MAINTAINING THE WORK FORCE

Presented by,
Divya B J
1I sem Mtech
Master in engineering management
Bahubali college of engineering

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Content
 Introduction to labour relations
 Legislations governing
 Importance of managing Safety and health at work
 Employee health
 Effective safety management
 Disciplinary actions
 Procedure for disciplinary actions
 Collective bargaining
 Types of bargaining
 Features of collective bargaining
 Process of collective bargaining
 conclusion

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Labour Relations

Labour Relations has its field of contact between

Management and employees, limited. In other words unlike
Employee Relations, Labour Relations represents relations
and contacts between Management and employee
representatives only.

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LEGISLATION GOVERNING LABOUR
RELATIONS

 The apprentices act – 1961

The main objectives of apprentices act, 1961 is
“ promotion of new manpower at skills
 The payment of wages act – 1936
The objective of this act regulates payment of wage
to employees.
 The factories act – 1948
This act prescribes certain standards with regard to
safety, welfare and working hours of workers, apart
from other provisions.

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 Employees state insurance act-1948
it is designed to complete the task of protecting
“employees”.
 The maternity benefits act - 1961
it is designed to protect the dignity of motherhood by
providing the complete and healthy care to the women
and her child.

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SAFETY AND HEALTH OF WORKERS

SAFETY
Condition in which the physical well-being of the
people is protected.
HEALTHY
A general state of physical, mental and emotional
well being.

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 Importance of managing health and safety at
work is a matter of
 Developing health and safety policies.
 Conducting risk assessments which identify hazards and
assess the risks attached to them.
 Preventing accidents.
 Managing stress.
 Measuring health and safety performance.
 Organizing health and safety.

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Employee health
Legal provisions regarding health
 Cleanliness
 Wastes
 Ventilation and temperature
 Dust and fumes
 Artificial humidification
 Overcrowding
 Lighting
 Drinking water

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Effective safety management

 Establishing a safety policy

 Ensuring top management support
 Creating Safety committee
 Instituting Safety engineering procedures
 Investigating reason for accident.
 Offering safety training
 Evaluating safety effort

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DISCIPLINARY ACTIONS

Employee discipline: Behavior expected by the

employer or the organization.

Types of discipline:
1. Positive or constructive discipline
2. Corrective or negative discipline

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Procedure for disciplinary actions

 Issuing a letter of charge

 Consideration of explanation
 Show- cause notice
 Recording of findings by the enquiry officer
 Making a final order of punishment
 Follow up

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Collective bargaining

Collective bargaining is an agreement between a

single employer or an association of employers
on the one hand and a labour union on the other,
which regulates the terms and conditions of
employment.

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Types of bargaining

1.Distributive bargaining
2.Cooperative bargaining
3.Productivity bargaining
4.Composite bargaining

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Feature of collective bargaining

1. collective.
2. Strength.
3. Voluntary.
4. Flexible.
5. Improvements.
6. continuous
7. Dynamic
8. Complex

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Process of collective bargaining

 Identification of the problem.

 Collection of data.
 Selection of negotiators.
 Climate of negotiations.
 Bargaining strategy and tactics.
 Formalizing the agreement.
 Enforcing the agreement.

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Conclusion
Employers must ensure the Health and Safety of
their employees and the wider public who come
into contact with their business.
collective bargaining develops a sense of respect
and responsibility among the employees.

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Reference

 www.google.com
 www.wikipedia.com
 Human resource management books by V.S.P
Rao

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THANK YOU

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