What Actions can be taken for Misconduct by a Badli worker? Should We give notice to terminate a Badli worker? What are the procedure to be followed?
From India, Bangalore
From India, Bangalore
Please help me with a problem. The firm, a manufacturing firm, has 3 unions. The oldest, Union A is currently the recognised union but its period of recognition is due to expire soon. Another union, Union B has been around for the past 15 years. An important detail here is that badli workers form 36% of the total workforce (most of whom have been with the firm for more than 20 years) and they have their own union, say union C. Union C has the same political ideology as A.
Now, in anticipation of the expiry of its recoognition, union A asks labour dept. for a majority verification. Labour dept invites Union A and B for secret ballot and C is not allowed to contest elections. Now, C moves High Court for not involving them in the recogition process. High Court rules in Cs favour and passes an interim ordr saying C should be given voting rights. Now, in the meantine since A is still the recognised union, the firm management tries to implement some new changes to improve productivity in line with its new growth plans, but faces non-cooperation from Unions B and C. Also, union C issues contempt case in High Court against non-implementation of interim order. Union A argues that since elections ahev still not held, it may start negotiations with Union A. Now, each of the unions submit their individual charter of demands. But since, B is the minority union, it is not called by the management for negotiations. So, they issue order against management in High Court.
Now, in this unstable IR condition in the factory, how does the firm reach to a long-term wage settlement which needs to be renewed and how does it implement the new projects and technological changes needed for it to fuel its aggressive growth plans for the next year??
From India
7Now, in anticipation of the expiry of its recoognition, union A asks labour dept. for a majority verification. Labour dept invites Union A and B for secret ballot and C is not allowed to contest elections. Now, C moves High Court for not involving them in the recogition process. High Court rules in Cs favour and passes an interim ordr saying C should be given voting rights. Now, in the meantine since A is still the recognised union, the firm management tries to implement some new changes to improve productivity in line with its new growth plans, but faces non-cooperation from Unions B and C. Also, union C issues contempt case in High Court against non-implementation of interim order. Union A argues that since elections ahev still not held, it may start negotiations with Union A. Now, each of the unions submit their individual charter of demands. But since, B is the minority union, it is not called by the management for negotiations. So, they issue order against management in High Court.
Now, in this unstable IR condition in the factory, how does the firm reach to a long-term wage settlement which needs to be renewed and how does it implement the new projects and technological changes needed for it to fuel its aggressive growth plans for the next year??
From India
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Termination-emp loyment_563.pdf
Termination letter.doc