Dear All, I am working with a manufacturing company where we have multiple unions to deal on daily basis. Now time has come when we need to settle long term settlement (Agreement) with unions. I request all of you please suggest me multiple demands from management side which we can put in front of the unions.
If anyone has good knowledge.
From India, Ambala
If anyone has good knowledge.
From India, Ambala
Instead of Management demands, put it as "Business Need". This will help to negotiate with Unions much better way. If you place it as management demand, it will irritate unions.
S K Bandyopadhyay ( WB, HOWRAH)
From India, New Delhi
337S K Bandyopadhyay ( WB, HOWRAH)
From India, New Delhi
Hi Ajay,
you need a legal expert to draft the agreement, go through the Trade Union Act, and draft the agreement.
for assistance you can contact our legal expert team on 7708907021
Regards,
KM
Sr.Consultant (Labour Law)
From India, Chennai
you need a legal expert to draft the agreement, go through the Trade Union Act, and draft the agreement.
for assistance you can contact our legal expert team on 7708907021
Regards,
KM
Sr.Consultant (Labour Law)
From India, Chennai
Dear Ajay,
In a manufacturing industry which is predominantly labor-intensive and the wage level has reached the industry-cum-regional average, the normal tactics of Managements is to place counter demands before the unions of workmen regarding higher productivity and matters pertaining to reduction of manufacturing costs. Therefore, it cannot be a mere tactical formality just to slow down the speed and intensity of the bargaining power of the trade unions involved in the negotiations. Many factors such as existing labor cost ratio, average age of the workmen, cost of indirect benefits both statutory and conventional, potential areas of production where productivity can be increased without improvements to the plant and machinery, the feasibility of introduction of any incentive scheme and the like have to be taken into account. These apart, the Management's negotiation team should also comprise of competent persons in their respective fields. Better engage the services of an industrial relations consultant from your area.
From India, Salem
In a manufacturing industry which is predominantly labor-intensive and the wage level has reached the industry-cum-regional average, the normal tactics of Managements is to place counter demands before the unions of workmen regarding higher productivity and matters pertaining to reduction of manufacturing costs. Therefore, it cannot be a mere tactical formality just to slow down the speed and intensity of the bargaining power of the trade unions involved in the negotiations. Many factors such as existing labor cost ratio, average age of the workmen, cost of indirect benefits both statutory and conventional, potential areas of production where productivity can be increased without improvements to the plant and machinery, the feasibility of introduction of any incentive scheme and the like have to be taken into account. These apart, the Management's negotiation team should also comprise of competent persons in their respective fields. Better engage the services of an industrial relations consultant from your area.
From India, Salem
Where there are multiple unions to deal, it is better to recognize officially, one union, as 'Bargaining agent" who has the majority of the workmen as members. Initial stage you may have to face resistance, from other union, however on a later date thinks would be easier to handle / negotiate with one union as recognized union.
From India, Madras
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Labr laws for Vendor compliance Management.pdf
Stress management.ppt