CHAPTER - 3 TRADE UNIONISM

Transcription

1 CHAPTER - 3 TRADE UNIONISM 1. INTRODUCTION 2. OBJECTIVES OF TRADE UNIONS 3. FUNCTIONS OF TRADE UNIONS 4. ORGANISATIONS OF TRADE UNIONS 5. WEAKNESSES OF TRADE UNIONS 6. STEPS FOR MAKING TRADE UNIONS STRONG 7. GROWTH OF TRADE UNIONS IN HARYANA 8. BRIEF ACCOUNT OF THE TRADE UNIONS UNDER STUDY 9. GENERAL OBSERVATIONS ABOUT THE TRADE UNIONS AND THEIR WORKING IN THE UNITS UNDER STUDY 10. WEAKNESSES OF THE TRADE UNIONS UNDER STUDY 11. CONCLUSIONS AND SUGGESTIONS

2 CHAPTER-3 TRADE UNIONISM INTRODUCTION Trade unions have emerged along with the modern industrial development. Trade unions occupy a crucial place in the socioeconomic and political transformation of a country. However, trade unions can contribute to the socio-economic transformation of the country only if they are organisationally strong. Effective trade leadership is the crucial factor behind the growth, strength and effectiveness of the trade unions. Trade union is a by-product of industrial Revolution. Before the industrial Revolution, the production processes were not mechanised, since the skill of the worker was very much required. It was not easy for the employer to lose a skilled craftsman, it was difficult to replace him. The employers and workers mutually depended on each other both in the small and cottage production, before the industrial revolution. After the industrial revolution, because of mechanisation, the individual skill of the worker was not considered very important. T.iuence of the employer on the individual worker was very uch reduced. On the other hand, with the introduction of the laitoc scale production, big machines and equipments were introduced. It was also not possible for the workers to become the owners of the instruments of production. To eke out their livelihood, they were now forced to seek employment from the big capitalists who had become owners of modern industries. So, the dependence of the workers on the capitalist employer increased. This has led to the weakening of the position of the workers. In order to safeguard their interests and to raise their power of bargaining, they had no other means but to form trade unions. Thus, trade union has become the workman s answer to industrial revolution, which has led to the exploitation of the working class. Individually the workers can easily be dispensed with. But collectively they become indispensable and no employer can afford to lose all his workers at a given time. Thus, when they form a union, they are in a position to fight against the employer on an equal footing in order to safeguard their rights and to bring about reasonable improvements in their economic position. 114

3 As a result of the industrial revolution in England, the trade unions became stronger. Before the formal recognition, trade unions faced several challenges and hardships. The movement had its traits and tribulations in its birthplace, namely England. The History of the trade union movement in England is more or less a history of trade union struggle to get social and legal recognition. It is note worthy that in the 19th century, trade unionism had to face hostility in England not only from the capitalists but also from the state. To quote Sidney and Beatrice Webb, In the new machine industries, the repeated reductions of wages, the rapid alterations of processes, and the substitution of women and children for adult male workers had gradually reduced the workers to a condition of miserable poverty. The reports of the parliamentary committees from 1800 onwards contain a dreary record of the steady degradation of the standard of life in the textile industries. 1 However, it is evident from recent history that the trade union movement has through its struggle not only won social and legal recognition to itself but also induced the State to intervene and regulate the working and employment conditions. After the Independence of India, the five-year plan draft outlines and documents have shown an increasing awareness of the importance of industrial labour in the national economy. The planners reiterated their plea to trade unions by requesting them to assume increased responsibility for the success of productive effort.2 The strong trade union movement was advocated to protect the interests of labour and to achieve the targets of production. The framers of the five year plans were keen to tell the unions that the existence of multiplicity of trade unions, political rivalries, lack of resources and disunity among the workers were injurious and harmful to trade union movement. They further stressed the need for a change in the outlook, duties and responsibilities of trade unions. The plans made an attempt to inform this organised institution to play a major and constructive role in the economy development of the nation. Thus, the five year plans took concrete 1. Sidney and Beatrice Webb, The History of trade unionism, Longmans, London, 1896, page Planning Commission, The first five year plan, Government of India, New Delhi, 1952, page

