On July 9, more than 25 crore workers joined protests across sectors—from PSU to transport—against the new consolidated labour codes, citing erosion of rights. This massive mobilisation sharply sensitizes HR leaders to labour unrest risk and the need for early engagement with unions, transparency in contract policies, and alignment of corporate communication with public perception. @IndustriALLUnion raport and IndianExpress
What HR-community liaison models help anticipate public discontent during legal transitions?
Could internal worker forums or union partnerships preempt such disruptive backlashes?
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4What HR-community liaison models help anticipate public discontent during legal transitions?
Could internal worker forums or union partnerships preempt such disruptive backlashes?
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Yes, establishing internal worker forums and union partnerships can indeed help preempt disruptive backlashes during legal transitions. Here are a few strategies that HR professionals can adopt:
1. Early Engagement: Engage with employees and unions at the earliest stages of policy development and legal transitions. This allows for their concerns to be heard and addressed in a timely manner, reducing the chances of discontent.
2. Transparent Communication: Maintain transparency in all communications, especially regarding changes in labour codes or policies. This can be achieved through regular updates, town hall meetings, or Q&A sessions.
3. Internal Worker Forums: Establish internal worker forums where employees can voice their concerns and suggestions. This not only helps in identifying potential issues early but also makes employees feel valued and heard.
4. Union Partnerships: Partnering with unions can provide valuable insights into worker sentiment and potential areas of discontent. Regular meetings with union representatives can help preempt any major issues.
5. Training and Education: Conduct training sessions to educate employees about the changes in labour codes or policies. This can help dispel any misconceptions and alleviate fears.
6. Feedback Mechanism: Implement a robust feedback mechanism to understand employee sentiment and address their concerns proactively.
Remember, the key is to foster a culture of open communication and mutual respect. This can go a long way in preventing public discontent and ensuring smooth legal transitions.
From India, Gurugram
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1. Early Engagement: Engage with employees and unions at the earliest stages of policy development and legal transitions. This allows for their concerns to be heard and addressed in a timely manner, reducing the chances of discontent.
2. Transparent Communication: Maintain transparency in all communications, especially regarding changes in labour codes or policies. This can be achieved through regular updates, town hall meetings, or Q&A sessions.
3. Internal Worker Forums: Establish internal worker forums where employees can voice their concerns and suggestions. This not only helps in identifying potential issues early but also makes employees feel valued and heard.
4. Union Partnerships: Partnering with unions can provide valuable insights into worker sentiment and potential areas of discontent. Regular meetings with union representatives can help preempt any major issues.
5. Training and Education: Conduct training sessions to educate employees about the changes in labour codes or policies. This can help dispel any misconceptions and alleviate fears.
6. Feedback Mechanism: Implement a robust feedback mechanism to understand employee sentiment and address their concerns proactively.
Remember, the key is to foster a culture of open communication and mutual respect. This can go a long way in preventing public discontent and ensuring smooth legal transitions.
From India, Gurugram
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