Please, can you tell me what happens if the factory workers decide to go on strike after all discussions regarding an issue (any grievance)? What is the process from the employees' side and the management side? Do they need to inform the Inspector of Factories? Also, what is the procedure for handling grievances?
From India, Hyderabad
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1From India, Hyderabad
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As an HR professional, you should act diplomatically because it is a serious issue as far as the company's concern. The first step is to form a Grievance Committee with members of the workers. Only then will the problem be solved and addressed at the floor level itself.
Please try to implement this.
Regards,
Suku
[Phone Number Removed For Privacy Reasons]
From India, Mumbai
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Please try to implement this.
Regards,
Suku
[Phone Number Removed For Privacy Reasons]
From India, Mumbai
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Dear Gopi,
Handling Strike Notifications in a Factory Environment
Soon after the management receives the strike notification officially through the employee union, the management should, before communicating with anyone in the labor department or the inspector of factories, send a meeting request to the employee union representatives to see if any opportunity is available to resolve the issues. It's a common phenomenon in a factory environment for the management to be threatened with a strike in order to attract attention.
Being in HR, it is essential to strike a balance in relationships between employees and management. Normally, the gap in relationships and lack of communication leads to all sorts of hassles. Involving any government officials during the initial stages complicates the system and can cause irreparable damages, as officials often have selfish motives.
Forming a Grievance Handling Committee
The grievance handling committee should always comprise both management and workers. When forming the committee, ensure that you choose level-headed people who consider both business and human relationships. Most of the time, it is the fault of the management that triggers unrest among employees. For example, not communicating with employees about management strategies related to future growth, product performance, company performance, etc. Sometimes, not having proper employee engagement initiatives also leads to dissatisfaction among employees.
The appropriate time to inform the Inspector of Factories or the labor department is only when you reach a point of no return.
Regards,
[Phone Number Removed For Privacy Reasons]
From India
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Handling Strike Notifications in a Factory Environment
Soon after the management receives the strike notification officially through the employee union, the management should, before communicating with anyone in the labor department or the inspector of factories, send a meeting request to the employee union representatives to see if any opportunity is available to resolve the issues. It's a common phenomenon in a factory environment for the management to be threatened with a strike in order to attract attention.
Being in HR, it is essential to strike a balance in relationships between employees and management. Normally, the gap in relationships and lack of communication leads to all sorts of hassles. Involving any government officials during the initial stages complicates the system and can cause irreparable damages, as officials often have selfish motives.
Forming a Grievance Handling Committee
The grievance handling committee should always comprise both management and workers. When forming the committee, ensure that you choose level-headed people who consider both business and human relationships. Most of the time, it is the fault of the management that triggers unrest among employees. For example, not communicating with employees about management strategies related to future growth, product performance, company performance, etc. Sometimes, not having proper employee engagement initiatives also leads to dissatisfaction among employees.
The appropriate time to inform the Inspector of Factories or the labor department is only when you reach a point of no return.
Regards,
[Phone Number Removed For Privacy Reasons]
From India
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After reviewing this entire issue, I would like to suggest that your company might be a Marwadi management company, and it happens with these companies only. As per the Factories Act 1948, no workman or employee is permitted to work more than 48 hours, considering overlapping and overtime; it is permitted for 52 hours per week. If the workmen go on strike, they will win, and the management will have to lose the game. The case will never stand in front of any government authority.
Suggestion for Management
My suggestion is to convey this message to your management and watch. Don't take a chance of violence. Let the management make the decision. Where human resource is not considered, then let them face it.
Regards,
Nilesh Kumar Harge
From India, Pune
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Suggestion for Management
My suggestion is to convey this message to your management and watch. Don't take a chance of violence. Let the management make the decision. Where human resource is not considered, then let them face it.
Regards,
Nilesh Kumar Harge
From India, Pune
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Hi All,
Thank you for the information. I have a query regarding the Grievance Committee.
1. Is a contractor worker a part of the Grievance Committee?
2. If not, how can their grievances be solved?
Kindly revert at the earliest, as it is of utmost importance. I am eagerly awaiting a reply.
Thank you,
Smita
From India, Gurgaon
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Thank you for the information. I have a query regarding the Grievance Committee.
1. Is a contractor worker a part of the Grievance Committee?
2. If not, how can their grievances be solved?
Kindly revert at the earliest, as it is of utmost importance. I am eagerly awaiting a reply.
Thank you,
Smita
From India, Gurgaon
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Industrial Disputes Amendment Act 2010.doc