4 step to ameliorate the conditions of labour and to obtain the help and co-operation of this organised movement by way of their constructive contribution to the economy as a whole. DEFINITIONS A study of the nature, growth of trade unionism and the functions as well as the role of trade unions in any country, can not be neglected. In a developing economy or a country aspiring for economic development, a systematic study of trade unionism is important as it is highly essential to examine scientifically the existing and potential forms of human institutions so as to discover their impact upon the economic growth of the community which in turn, requires a thorough understanding of the institutions themselves starting from their origin to the functions, possibilities and the laws of growth. Any discussion of trade unionism first requires a precise definition of the term Trade Union because of the wide differences in the use of the term in different countries. Section 2 (B) of Indian Trade Unions Act of 1926 defines a trade union as any combination, whether temporary or permanent, formed primarily for the purpose of regulating the relations between workmen and workmen or between employers and employers or between workmen and employers or for imposing restrictive conditions on the conduct of any trade or business and it includes any federation of two or more unions. 3 Different authors have defined a trade union in different ways. However, the various definitions exhibit certain important common features. Trade union has been defined in terms of the functions it is expected to perform. Though there is a diversity of opinion with regard to the roles of trade unions in the working class movement, yet all agree to the fundamental purpose of trade unionism, viz., the pursuit of the interests of its members. Further, this term has been confined to workers alone as it promotes the worker s interests and welfare. While defining a trade union, Dale Yoder maintains that a union is a continuing, long term association of employees, formed and maintained for the specific purpose of advancing and protecting the interests of its members of its members in their 3. Trade Unions Act, 1926 page

5 working relationship4. According to J.H. Richardson, A trade union is essentially an association of workers formed to safeguard and improve the working conditions of their members and more generally to raise their status and promote their vocational interests. 5 Thus a trade union is a continuous association of workers for the purpose of maintaining and improving their conditions both of working and living. They are formed in order to promote economic interest as well as the welfare of their members. In nutshall, it can be said that the objectives of trade unions are to protect, maintain and improve the economic and social interests of the member employees. However, they should not be viewed merely as organisations meant for maintaining and improving the social and economic interest and welfare of its members, but their role as also valuable in keeping the harmonious relations between workers and the management, which is a pre-requisite for the continuity and economic progress of an industrial concern. OBJECTIVES OF TRADE UNION A trade union is formed to achieve following objectives: 1. To represent workers on various participative forums; 2. To organisation of all eligible members under one platform; 3. To represent the workers to management in cases of disputes or differences. 4. To enter in the collective bargaining and other agreement on behalf of workers. 5. To undertake various activities for the welfare of its members. t 6. To provide benefit to members in case of sickness, old age, trade disputes, unemployment, litigation and also to provide funeral expenses. 7. Furtherance of political objectives. 4. Dale Yoder: Personnel Management and Industrial Relations 1969, page Richardson J.H.: An Introduction to the study of Industrial Relations 1961, page

6 8. To participate in the work of any association that furthers the activities of trade unions and its members. 9. To arrange the necessary activities for the social and moral upliftment of workers. 10. To arrange for printing or publishing facilities for the benefit of workers. To achieve these objectives trade unions may employ variety of means - the means depending on the attitude of the unions regarding the economic system in which they operate, the degree of group and class consciousness among workers, the nature of political organisation and the nature and type of trade union leadership. WAYS OF ACHIEVEMENT OF OBJECTIVES These objectives are achieved by traditionally used methods, such as: 1. Organisation of unions on the basis of craft and industry- such as general unions and professional employees association. 2. Recognition of unions as an exclusive bargaining agent, i.e. a representative union, to advocate the interest of employees. Recognition may be voluntary or forced one or by secret ballot system. 3. Collective bargaining, which is the Heart of the Industrial Relations, for it is through collective bargaining that terms and conditions are determined undej which two parties work together. 4. Union security, which could be achieved through closed shop, union shop, agency shop or some other arrangement which gives the union control over hiring or supervising or discharging workers. 5. Grievance processing and handling procedures, under which grievances are answered by correcting the situation or channeling it up the line. When the grievance gets to the chief executive officer, it has to be resolved or sent to an outsider for settlement. 6. Negotiating arrangements with management; These negotiations deal with wages and conditions of employment, 118

