Industrial Relation Systems

AN INDUSTRIAL RELATIONS SYSTEM CONSISTS OF THE

WHOLE GAMUT OF RELATIONSHIPS BETWEEN EMPLOYEES
AND EMPLOYEES AND EMPLOYERS WHICH ARE MANAGED BY
THE MEANS OF CONFLICT AND COOPERATION.

A SOUND INDUSTRIAL RELATIONS SYSTEM IS ONE IN WHICH

RELATIONSHIPS BETWEEN MANAGEMENT AND EMPLOYEES
(AND THEIR REPRESENTATIVES) ON THE ONE HAND, AND
BETWEEN THEM AND THE STATE ON THE OTHER, ARE MORE
HARMONIOUS AND COOPERATIVE THAN CONFLICTING, AND
CREATES AN ENVIRONMENT CONDUCIVE TO ECONOMIC
EFFICIENCY AND THE MOTIVATION, PRODUCTIVITY AND
DEVELOPMENT OF THE EMPLOYEE AND GENERATES
EMPLOYEE LOYALTY AND MUTUAL TRUST.

DEFINITION OF INDUSTRIAL RELATIONS

INDUSTRIAL RELATION IS DEFINED AS RELATION OF
INDIVIDUAL OR GROUP OF EMPLOYEE AND EMPLOYER FOR
ENGAGING THEMSELVES IN A WAY TO MAXIMIZE THE
PRODUCTIVE ACTIVITIES.
IN THE WORDS OF LESTER, INDUSTRIAL RELATIONS INVOLVE
ATTEMPTS AT ARRIVING AT SOLUTIONS BETWEEN THE
CONFLICTING OBJECTIVES AND VALUES; BETWEEN THE
PROFIT MOTIVE AND SOCIAL GAIN; BETWEEN DISCIPLINE AND
FREEDOM, BETWEEN AUTHORITY AND INDUSTRIAL
DEMOCRACY; BETWEEN BARGAINING AND CO-OPERATION;
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AND BETWEEN CONFLICTING INTERESTS OF THE INDIVIDUAL,
THE GROUP AND THE COMMUNITY.

CONCEPT OF INDUSTRIAL RELATIONS

THE TERM INDUSTRIAL RELATIONS COMPRISES OF TWO

TERMS: INDUSTRY AND RELATIONS. INDUSTRY REFERS
TO ANY PRODUCTIVE ACTIVITY IN WHICH AN INDIVIDUAL (OR
A GROUP OF INDIVIDUALS) IS (ARE) ENGAGED. BY
RELATIONS WE MEAN THE RELATIONSHIPS THAT EXIST
WITHIN THE INDUSTRY BETWEEN THE EMPLOYER AND HIS
WORKMEN. THE TERM INDUSTRIAL RELATIONS EXPLAINS
THE RELATIONSHIP BETWEEN EMPLOYEES AND MANAGEMENT
WHICH STEMS DIRECTLY OR INDIRECTLY FROM UNION-
EMPLOYER RELATIONSHIP.

THE TERM INDUSTRIAL RELATIONS HAS A BROAD AS WELL AS

NARROW OUTLOOK. ORIGINALLY, INDUSTRIAL RELATIONS
WAS BROADLY DEFINED TO INCLUDE THE RELATIONSHIPS
AND INTERACTIONS BETWEEN EMPLOYERS AND EMPLOYEES.
FROM THIS PERSPECTIVE, INDUSTRIAL RELATIONS COVERS
ALL ASPECTS OF THE EMPLOYMENT RELATIONSHIP,
INCLUDING HUMAN RESOURCE MANAGEMENT, EMPLOYEE
RELATIONS, AND UNION-MANAGEMENT (OR LABOR)
RELATIONS. NOW ITS MEANING HAS BECOME MORE SPECIFIC
AND RESTRICTED.

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SCOPE OF IR:

BASED ON ABOVE DEFINITIONS OF IR, THE SCOPE OF

IR CAN EASILY BEEN DELINEATED AS FOLLOWS:

1. LABOUR RELATIONS, I.E., RELATIONS BETWEEN LABOUR

UNION AND MANAGEMENT.

2. EMPLOYER-EMPLOYEE RELATIONS I.E. RELATIONS BETWEEN

MANAGEMENT AND EMPLOYEES.

