What Actions can be taken for Misconduct by a Badli worker? Should We give notice to terminate a Badli worker? What are the procedure to be followed?
From India, Bangalore
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From India, Bangalore
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Please help me with a problem. The firm, a manufacturing firm, has 3 unions. The oldest, Union A, is currently the recognized union but its period of recognition is due to expire soon. Another union, Union B, has been around for the past 15 years. An important detail here is that "badli" workers form 36% of the total workforce (most of whom have been with the firm for more than 20 years) and they have their own union, say Union C. Union C has the same political ideology as A.
Now, in anticipation of the expiry of its recognition, Union A asks the labor department for a majority verification. The labor department invites Union A and B for a secret ballot, and C is not allowed to contest elections. Now, C moves the High Court for not involving them in the recognition process. The High Court rules in C's favor and passes an interim order saying C should be given voting rights. Now, in the meantime since A is still the recognized union, the firm management tries to implement some new changes to improve productivity in line with its new growth plans but faces non-cooperation from Unions B and C. Also, Union C issues a contempt case in the High Court against the non-implementation of the interim order. Union A argues that since elections have still not been held, it may start negotiations with Union A. Now, each of the unions submit their individual charter of demands. But since B is the minority union, it is not called by the management for negotiations. So, they issue an order against management in the High Court.
Now, in this unstable IR condition in the factory, how does the firm reach a long-term wage settlement that needs to be renewed and how does it implement the new projects and technological changes needed for it to fuel its aggressive growth plans for the next year?
From India
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8Now, in anticipation of the expiry of its recognition, Union A asks the labor department for a majority verification. The labor department invites Union A and B for a secret ballot, and C is not allowed to contest elections. Now, C moves the High Court for not involving them in the recognition process. The High Court rules in C's favor and passes an interim order saying C should be given voting rights. Now, in the meantime since A is still the recognized union, the firm management tries to implement some new changes to improve productivity in line with its new growth plans but faces non-cooperation from Unions B and C. Also, Union C issues a contempt case in the High Court against the non-implementation of the interim order. Union A argues that since elections have still not been held, it may start negotiations with Union A. Now, each of the unions submit their individual charter of demands. But since B is the minority union, it is not called by the management for negotiations. So, they issue an order against management in the High Court.
Now, in this unstable IR condition in the factory, how does the firm reach a long-term wage settlement that needs to be renewed and how does it implement the new projects and technological changes needed for it to fuel its aggressive growth plans for the next year?
From India
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Industrial Relations & Trade Union.ppt
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