7 personal and job security, increased employee benefits, medical assistance, retirement benefits etc. 7. Arbitration, through which unsettled disputes could be got settled by an outside agency. 8. Political pressures, through legislators who bring about changes in legislation of the country. 9. Mutual insurance, through common contribution for meeting financial needs of the workers when there are stoppages of work. FUNCTIONS OF TRADE UNIONS As per the Indian Trade Union Act, 1926, the primary functions of a trade union is to protect and promote the interests of the workers and the conditions of their employment. They can also have other objectives, which are not inconsistent with this primary purpose or opposed to any law. In India, trade unions generally undertake the following functions: 1. To achieve higher wages and better working and living conditions for the members; 2. To acquire control over industry by workers; 3. To minimize the helplessness of the individual workers by making them stand up unitedly and increasing their resistance power through collective bargaining, protecting the members against victimisation and injustice by employers; 4. To raise the status of the workers as partners in industry and citizens of society by demanding an increasing share for them in the management of industrial enterprises; 5. To generate self-confidence among the workers; 6. To encourage sincerity and discipline among workers; 7. To take up welfare measures for improving the morale of the workers. The National Commission on Labour has underscored certain basic functions to which trade unions have to pay greater attention such as: 1. To secure fair wages for workers; 119

8 2. To safeguard the security of tenure and improve conditions of service; 3. To enlarge opportunities for promotion and training; 4. To improve working and living condition; 5. To provide for educational, cultural and recreational facilities; 6. To co-operate and facilitate technological advancement by broadening the understanding of workers in the issues involved in their jobs; 7. To promote identity of interests of the workers with their industry; 8. To offer responsive cooperation in improving levels of production and productivity, discipline and high standards of quality; 9. To promote individual and collective welfare. Thus, the principal function of the trade union is the regulation of relations between the employers and employees and also the provision of benefit to its members. It is to be noted that their functions are not static but changes with the changes in the economic and social set up of the country. ORGANISATIONS OF TRADE UNIONS IN INDIA In India, the structure of trade union consists of three levels: Plant/ shop or local, the state and the centre. Every national or central federation of labour in India has state branches, state committees or state councils, from -where its organisation works down to the local level. There are two types of organisations to which the trade unions in India are affiliated:6 1. National Federations 2. The Federations of unions 1. National Federations: The national federations have all the trade unions in a given industry as their affiliated members. Every trade union, irrespective of the industry to which it belongs, can join a general national federation. Such federations are the apex of trade union structure. They are necessary to 6. Mamoria C.B., Mamoria S. and Gankar S.V.: Dynamics of Industrial Relations, 1998, page

9 bring about co-ordination in the activities of trade unions and to give trade union policies a national character. National federations of labour based on different political ideologies so in the field of labour relations they follow either a militant policy or a policy of cooperation with the employers and the government, or a policy of continuous strife and litigation. The trade union leaderships are found leading dozen or more unions in a particular state. These unions may be in the petroleum industry, the transport industry, electricity supply undertakings or craft unions, such as the rickshaw puller s union or taxi driver s union. Some of the trade union leaders are MPs and MLAs, elderman of city corporations and members of important committees dealing with the labour policy of the country. The national/central federations are empowered to decide the question of jurisdiction of the various local and national unions. A majority of these federations allow their affiliates to bargain independently with their respective employers. The federations only act as coordinating authorities for different unions under their control. They also select delegates to represent workmen in international conferences organised by the International Labour Organisation or the International Confederation of Free Trade Unions. The All- India federation of trade unions has a regular structure. For example: The INTUC consists of a central organisation, affiliated unions, industrial federation, regional branches and councils functioning under the direct control or supervision of the central organisation, the assembly of delegates, the general council and the working committees. The INTUC functions through its affiliated unions, delegates, assembly, general council (including office-bearers), the working committees of the general council and the pradesh bodies. The UTUC consists of the general body (i.e. delegates assembly) general council and the working committee of general council. The Hind Mazdoor Sabha (HMS) works through the general councils, the working committee and affiliated organisation. 121

10 2. Federations of unions: These are combinations of various unions for the purpose of gaining strength and solidarity. They can resort to concerted action, when the need for such action arises, without losing their individuality. Such federations may be local, regional, state, national and international. There are a few organisations which are local in character, such as the Bhartiya Kamgar Sena, the Labour Progressive federation, Madras, the National Front of Indian Trade Unions and the Co-ordinating Committee of Free Trade Unions. Many unions are affiliated to one or the other type of the following central organisations of workers- 1. The Indian National Trade Union Congress 2. The All India Trade Union Congress 3. Hind Mazdoor Sabha 4. The United Trade Union Congress 5. The Centre of Indian Trade Unions 6. Bhartiya Mazdoor Sangh 7. The National Labour Organisation 8. The National Federation of Independent Trade Union 9. The Trade Union Co-ordination Committee 10. Indian Confederation of Labour 11. Hind Mazdoor Kisan Panchayat CENTRAL TRADE UNIONS IN INDIA At present, there are thirteen Central Trade Unions out of which five major trade unions like INTUC, AITUC, BMS, HMS, and the CITU accounts for nearly 75 percent of the total trade union membership. A brief discussion of trade unions is as follows: 1. ALL INDIA TRADE UNION CONGRESS (AITUO The first all India trade union organisation was established in 1920 as a result of a resolution passed by the organised workers of Bombay and the delegates which met in a conference on 31st October, It was attended by such first rank political leaders as Motilal Nehru, M.A. Jinnah, Annie Besant and Vallabhbhai Patel and Colonel Wedgewood on behalf of the British Trade Union Congress. The first president was Lala Lajpat Rai. 122

