Unfair Labour Practices: A Case Study
The Manas Electricals Equipment Pvt. Ltd., had its plant 25 km away from Mumbai, located in an Industrial area of Navi Mumbai. The Company was the manufacturer of electrical transformers and equipment in two different units. Their employee strength was 248, consisting of Managers, Technical and Non-Technical staff. Since its establishment in 1985, it was having a very good market with growing demand from public and private industries and achieved a turnover of INR50 crores. All the employees were satisfied with the working conditions. The industrial relation situation was satisfactory at that time.
By 1990, due to the centralised decision making process prevailing in the organisation, there was often a delay in the sanctions given that resulted in poor customer service. The organization was having two units located in two different places that required employees to participate in the decision making process. However, that was not encouraged in the organization...................
Background
Managers, supervisors and workers were having half an hour rest for taking lunch during each shift and a rest room was provided for those who were bringing their own food to eat. However, some of the workers had to go out about a kilometer for their tea, lunch and dinner since the location of the company was at an isolated place on the outskirts of the city. However, half an hour was considered too less time for having their lunch. As a result, some workers were coming late frequently.............
The Groundwork
After a few days, the factory manager of the company received a notice from a local union. The letter was addressed to Sunil, Chairman and Managing Director.
“Dear Sir,
I was to intimate to you that all the workers of our company were exploited with the management decisions and policies. They were not getting sufficient labour welfare facilities as per their rights and need. The workers had many pending issues which were not settled in due time by the management. Most of the workers had joined our union for their safeguard and interest. In view of this, all the workers had requested to discuss the issues with the management..............
Action…
Avinash Sarode, being a popular and experienced union leader, made a serious attempt to create industrial peace for which he had thorough discussions with the labour advisor. He called Sunil to the Labour Advisor’s office and recommended that..............
What Next?
Despite the Avinash Sarode’s proposition, Sunil had reservations for the suggestion. As the company was well maintained, having a canteen in the factory area would create nuisance. After persuasion by Avinash Sarode, both the parties came to an understanding to sign a settlement for having a Canteen in the factory premises. Accordingly, the settlement was signed by both the parties, copies of which were forwarded to the Inspector of Factories.............
Assignment Questions
General questions for discussion:
1. Does the matter of not providing canteen by the employer amount to unfair labour practices?
2. How did the Employer justify the action of not providing canteen by them?
3. ................