Indian Journal of Industrial Relations: Economics & Social Dev.

Ratna Sen ¹

Affiliations
1 Indian Institute of Social Welfare & Business Management, Kolkata, IN

Abstract

The 2012 strike in Air India is not the only one. Perhaps it is not the last one either. The airline has had a series of strikes and is likely to have several more unless it can settle the issues arising out of the merger between Indian Airlines and Air India. The national carrier, christened NACIL, has faced repeat strikes in 2010, 2011, 2012, the last being the longest. The company and the Ministry have taken only the preliminary steps to resolve this vital issue, five years after the merger was officially done. Unless a comprehensive approach is adopted now to integrate the two erstwhile airlines, Air India&Indian Airlines, there is likely to be repeat industrial relations problems.

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Ratna Sen ¹

Affiliations
1 Indian Institute of of Social Welfare & Business Management, Kolkata, IN

Abstract

India has had a very large informal or unorganized sector which faces serious disadvantages compared to the small percentage working as organized workers. Economic liberalization aggravated this problem by creating far more jobs in the informal sector. This massive workforce lacks regularity in employment, social security benefits and faces low wages and poor working conditions. This paper finds that while organizations are not numerous, the process is five decades old. It also highlights that organizing has been a part of deliberate policy for many organizers. Special efforts have been made to organize women and address their unique problems. There are significant variations in the form, issues and problems related to organizing them.

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Ratna Sen ¹

Affiliations
1 Indian Institute of Social Welfare & Business Management, Kolkata

Abstract

India's largest automobile manufacturer, Maruti Suzuki India Ltd, has achieved excellence in product innovation, production systems, customer services and satisfaction, and has a hold of over half the Indian auto market. It is also a company which is known for making many changes over the years to face competition and for using HRM strategies extensively. Yet the company does not appear to have been able to develop a mature relationship with its employee unions, and has been repeatedly facing confrontation with employee representatives. This could be an indication of ineptitude on the part of a multinational in understanding employee rights and aspirations in the host country, or a deliberate strategy to control unions despite facing small periodic losses.

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Ratna Sen ¹

Affiliations
1 Indian Institute of Social Welfare & Business Management, Kolkata, IN

Abstract

One of the effects of globalization has been the increase in unorganized or non-standard work, especially in a developing country like India, where 93% of the workforce is estimated to belong to this category. There is a huge variety of such workers, not only in the informal sector/ unregistered sector, or the selfemployed, but also those working in the formal sector but remaining outside the purview of labour laws, social security, minimum wages and working conditions. Trade unions have been successful in organizing at least some of them, and even in bargaining collectively on their behalf. Two large industries [in terms of employment], viz. Beedi workers and Brick Kiln workers are examined in this paper, based on actual documents and interviews with trade union leaders.

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Ratna Sen ¹

Affiliations
1 Indian Institute of Social Welfare & Business Management, Kolkata, IN

Abstract

The first decade of the 21^st century witnessed a series of conflicts in renowned transnationals as well as their ancillaries in India. Although nearly all these corporations have been characterized by excellent technical capabilities, reached great heights in efficiency, and attained excellence in several areas, they are facing serious problems in their relations with their employees and unions (where present), especially as worldwide recession tightened its grip on the businesses. These conflicts indicate considerable similarities in the issues leading to conflicts as well as management responses to them and raise several questions about their understanding of the industrial law, culture and practices in India and other countries. There are also dissimilarities and unique features among them. This paper presents an analysis of the common and uncommon patterns.

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Ratna Sen ¹

Affiliations
1 Eastern Institute for Integrated Learning in Management, Kolkata, IN

Abstract

A study of public sector unions in West Bengal in three sectors (state government, public transport and telecommunications) reveals very interesting facets of union functioning and labour management relations. Unions face many dilemmas in the post-globalization era. Deep down they understand that globalization is inevitable and irreversible and there have been real improvements. This is juxtaposed with the real problems faced by many of their members. They seek to cover this dilemma with some degree of posturing dictated by geo-political factors, such as location, type of PSU (central/ state owned), organizational situation, past issues, number of members affected, existence or emergence of other unions and so on. Union stances or postures differ depending on the sector in which it functions.

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Ratna Sen ¹

Affiliations
1 Indian Institute of Social Welfare & Management, Kolkata, IN

Abstract

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Ratna Sen ¹

Affiliations
1 Indian Inst. of Social Welfare & Business Mgt., Kolkata, West Bengal, IN

Abstract

Although much of the manufacture of garments is located in South India, West Bengal has a sizeable garment industry generating annually about Rs 720 crores in wage income. It is virtually an iceberg, with a small registered and formal portion and a vast unregistered and submerged informal portion. The informal part does not necessarily cover only tiny, family based units, but many manufacturers operating several machines which technically qualify for registration under the Factories Act. Outsourcing, fragmented manufacturing process, and a complex network of small units, with a single garment passing back and forth among them, characterize this industry. Wages are below the minimum wage level, and there is little unionization in the industry.

Keywords

N.A.

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Ratna Sen ¹

Affiliations
1 Indian Institute of Social Welfare & Business Management, Kolkata, IN

Abstract

Many workers died of starvation since January 2014 in the tea gardens in the Dooars (North Bengal), several of which are closed or sick. There is disagreement on the number of gardens, on how many workers are affected or on the cause of the deaths. The administration and even some trade unions, deny starvation, but acknowledge malnutrition. Tea is one of the oldest industries in India and does have some problems of obsolescence. But production, domestic consumption and auction prices of tea in India have all steadily increased. Ironically tea workers are unionized, get wages through tripartite collective bargaining and various benefits under the Plantation Labor Act, 1951. Worker distress is not confined to closed gardens alone, but extends to intermittently open and running gardens also, due to the poor wages and working conditions.

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