3. THE ROLE OF VARIOUS PARTIES VIZ., EMPLOYERS,

EMPLOYEES, AND STATE IN MAINTAINING INDUSTRIAL
RELATIONS.

4. THE MECHANISM OF HANDLING CONFLICTS BETWEEN

EMPLOYERS AND EMPLOYEES, IN CASE CONFLICTS ARISE.

THE MAIN ASPECTS OF INDUSTRIAL RELATIONS CAN BE

IDENTIFIED AS FOLLOWS:

1. PROMOTION AND DEVELOPMENT OF HEALTHY LABOUR

MANAGEMENT RELATIONS.

2. MAINTENANCE OF INDUSTRIAL PEACE AND AVOIDANCE OF

INDUSTRIAL STRIFE.

3. DEVELOPMENT AND GROWTH OF INDUSTRIAL DEMOCRACY.

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OBJECTIVES OF IR:

THE PRIMARY OBJECTIVE OF INDUSTRIAL RELATIONS IS TO

MAINTAIN AND DEVELOP GOOD AND HEALTHY RELATIONS
BETWEEN EMPLOYEES AND EMPLOYERS OR OPERATIVES AND
MANAGEMENT. THE SAME IS SUB- DIVIDED INTO OTHER
OBJECTIVES.

THUS, THE OBJECTIVES OF IR ARE DESIGNED TO:

1. ESTABLISH AND FOSTER SOUND RELATIONSHIP BETWEEN

WORKERS AND MANAGEMENT BY SAFEGUARDING THEIR
INTERESTS.

2. AVOID INDUSTRIAL CONFLICTS AND STRIKES BY

DEVELOPING MUTUALITY AMONG THE INTERESTS OF
CONCERNED PARTIES.

3. KEEP, AS FAR AS POSSIBLE, STRIKES, LOCKOUTS AND

GHERAOS AT BAY BY ENHANCING THE ECONOMIC STATUS OF
WORKERS.

4. PROVIDE AN OPPORTUNITY TO THE WORKERS TO

PARTICIPATE IN MANAGEMENT AND DECISION MAKING
PROCESS.

5. RAISE PRODUCTIVITY IN THE ORGANISATION TO CURB THE

EMPLOYEE TURNOVER AND ABSENTEEISM.

6. AVOID UNNECESSARY INTERFERENCE OF THE

GOVERNMENT, AS FAR AS POSSIBLE AND PRACTICABLE, IN

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THE MATTERS OF RELATIONSHIP BETWEEN WORKERS AND
MANAGEMENT.

7. ESTABLISH AND NURSE INDUSTRIAL DEMOCRACY BASED

ON LABOUR PARTNERSHIP IN THE SHARING OF PROFITS AND
OF MANAGERIAL DECISIONS.

8. SOCIALISE INDUSTRIAL ACTIVITY BY INVOLVING THE

GOVERNMENT PARTICIPATION AS AN EMPLOYER.

THE OBJECTIVES OF INDUSTRIAL RELATIONS ARE LIKELY TO

CHANGE WITH CHANGE IN THE POLITICAL GOVERNMENT
ACROSS THE COUNTRIES.

CHARACTERISTICS OF INDUSTRIAL RELATIONS:

INDUSTRIAL RELATIONS ARE OUTCOME OF EMPLOYMENT

RELATIONSHIP IN AN INDUSTRIAL ENTERPRISE.

INDUSTRIAL RELATIONS DEVELOP THE SKILLS AND

METHODS OF ADJUSTING TO AND COOPERATIONG WITH
EACH OTHER.

INDUSTRIAL RELATIONS SYSTEM CREATES COMPLEX

RULES AND REGULATIONS TO MAINTAIN HARMONIOUS
RELATIONS.

THE GOVERNMENT INVOLVES TO SHAPE THE INDUSTRIAL

RELATIONS THROUGH LAWS, RULES, AGREEMENTS,
AWARDS ETC.

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 THE IMPORTANT FACTORS OF INDUSTRIAL RELATIONS
ARE EMPLOYEES AND THEIR ORGANIZATIONS, AND
EMPLOYERS AND THEIR ASSOCCIATIONS AND
GOVERNMENT.

THREE MAIN PARTIES ARE DIRECTLY INVOLVED IN

INDUSTRIAL RELATIONS - EMPLOYERS, EMPLOYEES AND
GOVERNMENT.

