In our organization, we have a PAN-India recruitment policy (Local Vs Pan India at 50% : 50%) as part of diversity. When recruiting candidates, they are tested for minimum English Proficiency. After recruitment, workmen are given extensive training in English and are able to easily UNDERSTAND & READ English as many job-related communications like Check sheet, Standard Operating Procedures are all in English.
Their fluency is to such an extent that they can make Power Point Presentations while interacting with Management. Currently, wage negotiations are in progress, and there is a considerable gap between the demand and the offer from Management.
Suddenly, the Union is expecting communication in the local language whenever there is an official communication from Management. Is it legally tenable? Is there any case law to refuse communication other than English? In the future, if one of the union officers, who hails from Manipur, requests communication in Manipuri or another less known/spoken language, is it practical?
Your thoughts, please.
From India, Madras
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Their fluency is to such an extent that they can make Power Point Presentations while interacting with Management. Currently, wage negotiations are in progress, and there is a considerable gap between the demand and the offer from Management.
Suddenly, the Union is expecting communication in the local language whenever there is an official communication from Management. Is it legally tenable? Is there any case law to refuse communication other than English? In the future, if one of the union officers, who hails from Manipur, requests communication in Manipuri or another less known/spoken language, is it practical?
Your thoughts, please.
From India, Madras
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Generally, all communication with workers should be conducted either in the local language or in a language understood by the majority of the workers. Therefore, please ensure to hire a good translator for all translations. Once communication is established in the local language or a language comprehensible to the majority, in the event of any labor disputes, the company will have the advantage regarding the understanding of the content of the communication.
From India, Pune
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494From India, Pune
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Hi,
It is legally correct even though the language or the communication is English or any other local language. Thus, you need not worry about the legal aspect of the language.
Ideally, most companies put notices or any communication in English and in the local language as well. Even the law is in favor of putting the communication in the local language. For example, you need to put the abstract in English and the local language to ensure maximum understanding.
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It is legally correct even though the language or the communication is English or any other local language. Thus, you need not worry about the legal aspect of the language.
Ideally, most companies put notices or any communication in English and in the local language as well. Even the law is in favor of putting the communication in the local language. For example, you need to put the abstract in English and the local language to ensure maximum understanding.
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Local language refers to the language spoken within the state, with signboards and bus routes also displayed in that language alongside English. A simple abstract in the local language on the notice board would be beneficial for the employer. This helps ensure compliance, as the employer can effectively communicate notices in a clear and understandable language.
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Purpose of communication is to make people understand.So kindly write in English and local local language as well. Ensure what is written in both languages is exactly same.
From India, Pune
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From India, Pune
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Some unions and leaders demand communication to be issued to them in the local language while they communicate in English. I once dealt with a practical situation where the leader refused to accept a show cause notice issued to him in English and demanded its Hindi copy. He also requested documents in Hindi. In response, he was politely reminded of the numerous letters he had sent to the management in English. His demand was considered mischievous and a waste of time. He attempted to raise the issue in the Labour Court but was unsuccessful, and the matter concluded there.
From India, Mumbai
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From India, Mumbai
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Dear KK: Greetings ! You have referred a unsuccessful attempt by Union in labour court where Union tried to wriggle out but it was not entertained. Possible to get the judgement/order copy
From India, Madras
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From India, Madras
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Dear Mr. Shriram,
It seems that Mr. K. K. had the judgment in his favor because of the facts. Since he had asked the management to provide the copy in the local language but was primarily communicating in English earlier, the Honorable Court is likely to view this as a frivolous or mischievous attempt.
My observations are based on his brief comment, but there may be slight differences. You should review the facts of your case and relevant applicable laws.
From India, Mumbai
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It seems that Mr. K. K. had the judgment in his favor because of the facts. Since he had asked the management to provide the copy in the local language but was primarily communicating in English earlier, the Honorable Court is likely to view this as a frivolous or mischievous attempt.
My observations are based on his brief comment, but there may be slight differences. You should review the facts of your case and relevant applicable laws.
From India, Mumbai
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