Sunday, October 9, 2011
Sunday, June 12, 2011
Wednesday, June 8, 2011
Tuesday, June 7, 2011
The report analyzes the latest trends and estimates of children in hazardous work, and the risk to their health from a developed and developing country perspective. It also offers a series of policy recommendations to address child labour problem.
For Report and more information please refer ILO website or you can also check given link: http://www.ilo.org/ilc/ILCSessions/100thSession/media-centre/press-releases/WCMS_156353/lang--en/index.htm
Monday, June 6, 2011
New Delhi, June 06, 2011 India leading carmaker Maruti Suzuki India had sacked 11 workers. These workers were allegedly the ring leaders of the strike, which began on June 04, 2011. According to Maruti Suzuki India Chairman R C Bhargava, “The services of 11 persons, who were inciting workers to go on an illegal strike and created an atmosphere where safety of people were in danger, have been terminated,"
He said the workers had gone on strike without any notice but added the management is continuing the dialogue with the striking workers.
According to workers sources, the sacked employees include eight office bearers of the newly formed union, Maruti Suzuki Employees Union (MSEU), besides three other workers. The workers said the company currently has one union, Maruti Udyog Kamgar Union, which is mainly dominated by those working at the Gurgaon facility.
Striking workers are demanding:
- The recognition of a new union Maruti Suzuki Employees Union (MSEU) formed by those working at the Manesar plant.
- Retaining contract labourers for the two upcoming new units inside the complex.
- Refraining from any disciplinary action against the 11 office-bearers of the new union is another demand.
The last time the company witnessed a major strike was when workers stopped production for three months between November 2000 and January, 2001. Strikes aren’t unknown in north India’s auto belt. In 2009, workers at some 60 factories in Gurgaon and Rewari in Haryana went on strike, protesting the death of a worker.
It will be beneficial for all if any amicable solution is reached between both the parties. Company had incurred a production loss of about 1,200 units on operational day and there is huge unrest among the employees. Hope government is keeping eagle eye on the situation there is inside information that external factor (outside union) are trying leverage this situation.
Wednesday, June 1, 2011
Once new amendment come into force, the national floor level minimum wage will become binding on all states and they will have to ensure that unskilled workers are paid the minimum wages fixed by the Center. If state wants to give more than floor level wages then they are most welcome and free to do so.
This is positive move and it will benefit around 360 million workers across the country, most of who are from agriculture and other related activates.
Wednesday, May 11, 2011
I joined a large organization as a lateral. My probation period was given as 12 months. However, I have heard that the company does confirm people with probation period 12 months in 6 months itself "without any consent from the employee'. Is that correct? What is the best way to approach this situation (if I dont want to be confirmed)?
Every organization has confirmation policy and on bases of confirmation policy and performance of employee. Organisation confirms the employees and it is also favorable for employee to be confirmed because he will receive more benefits and rights on confirmation. When management is confirming any employee before stipulated probation period that means management is honoring the employee and his performance and it’s achievement for employee.
There are rare cases where employee works hard and at time of enjoying the fruits of his hard work he doesn’t want to have it. When employer confirms the employee before his/her probation period then it cannot be implied confirmation from implied confirmation I mean without informing/expressing to employee. Management has to inform this to employee and employee has choice to accept it or reject it but when employee rejects his confirmation then he have to leave the organization because it will be treated as end of contract. (Assuming management will not be happy to keep employee who do not want to associate with the organization)
So if employee doesn’t want to be confirmed then at a time confirmation he must expressly do not accept the confirmation. In India bonded labour is not permitted so if employee doesn’t want to work with employer then no one can force him but if in employment contract there is compensation clause for exit then both the parties have to fulfill it.