GROWTH AND STRUCTURE OF TRADE UNIONS:

A TRADE UNION IS AN ORGANIZATION OF EMPLOYEES

FORMED ON A CONTINUOUS BASIS FOR THE PURPOSE OF
SECURING DIVERSE RANGE OF BENEFITS. IT IS A
CONTINUOUS ASSOCIATION OF WAGE EARNERS FOR THE
PURPOSE OF MAINTAINING AND IMPROVING THE CONDITIONS
OF THEIR WORKING LIVES.
THE TRADE UNION ACT 1926 DEFINES A TRADE UNION AS A
COMBINATION, WHETHER TEMPORARY OR PERMANENT,
FORMED PRIMARILY FOR THE PURPOSE OF REGULATING THE
RELATIONS BETWEEN WORKMEN AND EMPLOYERS OR
BETWEEN WORKMEN AND WORKMEN, OR BETWEEN
EMPLOYERS AND EMPLOYERS, OR FOR IMPOSING
RESTRICTIVE CONDITION ON THE CONDUCT OF ANY TRADE
OR BUSINESS, AND INCLUDES ANY FEDERATION OF TWO OR
MORE TRADE UNIONS.

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THE TRADE UNIONISM IN INDIA DEVELOPED QUITE SLOWLY
AS COMPARED TO THE WESTERN NATIONS. INDIAN TRADE
UNION MOVEMENT CAN BE DIVIDED INTO THREE PHASES.

THE FIRST PHASE (1850 TO1900)

DURING THIS PHASE THE INCEPTION OF TRADE UNIONS TOOK

PLACE. DURING THIS PERIOD, THE WORKING AND LIVING
CONDITIONS OF THE LABOR WERE POOR AND THEIR
WORKING HOURS WERE LONG. CAPITALISTS WERE ONLY
INTERESTED IN THEIR PRODUCTIVITY AND PROFITABILITY. IN
ADDITION, THE WAGES WERE ALSO LOW AND GENERAL
ECONOMIC CONDITIONS WERE POOR IN INDUSTRIES. IN
ORDER TO REGULATE THE WORKING HOURS AND OTHER
SERVICE CONDITIONS OF THE INDIAN TEXTILE LABORERS,
THE INDIAN FACTORIES ACT WAS ENACTED IN 1881. AS A
RESULT, EMPLOYMENT OF CHILD LABOR WAS PROHIBITED.

THE GROWTH OF TRADE UNION MOVEMENT WAS SLOW IN

THIS PHASE AND LATER ON THE INDIAN FACTORY ACT OF
1881 WAS AMENDED IN 1891. MANY STRIKES TOOK PLACE IN
THE TWO DECADES FOLLOWING 1880 IN ALL INDUSTRIAL
CITIES. THESE STRIKES TAUGHT WORKERS TO UNDERSTAND
THE POWER OF UNITED ACTION EVEN THOUGH THERE WAS
NO UNION IN REAL TERMS. SMALL ASSOCIATIONS LIKE
BOMBAY MILL-HANDS ASSOCIATION CAME UP BY THIS TIME.

THE SECOND PHASE (1900 TO 1946)

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 THIS PHASE WAS CHARACTERIZED BY THE DEVELOPMENT OF
ORGANIZED TRADE UNIONS AND POLITICAL MOVEMENTS OF
THE WORKING CLASS. BETWEEN 1918 AND 1923, MANY
UNIONS CAME INTO EXISTENCE IN THE COUNTRY. AT
AHMEDABAD, UNDER THE GUIDANCE OF MAHATMA GANDHI,
OCCUPATIONAL UNIONS LIKE SPINNERS UNIONS AND
WEAVERS UNIONS WERE FORMED. A STRIKE WAS LAUNCHED
BY THESE UNIONS UNDER THE LEADERSHIP OF MAHATMA
GANDHI WHO TURNED IT INTO A SATYAGRAH. THESE UNIONS
FEDERATED INTO INDUSTRIAL UNION KNOWN AS TEXTILE
LABOR ASSOCIATION IN 1920.IN 1920, THE FIRST NATIONAL
TRADE UNION ORGANIZATION (THE ALL INDIA TRADE UNION
CONGRESS (AITUC)) WAS ESTABLISHED. MANY OF THE
LEADERS OF THIS ORGANIZATION WERE LEADERS OF THE
NATIONAL MOVEMENT. IN 1926, TRADE UNION LAW CAME UP
WITH THE EFFORTS OF MR. N N JOSHI THAT BECAME
OPERATIVE FROM 1927. DURING 1928, ALL INDIA TRADE
UNION FEDERATION (AITUF) WAS FORMED.
THE THIRD PHASE BEGAN WITH THE EMERGENCE OF
INDEPENDENT INDIA (IN 1947). THE PARTITION OF COUNTRY
AFFECTED THE TRADE UNION MOVEMENT PARTICULARLY
BENGAL AND PUNJAB.

