ADL 35 Industrial Relations & Labour Laws V1

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ADL 35 Industrial Relations & Labour Laws V1
Assignment – A
Question 1. Discuss the impact of globalization on the industrial relations
scenario in India.
Question 2. What do you understand by the term “Collective Bargaining”? What are
the various stages during the process of bargaining?
Question 3. Explain the concept of “Quality of Working Life”. How does it effect
the working climate of an organization?
Question 4. What do you understand by the term Productivity? How is grievance
handling related to productivity?
Question 5. “Participative style of management works as well with workmen cadre
as it does with managerial cadre”. Discuss this giving an example of any
Participative style of functioning known to you.
Assignment – B
Question 1. “Maintaining discipline is one of the most arduous task off an IR
Manager”. What procedure would you adopt to punish a habitual offender, keeping
in view the principles of natural justice?
Question 2. Distinguish between Recognition and Registration of Trade Unions in
view of existing labour laws.
Question 3. Write short notes on:
a. Layoff Vs Retrenchment
b. Conciliation Vs Adjudication
Case Study
Perfect Communication Limited
PCL was a marketing organization dealing in communication equipment. It had a
large customer base in both Government as well as private sector. One day
Kirpal, an office assistant in HR Deptt. Reported for work at 10.00 a.m. (office
timings were from 9.00 a.m. to 5.00 p.m.) and signed the attendance register.
The HR Manager, Madhu, saw him signing I the register. She got very angry as
Kirpal had not only come late, but had signed his attendance without permission.
She was more concerned about this incident as Kirpal was a part of HR Deptt. She
felt that probably other persons from Hr Deptt. also misused the system, since
they had access to the attendance register throughout the day(for others the
attendance register was removed at 9.05 a.m.)
She called Kirpal to her cabin and admonished him for coming late and then
signing the register without a word of apology / explanation. Kirpal reacted by
stating that he was not late. On further investigation Kirpal informed that he
had been given an envelope by the General Manager – HR a day before and asked to
asked to deliver the same before coming to the office. He further stressed that
in order to carry out the errand, he had started off from home much earlier than
he normally did.
Madhu, who was totally unaware of any such assignment, felt very ridiculous, and
asked Kirpal to go to his seat. After a while, she became doubtful whether
Kirpal telling the truth or was pulling a fast one. So, she picked up the phone
and spoke to her GM, who, being busy at that moment, failed to recollect having
sent Kirpal on any errand. Instead, he questioned why he would send someone
without informing her.
Madhu became very furious as Kirpal had not only came late, but had also bluffed
blatantly. She called Kirpal again and gave him a mouthful. She even went to the
extent of telling him that she could have him charge-sheeted. Kirpal was
flabbergasted on this turn of events and stuck to his guns that GM has sent him
on an errand.
Madhu was no longer in the mood to believe him as she felt she had been taken
for a fool. Kirpal to got angry stating that all the seniors felt that they were
the only virtuous people and all juniors are cheats. He further stated that she
was doing all this purposefully, just to prove to everyone in the office that
women are “tough” managers.
By this time Kirpal had become annoyed at his integrity being doubted. So he too
went on the offensive and stated that since she don’t believe him, could not
believe her either. He dared her to go with him to GM Saab so that he could
prove to her that he is honest and truthful. Madhu too wanted to sort out the
matter. So they both went to GM’s cabin.
As they entered the cabin, GM looked at them, figured out why they had come and
even before they could walk nearer and explain the purpose of their visit,
stated that he had actually send Kirpal on some work and apologized to Madhu
that he had neither informed her the day before nor could be recollect it when
she rang up. He stated that he was too preoccupied with the union negotiations.
Kirpal stared menacingly towards Maghu, who kept her cool in the presence of her
boss and apologized saying that the whole incident blew out of proportion due to
the confusion as she had been totally in the dark about it.
QUESTIONS:
1. What are the issues involved and what lessons can be learnt from this
incident?
2. Identify the internal psychological processes and external situational
factors affecting the interpersonal relationship and behavior in this case.
3. How do situations like this affect human behavior?
4. What can be done so that such situations do not recur?

