Employee Relations in Ndpl Essay Example

is faced with the challenge of balancing noncompliance handling and preventing major disturbances in the organization. Additionally, there is a secondary problem involving 160 non-productive water women who, following union advice, have refused to participate in vocational training.

It is a prime demonstration of how the 'technological context' can impact the intricacies of the relationships between workers and employers in the industrial sector (Ref: Industrial Relations - A Theoretical Model). There are various approaches that Sardana can employ to address Kuldeep's issue of subordination. Firstly, Sardana can evaluate the influential role that Kuldeep plays in the dynamics of the union. Secondly, instead of engaging in direct conflict with Kuldeep, Sardana should endeavor to convince him to participate in a re-election. Alternatively, Sardana can choose to confront Kuldeep and impose disciplinary measures on him.

According to the union laws, it is not permissible for management to dismiss, discharge, or punish an employee solely due to their unrecognized leadership position (Ref: NDPL case, Exhibit - I, (iii)). However, in the case of Kuldeep and his rebellious and noncompliant supporters, they could potentially face charges of subordination as they are bound by the Code of Discipline in Industries (Ref: Exhibit III). I would recommend pursuing the second approach as any deviation from industrial standards should be dealt with strictly. It is essential to address the underlying conflict between DVB and NDPL scheme-based employees.

According to Ranabir Samaddar's case study mentioned in the newspaper article, there is a widespread belief among workers that technology is used by management to undermine trade unions. Management needs to prioritize raising awareness about fairness and job security among employees in the DVB

scheme. Dealing with the dilemma of deciding the fate of 160 female water workers is challenging. These women workers declined vocational training because they sought the job security provided by government employment.

The history of Indian industrial relationship suggests that union bargaining efforts often do not yield significant results. Over time, both government and private sectors have reduced their workforce to create a more streamlined organization structure (Ref: Labour and Change). It is important to provide women workers with a voluntary retirement scheme (VRS) option and help them understand the reasoning behind it. If they choose not to accept the VRS option, they should be offered vocational training as an alternative. If they continue to show disinterest, termination from their services should be considered. Submitted by: Shakti Prakash Chittara MBA FT - 071