BY 1949, FOUR CENTRAL TRADE UNION ORGANIZATIONS

WERE FUNCTIONING IN THE COUNTRY:

1. THE ALL INDIA TRADE UNION CONGRESS,

2. THE INDIAN NATIONAL TRADE UNION CONGRESS,

3. THE HINDU MAZDOOR SANGH, AND

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4. THE UNITED TRADE UNION CONGRESS

THE WORKING CLASS MOVEMENT WAS ALSO POLITICIZED

ALONG THE LINES OF POLITICAL PARTIES. FOR INSTANCE
INDIAN NATIONAL TRADE UNION CONGRESS (INTUC) IS THE
TRADE UNION ARM OF THE CONGRESS PARTY. THE AITUC IS
THE TRADE UNION ARM OF THE COMMUNIST PARTY OF INDIA.
BESIDES WORKERS, WHITE-COLLAR EMPLOYEES,
SUPERVISORS AND MANAGERS ARE ALSO ORGANIZED BY THE
TRADE UNIONS, AS FOR EXAMPLE IN THE BANKING,
INSURANCE AND PETROLEUM INDUSTRIES.

THE INDIAN WORKFORCE CONSISTS OF 430 MILLION

WORKERS, GROWING 2% ANNUALLY. THE INDIAN LABOR
MARKETS CONSIST OF THREE SECTORS:

1. THE RURAL WORKERS, WHO CONSTITUTE ABOUT 60 PER

CENT OF THE WORKFORCE.

2. ORGANIZED SECTOR, WHICH EMPLOYS 8 PER CENT OF

WORKFORCE, AND

3. THE URBAN INFORMAL SECTOR (WHICH INCLUDES THE

GROWING SOFTWARE INDUSTRY AND OTHER SERVICES, NOT
INCLUDED IN THE FORMAL SECTOR) WHICH CONSTITUTES
THE REST 32 PER CENT OF THE WORKFORCE.

AT PRESENT THERE ARE TWELVE CENTRAL TRADE UNION

ORGANIZATIONS IN INDIA:
ALL INDIA TRADE UNION CONGRESS (AITUC)
BHARATIYA MAZDOOR SANGH (BMS)
CENTRE OF INDIAN TRADE UNIONS (CITU)
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 HIND MAZDOOR KISAN PANCHAYAT (HMKP)
HIND MAZDOOR SABHA (HMS)
INDIAN FEDERATION OF FREE TRADE UNIONS (IFFTU)
INDIAN NATIONAL TRADE UNION CONGRESS (INTUC)
NATIONAL FRONT OF INDIAN TRADE UNIONS (NFITU)
NATIONAL LABOR ORGANIZATION (NLO)
TRADE UNIONS CO-ORDINATION CENTRE (TUCC)
UNITED TRADE UNION CONGRESS (UTUC) AND
UNITED TRADE UNION CONGRESS LENIN SARANI (UTUC
LS)

STRUCTURE OF TRADE UNIONS IN INDIA:

IN INDIA, THE STRUCTURE OF TRADE UNION CONSISTS OF

THREE LEVELS PLANT/ SHOP OR LOCAL, THE STATE AND THE
CENTRE.

THERE ARE TWO TYPES OF ORGANIZATIONS TO WHICH THE

TRADE UNIONS IN INDIA ARE AFFILIATED (I) NATIONAL
FEDERATIONS, AND (II) THE FEDERATIONS OF UNIONS.