Assignment – C
1. Any discontent or dissatisfaction, whether expressed or not and whether valid
or not, arising out of anything connected with the company that any employee
thinks believes or even feels is unfair, unjust or inequitable is known as
________________.
2. The discussion that takes place consequent resignation is known as
_____________.
3. Methods of handling grievance through a third party intervention are
____________ , Conciliation and ________________.
4. Keeping the _________________ of the firm out of the bargaining process is
considered by many as a sound technique.
5. Non-conformity to formal & informal rules & regulations of the organization
is known as __________________.
6. Trade Unions can regulate the relations between workmen and employers, or
between workmen and workmen, or between ________________ and ___________.
7. Under the TU Act, any _______________ or more workers of an establishment can
form a trade union and apply to the Registrar for its registration.
8. In case the said union has been in existence for more than one year,
preceding the date of application, a statement showing __________________ of the
union, has also to be attached to the application.
9. Not more than ____________ % members of the executive committee are
outsiders.
10. The Registrar of Trade Unions has the powers to cancel or withdraw
registration if it has been obtained by __________________ or mistake.
11. A Registered Trade Unions can constitute a separate ____________________
fund for the promotion of civic and political interest of members.
12. Office bearers of a Registered Trade Union can claim protection from being
prosecuted under Sec. ______________ of the Indian Penal Code and immunity from
civil suit in certain cases, for bonafide trade union activities.
13. Trade Unions have to allow any person aged ____________ and above to become
its member and enjoy the privileges attached to membership.
14. No person should be made an officer-bearer, if he has been convicted of any
offense involving moral turpitude and sentenced to imprisonment, unless a period
of __________________ years has elapsed since his release.
15. Maharashtra ________________ of Trade Unions and Prevention of Unfair
Practices Act. 1971, mainly deals with _______________ of trade unions.
16. Application for recognition of union can be made to the Industrial Court by
any union that has more than _______________ % of employees of that undertaking,
as its members.
17. The Industrial Court may cancel the recognition of a union it if is
satisfied that it has instigated, aided, or assisted the commencement or
continuation of _____________.
18. Office bearers and members of a recognized union have the right to enter
into ________________ settlement with the employers.
19. The Industrial Employment (Standing Orders) Act, 1946, makes it expedient on
the employers in industrial establishment wherein _________________ or more
workmen are employed to have their Certified Standing Orders.
20. The IE (SO) Act also provides for temporary application of
__________________ to an industrial establishment till such time the Standing
Orders are certified under this Act.
21. In case the terms and conditions in the appointment letter are inconsistent
with the provisions of the Standing Orders, then the ________________ shall
prevail.
22. While drafting a Charge-sheet care should be taken that charge of misconduct
should not be ___________________ or ambiguous.
23. __________________ means prohibiting an employee from performing his duties
assigned to him, and withholding wages for so long as that prohibition
continues.
24. __________________ means termination of service or contract as a punishment
for a serious misconduct or act of indiscipline.
25. Any business, trade, undertaking, manufacture or calling of employers and
includes any calling, service, employment, handicraft, or industrial occupation
or avocation of workmen is known as ____________________.
26. The process of rational and orderly discussion of differences between the
parties to a dispute under the guidance of a third party is known as
______________________.
27. Under Section 10(1)(a) the appropriate Government is empowered to _______
the existing or apprehended dispute to conciliation.
28. Conciliation Officer is empowered to enforce _____________ of any person for
the purpose of examination him.
29. Conciliation Officer has to submit his report within _____________ days of
the commencement of the conciliation proceedings or earlier if required by the
appropriate Govt., or later if parties to the dispute agree in writing.
30. Section 25 of ID Act makes it obligatory for all industrial establishment
which are not seasonal, or do not work intermittently, and employ 50 or more
workmen, to pay lay off compensation at the rate of ________% of the basic wages
and Dearness Allowance.
31. No compensation shall be paid to a workman who has been laid off if he
refuses to accept any alternative employment in any establishment belonging to
the same employer and located within a radius of __________ miles from his
establishment.
32. Compensation shall not be paid if laying off is due to any __________ on the
part of workmen in any part of the establishment.
33. Retrenchment does not include voluntary retirement, retirement on reaching
the age of super – annuation, termination of the service due to
___________________________; or termination of the service on grounds of
continuous ill health.
34. The workman has to be given _____________ month(s) notice, or paid wages in
lieu of such notice for retrenching any workmen in any industrial establishment
employing _______________ or more workmen.
35. The employer shall ordinarily retrench the workman who was the ________ ____
person to be employed in that category, unless for reasons to be recorded the
employer retrenches any other workman.

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