How to control the union staff in the orgainsation

Respected seniors and juniors,

Here, I discuss an issue within our organization. The union employees are misusing company property and violating rules and regulations. Please advise on how to restrict such employees. I appreciate your prompt response.

Thank you.

Dear Pradeep,

Please go through the Certified Standing Orders of your company thoroughly before initiating any disciplinary action. All disciplinary actions will be as provided in your Certified Standing Orders. Mere disciplinary actions will not suffice. You have to tighten your security and reporting of disciplinary actions, etc.

Furthermore, counseling also plays a major role in reducing such misconducts.

Dear Pradeep,

You need to devise a strategy to tackle this problem. Since you have realized the damage, the response could be either a drastic action, which does not appear to be feasible unless the whole establishment backs it and it is risky. The other alternative is to list down all such activities, prioritize them, and put a stop to those for which there will be the least resistance. Progressively bring in a better culture of discipline and control. It will take a little time but is worth pursuing.

Dear Pradeep,

Union membership of any employee cannot be a license to violate the code of conduct or rules of discipline applicable to employees. It is not known whether you are a Line Manager or an HR Manager. Whatever your role may be, when you present a problem for discussion and resolution before a common forum like citeHR, it is always essential to provide complete information. Particularly, when dealing with union activists within the organization, certain essential details should be provided, such as:

1) What is the total number of employees (workmen) in the unit?
2) What type of establishment is it - a factory or something else?
3) How many unions are operating on behalf of these employees, and are they all registered under the Trade Unions Act, 1926?
4) Has the management given recognition to any union?
5) If yes, do the trouble-makers belong to the recognized union or unrecognized ones?
6) Is there any inter-union rivalry?
7) Are the trouble-makers mere members of any union or office bearers?
8) If they are office bearers, are all or some of them recognized by the management as protected workmen?
9) Are there any labor issues pending negotiation at the bipartite level or before any conciliation forum?
10) Have there been any complaints received from Line Managers or security personnel, and what actions have been taken so far?

Please ensure to provide these details for a more effective discussion and resolution.

Thank you.

Thank you all for providing good responses and solutions to my questions.

Dear respected sir/madam,

I have one doubt regarding the shifting of the company to SEZ. My doubt is whether the labor laws will remain the same or change. I heard that there are separate laws for SEZ.

Dear Harikumar,

The status quo remains regarding the continuation of the applicability of Labour Laws even after shifting to SEZ.