11 The AITUC is an organisation dominated by communist party of India. Its thesis is that labour and capital cannot be reconciled with in a socialistic system and that trade unions are organs of class struggle. Thus, in the view of the AITUC, the ultimate aim of the trade union movement is to abolish wage slavery and establish socialism in which not only the working class but all layers of society are free from exploitation. OBJECTIVES: The basic objectives of the AITUC are: 1. To establish a socialist state in India; 2. To socialist and nationalise means of production, distribution and exchange; 3. To secure and maintain for the workers the freedom of speech, freedom of press, freedom of association, freedom of assembly, the right to strike and the right to work and maintenance; 4. To coordinate the activities of the labour unions and affiliated to the AITUC; 5. To abolish political or economic advantage based on caste, creed, community, race or religion; 6. To secure and maintain for the workers the right to strike; 7. To ameliorate the economic and social conditions of the working class; and 8. To watch and promote the interests, rights and privileges of the workers in all matters relating to their employment. The AITUC endeavours to achieve these objectives through legitimate, peaceful and democratic methods and in last resort, by strikes and similar methods as may be decided from time to time. The salogans were organise and unite; demonstrate and protest; negotiate and settle; and if not successful, strike peacefully as a last resort. The AITUC is affiliated to the World Federation of Trade Unions (WFTU). It publishes Hindi version of its organ Vishwa Darshan. 2. THE INDIAN NATIONAL TRADE UNION CONGRESS ONTUO The INTUC came into existence in 1947 with the active support and encouragement of the congress leaders and the blessings of Mahatma Gandhi to give a constructive lead to the working class and to bring about a peaceful and non-violent 123

12 solution of industrial issues and problems. INTUC has outlined the aim to establish a society free from hindrances in the path of allround development of its individual members which fosters the growth of human personality in all its aspects and goes to the utmost limit in progressively eliminating social, political or economic exploitation and inequality. INTUC has made remarkable progress since its, inception and is the most representative organisation y,r Indian labourers. It has represented the workers both from ynside and outside India. It is being intended that the active and close co-operation from the congress government aru, leadership has enabled this organisation to gain this status and strength. In the International sphere, INTUC is closely associated with the International Labour Organisation. The INTUC is associated with the ILO since 1949, and is the f 'under member of the International Confederation of Free Trade T Union Congress (ICFTC). It publishes English weekly (India Worker) and a Hindi weekly (Mazdoor Sandesh) OBJECTIVES The aims of INTUC are: 1. To establish an order of society which is free from hindrances to an all-round development of its individual members, which fosters the growth of human personality in all its aspects and which goes to the utmost limit in progressively eliminating social, political or economic exploitation and inequality, the profit motive in the economic activity and organisation of society and the antisocial concentration of power in any form; 2. To place industry under national ownership and control in a suitable form; 3. To establish just industrial relations 4. To secure increasing association of workers in the administration of industry and their full participation in that control; 5. To raise the worker's standard of efficiency and discipline; 6. To foster the spirit of solidarity service brotherhood, cooperation and mutual help among the workers; 7. To secure redressal of grievances, without stoppage of work, by means of negotiation, conciliation and failing these arbitration and adjudication;

