. May stop their career growth opportunities
Contract worker have right to go on strike if their necessary demand not get fulfilled. The employer is unable to make negotiation with them to fullfill such demands which is related to safety, security of workers.
Strike is illegal only when : (a) Employees/Union has not noticed to employer before specified period, (b) If employees activities goes beyond the safety and security of organisation property, (c) If Board set up for the hearing of the strike case, an arbitrator has found illegality has done, a Labour Court, Tribunal or National Tribunal shall have to found illegality in that called strike.
Ongoing present & future plan for organisation development and awareness of creativity of employee has been done by him.
As according to the industrial dispute act 1947, if any employee does the act of sympathy strike, may call to police if any damage of loss find to happen.
Human Resource specialist role & responsibility are vast in nature. Human Resource Development function lies within an organization with the overall responsibility for implementing strategies and policies relating to the management of individuals/ employees of organisation. The HR manager have to seek for the qualified & talented manpower who will perform best with the given job assignments. Below are the important role and responsibilities of the HR specialist.
(i) Maintaining awareness of and compliance with local, state and federal labor laws,
(ii) Recruitment, selection etc.,
(iii) Employees record-keeping and confidentiality,
(iv) Organizational design and development,
(v) Business transformation and change management,
(vi) Performance, conduct and behavior management,
(vii) Industrial and employee relations,
(viii) Human resources (HR) analysis and workforce personnel data management,
(ix) Salary, Incentive, Compensation and employee benefit management,
(x) Training and development initiatives,
(xi) Employee motivation and morale-building
Better policies design & implementation is also key function of Human resource specialist. Human resource development is the frame work of human capital, which help for organisation & personnel management & development.
Best Regards: