Dear Sucheta,
It is indeed unfortunate that the employees decided to go on a flash strike. There are a few issues that will need handling. You have to gauge the reason as to why such an extreme step was taken by the employees. Once the reasons are clear, you have to analyze the situation and talk to the top management on priority to get the issues sorted. That one important reason that led to the strike needs to be tackled immediately to avoid further disturbance. Legally, you can file an application in the Labour Court and get the strike declared illegal. You can charge sheet the errant workmen for an illegal strike and initiate a disciplinary enquiry against them. Notices are required to be put advising the workmen to restore normalcy. You have to seek police protection in case you have the apprehension that the situation may go out of control and seek an injunction from the Industrial Court also.
From India, Pune
66It is indeed unfortunate that the employees decided to go on a flash strike. There are a few issues that will need handling. You have to gauge the reason as to why such an extreme step was taken by the employees. Once the reasons are clear, you have to analyze the situation and talk to the top management on priority to get the issues sorted. That one important reason that led to the strike needs to be tackled immediately to avoid further disturbance. Legally, you can file an application in the Labour Court and get the strike declared illegal. You can charge sheet the errant workmen for an illegal strike and initiate a disciplinary enquiry against them. Notices are required to be put advising the workmen to restore normalcy. You have to seek police protection in case you have the apprehension that the situation may go out of control and seek an injunction from the Industrial Court also.
From India, Pune
Dear Sucheta,
Thank you for your feedback on 10.12.2016. Based on your feedback, a new wage settlement has been concluded, and a copy of the same has been sent to the Labour Department.
When the wages are paid as per the settlement, and any arrears or lump sum benefits are being provided to your workers for the first time, please prepare an acknowledgment cum receipt. This document should state that the concerned worker has fully read and understood the terms of the recently concluded settlement and will abide by them entirely. Obtain the signature of each individual worker on this acknowledgment form. Keep these signed acknowledgments for your records in case of any future disputes with old committee members.
Thank you.
From India, Selam
Thank you for your feedback on 10.12.2016. Based on your feedback, a new wage settlement has been concluded, and a copy of the same has been sent to the Labour Department.
When the wages are paid as per the settlement, and any arrears or lump sum benefits are being provided to your workers for the first time, please prepare an acknowledgment cum receipt. This document should state that the concerned worker has fully read and understood the terms of the recently concluded settlement and will abide by them entirely. Obtain the signature of each individual worker on this acknowledgment form. Keep these signed acknowledgments for your records in case of any future disputes with old committee members.
Thank you.
From India, Selam
I am sorry to differ from the above view of our friend, Mr. Venkatraghavan, since his suggestion seems superfluous to me in the context of the situation. There is only one trade union functioning in the industry, and with this union, only the bilateral settlement relating to the revision of wages stands duly signed with the newly authorized members of the committee after negotiations, and normalcy also stands restored.
When there is no split in the union (of course, a positive presumption only from the latest response of the poster), I am inclined to think that such an exercise of obtaining individual acceptance and undertaking is quite unnecessary. As some disciplinary action is contemplated by the management against the troublemakers in the wake of the settlement, it may give room for the creation of some ruckus out of this additional exercise.
From India, Salem
When there is no split in the union (of course, a positive presumption only from the latest response of the poster), I am inclined to think that such an exercise of obtaining individual acceptance and undertaking is quite unnecessary. As some disciplinary action is contemplated by the management against the troublemakers in the wake of the settlement, it may give room for the creation of some ruckus out of this additional exercise.
From India, Salem
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SC on wages, wage revision & Industrial Disputes.pdf