13 8. To make necessary arrangements for the efficient conduct and satisfactory and speedy conclusion of authorised strikes or satyagraha; 9. To organise society in such a manner as to ensure full employment and the best utilisation of its manpower and other resources; 10. To promote social, civic and political interest of the working class. The basic objectives of the INTUC were inspired by the sarvodaya philosophy. The INTUC stands for gradual transformation of the existing social order and it attempts to develop a sense of responsibility in the workers. It does not repose any faith in class-conflict. It believes that the difference between employers and labour is only superfluous. The constitution of the INTUC emphasised on the adoption of peaceful means, consistent with the Gandhian philosophy of cotrusteeship, Ahinsa and Truth. The means, therefore, are negotiation, conciliation and if necessary adjudication of disputes. It publishes English weekly (India Worker) and a Hindi weekly (Mazdoor Sandesh). 3, HIND MAZDOOR SABHA (HMS) Hind Mazdoor Sabha is a central labour association guided and controlled by the socialist faction which came into existence in the year The aim of the organisation has also been to promote the establishment of a democratic, socialist society in the country and to further the economic, political, social and cultural interest of the working class. For the attainment of its objectives, HMS has employed the methods which are legitimate peaceful and democratic. This organisation is affiliated to international confederation of trade unions and has continuously been making efforts to develop international efforts. 4, UNITED TRADE UNION CONGRESS (UTl C) The UTUC was formed in 1949 on the initiative of the same union leaders after the conference in December, 1948, organised by socialists who did not agree with the principles and objectives of 125

14 Hind Mazdoor Sabha. The main objective of this organisation is to conduct trade union activities and build up a central platform of labour on the broadest possible basis of trade union unity free from sectarian party politics. UTUC came into existence with the aim of establishing a pure trade union movement as free as possible from any of the existing political parties. Its leadership is in the hands of the members of various leftwing groups, whose policy on many issues is very similar to that of AITUC. But it is more leftist in its political views and it tries to seek the co-operation of the communities. OBJECTIVES: The objectives of UTUC are: 1. To establish a socialist society in India; 2. To establish a worker s and peasant s State in India; 3. To nationalise and socialise the means of production, distribution and exchange; 4. To secure and promote workers interests, rights and privileges of the workers in all matters, social, cultural, economic and political; 5. To secure and maintain worker s freedom of assembly, freedom of speech, freedom of press, freedom of association, right to strike, right to work or maintenance and the right to social security; 6. To bring about unity in the trade union movement. These objectives are to be achieved by legitimate, peaceful and democratic methods. The strike is to be declared as a last resort. 5. CENTRE OF INDIAN TRADE UNIONS (CITE) The CITU brought in existence in 1970 by the Marxist faction of the communist party. This organisation has its origin in the AITUC which is controlled by the rightist faction of the communist party of India. The CITU believes that the exploitation of the working class can be ended only by socialising all means of production, distribution and exchange and establishing a socialist state, that is, it stands for the complete emancipation of the society from all exploitation. In the fight for the immediate interest of the working class the CITU demands- 126

15 a. Nationalisation of all foreign monopoly concerns who barbarously exploit the working class; b. Nationalisation of all concerns owned by Indian monopolists and big industry who garner huge profits at the expenses of the workers, who exploit the people by pegging prices at a high level and who dictate the anti-labour and anti-people policies of the government. 6. BHARITYA MAZDOOR SABHA (BMS) The union has been the outcome decision taken by the Jana Sangh in its convention at Bhopal on 23rd July, Its General Secretary is the veteran labour leader D.P. Thengadi. OBJECTIVES: Its objectives are: 1. To establish the Bhartiya order of classless society in which there shall be secured full employment, replacement of profit motive by service and establishment of economic democracy, development of autonomous industrial communities with each one of them consisting of all the individuals connected with the industry as partners; 2. To assist workers in orgnising themselves in trade unions as a medium of service to the motherland irrespective of faiths and political affinities; 3. The right to strike; and 4. To inculcate in the minds of the workers the spirit of service, co-operation and dutifullness and develop in them a sense of responsibility towards the nation in general and the industry in particular. The BMS is a productivity oriented non-political trade union. Its ideological basis is the triple fonnula (1) nationalise the labour ; (2) labourise the industry, and (3) industrialise the nation. It rejects the idea of state control, rather it views it as an evil to be restricted to inevitable sectors like defence. But stands firmly for the principle of public accountability for each industry and consequent enunciation of public discipline. It tries to bring consumers as the third and the most important party to industrial relations. Its accent is on patriotism. 127

