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.
Sunday, April 10, 2011
Mumbai, March 08, 2011 - A fire had broken out in shipping firm building but major loss and any causality were avoided because employees were aware what to do in such emergency. Thanks to management and HR who had had prepared the employees by continuous fire drill and safety programs.
Safety and Security of employees are not only responsibility of HR it is responsibility of each employee. We have to take safety drill and programs seriously they are not just time pass program but they small and basic program which save human life and property in emergencies.
As a HR we must carry out fire drills and safety program at regular interval.
Saturday, April 2, 2011
ESIC, Delhi office had issued a notification on March 30, 2011 under Section 1(5) of the ESI Act, w.e.f April 01, 2011 in Delhi ESIC Scheme has been extended to shops, hotels, restaurants, cinemas, preview theatre, road motor transport undertakings, newspaper establishment, Private Medical and Educational Institutions wherein 10 or more persons are, employed, or were employed, on any day of the preceding twelve months.
For more information pls refer www.esic.nic.in/CIRCULARS/PnD30-310311reductionofcoveragelimit.pdf
One of my friend who is working as Executive - HR & Admin in one of the reputed organization his company is into engineering business. The said HR - Executive was used to take round check in that he found that some mathadi workers were not doing their work but rather wandering here & there so he would shout at them as these mathadis are local people so they uesd to do "Gundagardi "
Due to all these complaints the management had decided to sack the mathadi union. By this the Mathadi Union Leader got angry ( Who is a " Local Gunda ") he came to company alongwith 10-15 drunked ruffians he without asking anything to the HR - executive slapped the HR personnel & gave him "Galiz"
So with reference to above this what do you think what should be the take of Management on this???
I am sorry for your friend but these are some ground realities in IR. There are cases where some union mob killed the management persons. So dealing with bully unions are not easy task they are not only having support of workers but political nexus also. Each organization and situation requires different solution and expert persons.
Senior HR person must take lead in this case in place of sending fresh HR in dealing with this sort of cases.
Now coming directly to your question what management should do?
First Management must take action against person who had done such serious misconduct. Manhandling/Slapping must not be tolerated in any form. If today management will not take any action then in future slapping can lead killing of person.
Second Management has to find out long term solution of these issues. They have to do self analysis, engage more and more directly with people, build a free, transparent culture where any employee can raise his concern without any fear and any support of mob and so called leaders.