EMPLOYEE
AND EMPLOYER RELATIONSHIP
In this world of privatization employee
and employer relationship is gaining high priority.
Civil service unions have not only
directed their efforts towards securing substantative improvements in working
conditions. They have also concentrated to formulate and administer personnel
policies.
Unfortunately these are formulated with
the consent of the public. This remained most neglected in the field of public
personnel administration. They are unprepared in psychological attitude and
ill-equipped in personnel technique to cope with a labour problem of growing
importance.
Administrative officials oppose, or show
passive resistance to the union, organisations formed, reluctant to recognise,
…
The few experiments in employee
relations introduced in have not
provided fruitful results. It is because the analysis is not systematic. The
supervisory officials are not fully aware of their potential relevance and
applicability.
The early employer-employee relations in
the public employment followed the traditional pattern in which civil service
was considered and important part of government.
The civil servants were treated as the
soldiers and the sailors.
They were expected to owe unquestionable
loyalty to the state.
The conditions of service of the
employees were unilaterally determined by the heads of the administration
without consulting the employees.
Through joint and united efforts and
concerted action only they could ensure improvement in their service
conditions.
The state must be an example of a model
employer for promoting sound employer-employee relationships. As a matter of
fact, certain policies the state follows as employer greatly influence
industrial relations in the private sector and in turn the state will be influenced
by the policies it has evolved.
The people at work like to be treated as
human beings.
The recognition of human dignity was one
of the cardinal factors that made the employees to associate.
Industrial disputes Act 1947 and its
subsequent amendments permit the government’s intervention in labour disputes.
It is through conciliation and
adjudication.
Industrial disputes for the prevention
and settlement consists of
1.
Statutory
procedures
2.
Voluntary
arrangements provide for recognition of unions
The National Commission on Labour
recognized the basic defects in the existing system and recommended for
improvement of the position.
1.
Statutory
recognition to unions is not there
2.
For the workers
to bargain in good faith, statutory provisions are not required
For
collective bargaining to be fully effective,
1.
Legal protection
of the right of workers to form, join
and participate in union activities
2.
To negotiate on
elections, wages, conditions of service,
3.
A system to
implement labour laws
4.
To maintain
industrial democracy,
The
National Commission on Labour made some recommendations;
1.
Recognition of
unions
2.
Setting up of a
permanent independent Industrial Relations commission
3.
Legal provision
for suitable penalty
It is observed that the industrial relations is
passing through unprecedented era of
drift and uncertainty,
The major policy matters remained unsolved and
unattended.
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