16 WHY WORKERS JOIN UNION? There are three main principles on which worker s organisation are mainly based upon and if any of them is threatened, the union and its members will fight back. These principles are - 1 Unity has strength, 2. Equal pay for equal work, 3 Unemployment practice based upon security which enjoins upon the unions that social and economic security be brought to their members. Mostly by force of circumstances, but sometime voluntarily, w orkers become the members of the trade unions for the fulfillment of the following - 1. The most basic desire of the employees is security especially economic security. Workers probably will join the union to get economic security i.e. steady employment with adequate income. 2. To check the management from taking or acting in an irrational, illogical, discriminatory or prejudicial manner towards labour who wants assignment of jobs, transfers, promotions, discipline, lay-off, retirement, rewards and punishment as per a predetermined policy and rules, which are fair and just. 3. Workers will also join the union to communicate their views, frustrations, aims, ideas and feelings to the management i.e. to get voice in decisions affecting their welfare. 4. Workers will also interested to join the unions to get protection against economic hazards beyond their control such as during illness, accidents, death, disability, unemployment, old age, etc. 5. To get along with fellow workers and gain respect in the eyes of their peers can also be the aim to join the union, WHY WORKERS DO NOT JOIN UNIONS? The reasons why workers do not join the unions are - 1. Some workers do not join unions as they consider their wages adequate and their other needs reasonably well met. So there is lack of a compelling reason. 128

17 2. Some workers tend to identify themselves more closely with management and therefore they avoid unions. 3. Many workers distrust unions and they feel that it is against individual freedom and initiative. 4. Many workers fear corruption in the unions. Corrupt leaders take bribe from companies, stealing from worker s health and welfare funds, etc. These mal-practices scare some workers so that they do not want to join the unions. WEAKNESSES OF TRADE UNIONS India has the largest number of trade unions for a single country, but they have developed very slowly. In the beginning, Indian employers, like the British capitalists in India, disliked unionism. Mahatma Gandhi s struggle at Ahmedabad and B. P. Wadia's efforts at Madras produced some results. The proliferation of unions and their splitting up came after Independence. The trade unions in India could not develop into effective voluntary organisations for certain reasons. Some of these are- 1. The unrealistic policies of the government - idealistic and irrelevant notions of morality and democratic niceties have stood in the way of realistic policies. 2. Modern idealism about goals, optimism about achieving them and malnutrition are endemic in India. 3. The encouragement by the government to the growth of a large number of weak and dependent unions. 4. The government set before it, goals which were too ambitions, viz, schemes like the worker s education, worker s participation in management etc. without creating an atmosphere for its applicability and the code of discipline which did not make much headway because these schemes did not take into account existing conditions. They only attempted to push labour schemes faster than they had the capacity to go. In spite of their slow growth, trade unions have brought about some economic, political and social charges for the better conditions of the workers. Economically, they have improved the relative lot of workers. Politically, trade unions have produced a mighty secular anti-imperialist, anti-capitalist 129

18 egalitarian and socialistic force in the country. Socially, they have emerged as a unique force of national integration in spite of the hindrances of illiteracy, the rural background of workers and their migratory character, on the basis of communalism, casteism and linguism. In fact, a century old trade union movement of the country is suffering from problems like small size, poor finances, outside leadership, domination by political parties, intense inter-union rivalry, multiplicity of unions etc. some of the most important and pressing problems of Indian trade unions are as follows: 1 Uneven growth of Trade Unions - The degree of unionisation varies from industry to industry. In coal industry it is 6 percent, cotton textile 56 percent, tobacco manufacturing 70 percent where as in transport and communication, electricity and gas it is 39 percent. Hence, it can be said that in India trade union activities are concentrated in large scale industries but in small scale industries, it is nominal. 2. Low membership - Though the number of trade unions in India has considerably increased but membership per union has declined. In there were average number of members per union near about It was reduced to about 1400 in and further it again decreased to 675 in This is because of this reason that under the trade union Act, 1926 any 7 workers can form a union and get registered the union. The union having low membership would not be more effective. 3. Weak financial position - In India, most of the trade union s financial positions is very weak because their average yearly income is inadequate. Subscription rates are very low and they vary from union to union. The reason for weak financial position is also multiplicity of unions. The leaders of different unions try to attract workers towards their unions comparatively at low rate of subscription. It is the wrong union notion that the Indian workers financially are not too good. Over the years the average income of workers has been on increase. Hence, it is wrong plea that they cannot afford higher rate of subscription. 4. Multiplicity of trade unions - It is also a major problem of trade union in India. It has been generally seen that there are many trade unions in the same industry. There are sometime as 130