HERE A BRIEF DISCUSSION ON THESE TRADE UNION FORMS

IS GIVEN.
1. NATIONAL FEDERATIONS: THE NATIONAL FEDERATIONS
HAVE ALL THE TRADE UNIONS IN A GIVEN INDUSTRY AS THEIR
AFFILIATED MEMBERS. EVERY TRADE UNION, IRRESPECTIVE
OF THE INDUSTRY TO WHICH IT BELONGS, CAN JOIN A
GENERAL NATIONAL FEDERATION. SUCH FEDERATIONS ARE
THE APEX OF TRADE UNIONS AND TAKE POLICY DECISIONS,
HAVING A NATIONAL CHARACTER. THE CENTRAL UNION
ORGANIZATIONS ARE NATIONAL FEDERATIONS OF LABOUR
BASED ON DIFFERENT POLITICAL IDEOLOGIES.

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2. FEDERATIONS OF UNIONS: FEDERATIONS OF UNIONS
THESE ARE COMBINATIONS OF VARIOUS UNIONS FOR THE
PURPOSE OF GAINING STRENGTH AND SOLIDARITY. THEY CAN
RESORT TO CONCERTED ACTION, WHEN THE NEED FOR SUCH
ACTION ARISES, WITHOUT LOSING THEIR INDIVIDUALITY.
SUCH FEDERATIONS MAY BE LOCAL, REGIONAL, STATE,
NATIONAL AND INTERNATIONAL.

ROLE OF THE PARTIES INVOLVED IN INDUSTRIAL RELATIONS:

THE MAJOR PARTIES TO IR ARE THE EMPLOYEES, EMPLOYEES

REPRESENTATIVES, EMPLOYER, ASSOCIATIONS OF
EMPLOYERS, GOVERNMENT, AND COURTS AND TRIBUNALS.

EMPLOYEES THERE ARE ABOUT 268.19 LAKH EMPLOYEES

WORKING IN THE ORGANISED SECTOR IN OUR COUNTRY. THE
FIGURE WILL BE A STAGGERING ONE IF THE NUMBER OF THE
EMPLOYEES IN THE UNORGANIZED IS ADDED. IT IS,
THEREFORE, USEFUL TO CERTAIN OBSERVATION ABOUT THE
INDIAN WORKERS:
(A) COMMITMENT TO INDUSTRY: LABOUR IS COMMITTED TO
INDUSTRIAL SETTING, THUS CONTRIBUTING TO STABLE
WORKFORCE.
(B) PROTECTIVE LEGISLATION: FROM TIME TO TIME, THE
GOVERNMENT HAS ENACTED A VARIETY OF LABOUR ACTS,
PERHAPS, OURS IS THE ONLY COUNTRY IN WORLD WHICH
HAS SO MANY ACTS TO PROTECT WORKERS INTERESTS.
(C) STATUS OF THE WORKER: THE ECONOMIC AND SOCIAL
STATUS OF TODAY'S WORKERS IS VASTLY IMPROVED.
INDUSTRIAL EMPLOYMENT IS NO LONGER THE UNDESIRABLE
ALTERNATIVE LEFT FOR THOSE DRIVE OUT FROM VILLAGES.
(D) EMPLOYMENT PATTERN: ANOTHER FEATURE NOTICED IN
THE INDUSTRIAL LABOUR IS THE CHANGE THAT HAS COME
ABOUT IN THE EMPLOYMENT PATTERN OWING TO CHANGES
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IN INDUSTRIAL ACTIVITY, WHICH HAS TREMENDOUSLY
EXPANDED AND DIVERSIFIED AND HAS UNDERGONE A
TECHNICAL TRANSFORMATION.

NOW THE EMPLOYEES PERCEIVE INDUSTRIAL RELATIONS IN

TERM OF THE OPPORTUNITY TO:
1. IMPROVED THEIR CONDITIONS OF EMPLOYMENT
2. VOICE ANY GRIEVANCE
3. EXCHANGE VIEWS AND IDEAS WITH MANAGEMENT
4. SHARE IN DECISION MAKING THE TENDENCY OF
MANAGERS IS TO BLAME THE WORKER WHENEVER A
DISPUTE OCCURS.

WHILE IT IS TRUE THAT WORKERS ARE A PARTY TO A

CONFLICT, BUT TO HOLD THEM RESPONSIBLE FOR STOCKING
THE FIRE MAY NOT BE CORRECT. THE ROLE OF MANAGERS IN
IGNITING A CONFLICT TO SERVE THEIR SELFISH INTERESTS
CAN NOT BE OVERLOOKED.

