In order to maintain industrial relations the employer is expected to reply to the charter of demands. If you do not reply to the charter of demands and where the Union submitting it is a registered union, if you do not reply to it, they will raise it as an industrial dispute and the conciliation officer will step in. ultimately, you will have to discuss the matter with the Union, and therefore, there is no sense in denying it or just keeping silent about the charter of demands.
From India, Kannur
4293From India, Kannur
The a good management knows when to speak or to remain silence.
In the matter of charter of demand management should not remain, rather counter the demands by issuing the reply. The silent is vulnerable because the party would be in upper hand. Mostly, the demand means certain requirements which are still existing and something new favours. The management can consider some part of old and discard the new diplomatically. This phase is a vital for an HR to prove his skill and talent.
From India, Mumbai
In the matter of charter of demand management should not remain, rather counter the demands by issuing the reply. The silent is vulnerable because the party would be in upper hand. Mostly, the demand means certain requirements which are still existing and something new favours. The management can consider some part of old and discard the new diplomatically. This phase is a vital for an HR to prove his skill and talent.
From India, Mumbai
A reply from the HR is due either to accept or to reject or to invite for negotiations. Mostly they will have to set up a committee of senior officers representing the management and invite representatives of employees' union. A few days will be indicated for the joint siting If differences persists if there is no consensus even after many rounds of mutual negotiations then the matter will be referrred to ALC for conciliation as an Industrial Dispute.
From India, Bangalore
From India, Bangalore
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