19 many as 20 union in the same plant. As the Trade Union Act, 1926, permits that any association of seven worker can be registered as unions. Multiplicity of unions instead solving the problems of workers or fighting with employers that quarrel among themselves with rival unions. So, the purpose of trade unions fails. 5. Outside leadership - In India trade unions have been dominated by outside leadership. It is a notable feature of trade union in India. Now-a-days these leaders are professional political leaders. Hence, they exploit the sentiments of worker's for their political purpose. They are not generally interested to solve the problems of workers but exploit them for their political benefits. Most of the negotiations with the employers fail due to such political leadership. The interests and welfare of labours are generally ignored. Therefore, outside leadership is major weakness of trade unions in India. 6. Absence of paid office bearers - In India, majority of trade unions do not have whole time paid office bearers. Many of them work honorary basis. Since, they are not paid, they devote only limited time and energy to trade union activities. In the absence of full time union office bearers, generally political leader dominates unions. Moreover the office bearers are not trained properly. 7. Lack of interest - In India, a large number of workers have not joined any union. About 2/3 of the workers have to link with any union. Moreover, all the members of the trade unions do not show interest in their affairs. Their attendance at the general meetings of the unions is very low. Under such circumstances, trade unions can not be expected to make much progress. In order to make the trade unions movement successful, the members of trade unions should take keen interest in union affairs. 8. Lack of public support - As most of the trade unions believe in pressures tactics such as strikes and demonstrations, they give limited attention to peaceful methods for the settlement of demands and disputes. The general public is affected due to strikes, go slow policy and other practices of unions. As a result, public support or sympathy is not available to the unions. 9. Limited stress on welfare - Most of the trade unions in India undertake only limited welfare activities like opening cooperative banks, stores, provision of educational and medical 131

20 facilities and other welfare facilities or activities etc. They feel that their major activity is to fight with the employer for more wages and allowances. STEPS FOR MAKING TRADE UNIONS STRONG The working of trade unions can be successful if following steps are taken - 1. There should be a strong base to develop the trade union by safeguarding the interest of the members and by achieving the target of production. 2. To make effective unionism there should be one union in one industry. 3. As most of the unions are influenced by political parties, their interference should be eliminated. 4. There should be complete training programme to develop the internal leadership. 5. It will be more effective if office bearers of the trade unions are well paid. 6. As most of the trade unions in India are financially weak. This problem can be solved by raising the membership and collecting more funds for unions. 7. Unions should undertake economic, social and cultural activities which are equally important for raising welfare of the working class. 8. As a considerable number of trade unions are not recognised. Hence, the proper recognition of unions will make them more effective. GROWTH OF TRADE UNIONS IN HARYANA Haryana came into existence in 1966 with 1,168 registered units giving employment to 71,016 persons. Haryana made rapid industrial progress and in 1997 the number of registered industrial units was 7,495 giving employment to 4,22,935. Similarly at the time of formation of the new State the number of registered unions was 282 with a total membership of 33,737 persons which went upto unions with a total membership of 2,99,425 persons in From a perusal of Table 3.1 it is clear that the percentage of unions as well as their membership is increasing constantly. In the year 1970 total number of registered unions were 424 with a total 132

21 membership of 87,227 persons. It increased to 613 registered unions in 1980 and 1,085 in The total number of trade unions in Haryana in 1997 was 1,145 with a membership of 2,99,425 persons. This Table also makes it clear that the total number of membership is increasing at faster rate than the total number of unions. One more interesting point is that the number of unions which submit returns under the Trade Union Act, is very low in comparison of the total number of unions. If we peep in the section 28 of Trade Union Act, 1926 the trade union is required to send to the Registrar, a general statement of receipt and expenditure of the union during the year ending December 31st of the previous year alongwith the general statement with all changes in the officers made by the trade union and also the copy of the rules of trade union. Only 30% of the total number of unions are submitting returns in Haryana. This shows that majority of the unions do not follow the Act. TABLE 3.1 TRADE UNIONS UNDER THE TRADE UNION ACT, 1926 IN HARYANA YEAR TOTAL NO. OF REGISTERED UNIONS NO. OF UNIONS SUBMITTING RETURNS NUMBER OF MEMBERS , , , ,88, ,14, , ,68, , ,78, , ,00, , ,22, , ,99,425 SOURCE: HARYANA LABOUR STATISTICS, 1998, PAGE 549. Table 3.2 which shows the District-wise break-up of the trade unions reveals that Faridabad district is the only district where maximum number of unions i.e. 310 are registered with a