TRADE UNIONS:

UNIONS HAVE A CRUCIAL ROLE TO PLAY IN IR. UNIONS HAVE

BROAD OBJECTIVES WHICH ARE:
TO REDRESS THE BARGAINING ADVANTAGE OF THE
INDIVIDUAL WORKER VIS--VIS THE INDIVIDUAL
EMPLOYER
TO SECURE IMPROVED TERMS AND CONDITIONS OF
EMPLOYMENT
TO OBTAIN STATUS FOR THE WORKER IN HIS WORK.
TO INCREASE THE EXTENT TO WHICH UNIONS CAN
EXERCISE DEMOCRATIC CONTROL OVER DECISIONS THAT
AFFECT THEIR INTERESTS BY POWER SHARING AT THE
NATIONAL, CORPORATE, AND PLANT LEVELS
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EMPLOYERS: EMPLOYERS TOO, ARE DIRECTLY INVOLVED IN
ANY DISPUTE BETWEEN THE EMPLOYERS AND THE
EMPLOYEES.
EMPLOYERS ARE ENDOWED WITH CERTAIN INALIENABLE
RIGHTS VIS--VIS LABOUR. THE MANAGEMENT HAS THE
RIGHT TO HIRE AND FIRE ANY WORKER, NOTWITHSTANDING
UNION RESTRICTIONS. IT IS NOT JUST FIRING A WORKER
HERE OF THERE, BUT THE MANAGEMENT'S ABILITY TO
CONTROL THE ECONOMIC DESTINY OF THE WORKERS THAT
MATTERS.

MANAGEMENT: THE MANAGEMENT HAS THE RIGHT TO

RELOCATE, CLOSE, MERGE, TAKEOVER OR SELL A
PARTICULAR PLANT - THESE ACTIONS AFFECT WORKERS
INTERESTS. THE MANAGEMENT HAS ANOTHER POWERFUL
WEAPON - INTRODUCING OR THREATENING TO USE
TECHNOLOGICAL CHANGE. TECHNOLOGICAL CHANGE CAN
DISPLACE LABOUR OR REDUCE SKILLS. ARMED WITH THESE
RIGHTS, THE MANAGEMENT RESORTS TO SEVERAL TACTICS
TO BREAK A STRIKE, SOME OF THEM EVEN UNETHICAL.

EMPLOYERS ASSOCIATION: THE CONFEDERATION OF INDIAN

INDUSTRIES (CII) IS A POWERFUL BODY AT THE NATIONAL
LEVEL WHICH IS DOING AN ADMIRABLE FOB IN PROTECTING
AND PROMOTING THE LEGITIMATE INTERESTS OWNERS OF
INDUSTRIES.

THE MAJOR OBJECTIVES OF EMPLOYERS' ASSOCIATIONS

INCLUDE:
1. REPRESENTING EMPLOYERS IN COLLECTIVE BARGAINING
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2. DEVELOPING MACHINERY FOR THE AVOIDANCE OF
DISPUTES
3. PROVIDING INFORMATION ON EMPLOYEE RELATIONS AND
TO GIVE ADVICE
4. REPRESENTING MEMBERS ON NATIONAL ISSUE THE
SPECIFIC

GOVERNMENT: GOVERNMENT IN A SENSE, GOVERNMENT

INTERVENTION IN IR IS AS OLD AS THE INDUSTRY ITSELF. THE
STATE, AS OF TODAY, REGULATES THE RELATIONSHIP
BETWEEN THE MANAGEMENT AND THE LABOUR AND SEEKS
TO PROTECT THE INTEREST OF BOTH THE GROUPS. THE
GOVERNMENT HAS SETUP WAGE BOARDS, LABOUR COURTS,
TRIBUNALS, AND ENACTED LAWS TO LAY DOWN NORMS AND
TO ENFORCE THEIR COMPLIANCE.

JUDICIARY: THE POWERS OF THE JUDICIARY ARE OF A DUAL

TYPE:
1. THE AUTHORITY OF THE COURTS TO SETTLE LEGAL
DISPUTES;
2. JUDICIAL REVIEW - THE AUTHORITY OF THE COURT TO
RULE ON THE CONSTITUTIONALITY OF LEGISLATION. THE
JUDICIAL PRONOUNCEMENTS WILL HAVE A FAR REACHING
IMPACT.

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