In my company, we have a union. For the last 10 years, the workers have been working 12 hours a day. They are now requesting a change to 8-hour shifts, but the management has not accepted their demand. As a result, work has slowed down production over the past week, leading to the termination of several workers. Following this, the workers went to conciliation, and the conciliation sent a letter to the management. The letter stated that a meeting will be held on the coming Wednesday to discuss the issue from the management's side.
I need guidance on how to handle this situation. Please advise.
From India, Pune
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5I need guidance on how to handle this situation. Please advise.
From India, Pune
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First, study the 'Termination Orders' issued by your management to understand the grounds on which they were terminated. Determine whether the stipulated procedures were followed in deciding to terminate them, including the charges framed, documents reviewed, and witnesses examined. It would be beneficial to have an eminent advocate assist you in the process, even though the advocate cannot represent you in domestic inquiries against employees. Additionally, consider if you can raise an Industrial Dispute as there seems to be mass retrenchment.
Thank you.
From India, Bangalore
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Thank you.
From India, Bangalore
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Hypothetical Scenario in HRM
I think the questioner must be a student of HRM. The text of the story reveals that it is only a hypothetical scenario. In the first place, how can employees tolerate working 12 hours per day for a period of 10 years continuously?
Unionization and Legal Compliance
If unionization is a recent development, is the union not aware that this is a gross violation of the provisions of normal working hours under any establishment-specific law applicable to the questioner's company? How is it that the union simply asked the workmen to slow down daily production without making any complaint to the Factories Inspector or the Labour Officer?
Management's Response to Union Actions
No prudent management would straight away terminate the services of "major workers," which may mean either the majority of workers or union office bearers. The final question indicates that the questioner wants to know just the procedural aspects of conciliation and the role of the employer. I would like to request him to come out with direct questions for his doubts so that the forum can clear his doubts with ease and be direct to the point.
From India, Salem
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I think the questioner must be a student of HRM. The text of the story reveals that it is only a hypothetical scenario. In the first place, how can employees tolerate working 12 hours per day for a period of 10 years continuously?
Unionization and Legal Compliance
If unionization is a recent development, is the union not aware that this is a gross violation of the provisions of normal working hours under any establishment-specific law applicable to the questioner's company? How is it that the union simply asked the workmen to slow down daily production without making any complaint to the Factories Inspector or the Labour Officer?
Management's Response to Union Actions
No prudent management would straight away terminate the services of "major workers," which may mean either the majority of workers or union office bearers. The final question indicates that the questioner wants to know just the procedural aspects of conciliation and the role of the employer. I would like to request him to come out with direct questions for his doubts so that the forum can clear his doubts with ease and be direct to the point.
From India, Salem
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Termination-emp loyment_563.pdf