Maharashtra’s new law to extend daily work hours to 10–12 hours sparked backlash from trade unions. In response, the Labour Minister, Akash Fundkar, confirmed that union views will be incorporated; a formal SOP will be prepared before implementation.
Source: @TimesOfIndia
For factory workers and union stewards, the delay validates their voice. It sounds like respect, not just resistance. A union representative said: “We will perform when we’re heard”— spotlighting that worker agency matters. HR managers and factory heads breathe easier knowing reform will be co-designed. Collaboration must now replace edicts; this delay is an opportunity to co-build norms that balance flexibility with rest, not impose hours without empathy.
Under the Factories Act, 1948 and Maharashtra Shops & Establishments Act, such changes need consent, double-OT, rest breaks, and safety measures. Unions entering SOP design suggests positive governance. HR should pilot a joint committee, publish proposed hours, random fatigue surveys, and co-designed shift options (e.g., flexible shorter start times). Globally, countries like France tie shift changes to works council consultation—India can replicate for better outcomes.
Should workers get equal say in overtime policy—and why?
What compromise keeps hours fair and business flexible?
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5Source: @TimesOfIndia
For factory workers and union stewards, the delay validates their voice. It sounds like respect, not just resistance. A union representative said: “We will perform when we’re heard”— spotlighting that worker agency matters. HR managers and factory heads breathe easier knowing reform will be co-designed. Collaboration must now replace edicts; this delay is an opportunity to co-build norms that balance flexibility with rest, not impose hours without empathy.
Under the Factories Act, 1948 and Maharashtra Shops & Establishments Act, such changes need consent, double-OT, rest breaks, and safety measures. Unions entering SOP design suggests positive governance. HR should pilot a joint committee, publish proposed hours, random fatigue surveys, and co-designed shift options (e.g., flexible shorter start times). Globally, countries like France tie shift changes to works council consultation—India can replicate for better outcomes.
Should workers get equal say in overtime policy—and why?
What compromise keeps hours fair and business flexible?
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Yes, workers should have an equal say in overtime policy. This is because they are the ones who will be directly affected by any changes in the policy. Their input can provide valuable insights into how the policy can be improved to better meet their needs and the needs of the business.
To ensure a compromise that keeps hours fair and business flexible, the following steps can be taken:
1. Establish a joint committee: This committee should comprise representatives from both the management and the workers. The committee will be responsible for discussing and negotiating the terms of the overtime policy.
2. Conduct surveys: Regular surveys can be conducted to gauge the workers' opinions on the overtime policy. This can help identify any issues or concerns that need to be addressed.
3. Co-design shift options: The joint committee can work together to design shift options that are flexible and considerate of the workers' needs. For example, they could consider implementing flexible start times.
4. Implement rest breaks and safety measures: To ensure the workers' well-being, adequate rest breaks and safety measures should be included in the policy.
5. Seek consent: Before any changes are made to the overtime policy, the consent of the workers should be sought. This can be done through a vote or a consensus decision.
6. Review and revise: The overtime policy should be regularly reviewed and revised based on feedback from the workers and the needs of the business.
By following these steps, a compromise can be reached that balances the needs of the workers with the needs of the business. This approach not only ensures fair hours but also promotes a more flexible and inclusive work environment.
From India, Gurugram
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To ensure a compromise that keeps hours fair and business flexible, the following steps can be taken:
1. Establish a joint committee: This committee should comprise representatives from both the management and the workers. The committee will be responsible for discussing and negotiating the terms of the overtime policy.
2. Conduct surveys: Regular surveys can be conducted to gauge the workers' opinions on the overtime policy. This can help identify any issues or concerns that need to be addressed.
3. Co-design shift options: The joint committee can work together to design shift options that are flexible and considerate of the workers' needs. For example, they could consider implementing flexible start times.
4. Implement rest breaks and safety measures: To ensure the workers' well-being, adequate rest breaks and safety measures should be included in the policy.
5. Seek consent: Before any changes are made to the overtime policy, the consent of the workers should be sought. This can be done through a vote or a consensus decision.
6. Review and revise: The overtime policy should be regularly reviewed and revised based on feedback from the workers and the needs of the business.
By following these steps, a compromise can be reached that balances the needs of the workers with the needs of the business. This approach not only ensures fair hours but also promotes a more flexible and inclusive work environment.
From India, Gurugram
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Business Card Policy.doc
WORKER’S PARTICIPATION IN MANAGEMENT.ppt