22 total membership of 73,373 persons. But only 101 unions are submitting their returns which is 33 percent of the total number of unions. Fatehabad district has no registered trade union at all. The second district with the maximum number of trade unions is Gurgaon. The total number of registered trade unions in Gurgaon is 117 with very low membership i.e. only 8,002 persons. Out of a total of Ilf unions only 49 unions are submitting returns. The third TABLE DISTRICT-WISE NUMBER OF TRADE UNIONS IN HARYANA DISTRICT TOTAL NO. OF REGISTERED NO. OF UNIONS! SUBMITTING 1 NUMBER OF MEMBERS UNIONS RETURNS j AMBALA ,601 PANCHKULA ,051 YAMUNA ,314 NAGAR KURU ,647 KSHETRA KAITHAL KARNAL ,074 PANIPAT ,242 SONIPAT ,340 ROHTAK 38 4 ; 18,608 JHAJJAR ,481 FARID ABAD ,373 GURGAON 117 8,002 REWARI r 3,132 MAHENDER GARH BHIWANI ,531 JIND HISAR 65 8 S 14,606 FATEHABAD SIRSA 16 4 j 2,551 SOURCE: HARYANA LABOUR STATISTICS, 1998, PAGE 549. district is Yamuna Nagar where 111 trade unions are registered under the Trade Union Act, 1926 and only 16 unions are submitting returns. The total number of membership in these 111 registered unions is 6,314 persons. In Bhiwani the figures of 134

23 membership are quite interesting. It has 51,531 members in only 39 unions. In Bhiwani only 14 unions out of 39 unions are submitting returns. It can be concluded from the above analysis that trade union movement in Haryana is growing steadily with membership on the higher side. An analysis of Table 3.3 shows that in Haryana, B.M.S., the central affiliating organisation trade union is most popular among the working class. In the year 1997, out of a total of 337 unions 142 unions with a total membership of 1,23,826 submitting returns belonged to BMS. INTUC occupies the second place with 58 unions and 40,203 members and AITUC comes at third place. It has a total of 29 unions and 19,654 members. TABLE- 3.3 PARTY AFFILIATION OF REGISTERED TRADE UNIONS IN HARYANA NAME OF CENTRAL ORGANISATION WITH WHICH THE UNION IS AFFILIATED NUMBER OF UNIONS SUBMITTING RETURNS MEMBERSHIP B.M.S ,23,826 A.I.T.U.C ,654 I.N.T.U.C ,203 C.I.T.U. 25 9,643 H.M.S ,303 U.T.U.C. (L&S) 12 32,063. LOK DAL OTHERS 56 61,619 TOTAL 337 2,99,425 SOURCE: HARYANA LABOUR STATISTICS, 1998, PAGE 551. BRIEF ACCOUNT OF THE TRADE UNIONS IN THE UNITS UNDER STUDY A brief account of the trade unions in the undertakings of Haryana under study is given in the following paragraphs - 135

24 ASEA BROWN BOVERI LIMITED In Asea Brown Boveri, the union is named as Hindustan Electric Workers Union. This union is affiliated to A.I.T.U.C. since It has a membership of 256 workers i.e. 73% of the workers are the members of the union. Asea Brown Boveri was registered in June Mr. Ramchand and Mr. Devnath are working as the President and General Secretary of the union respectively. The present rate of membership subscription is Rs. 10/- per month but before 1997 it was Rs. 5/- per month. The Union has Rs. 86,381/- balance as shown in the record books. The union believes in mutual settlement rather than using any agitation methods. It has signed a number of collective agreements with the management. A total of 14 agreements have been signed/ finalised since its formation. The union is successfully doing the business and no other rival union exists in the unit. Secret ballot system is used to elect the office bearers. No outsider is elected as office bearer of the union. The union members represent workers in various bi-partite committees but are not satisfied with the working of grievance committee. Only one case was registered of violence of code of discipline. It goes to the credit of the union that whenever something unusual happens to any member of the union, monetary contributions are raised for the benefit of the member or his family. ATLAS CYCLE INDUSTRIES LIMITED The Atlas Mazdoor Union was registered in It was affiliated with INTUC. In 1977, the affiliation of the union changed from INTUC to BMS which lasted for only one year. This shift was short-lived as the union went back to INTUC. It seems that the brief change was to reap benefits in the politically changed scenario in Haryana. The union is still with INTUC. The union has a membership of 1279 workers. This forms 91.36% of the total workers i.e employed in the unit. The monthly subscription is Rs. 2/- per worker per month. Since its formation, the union tried its best to be a good representative union and it has succeeded to some extent. In Atlas Cycles only one strike took place in the year 1977 when the union

25 was affiliated with BMS. At that time workers were politically instigated for the strike. No strike has taken place in the unit after it was re-affiliated with INTUC. There is no outside political interference now and no instigation to the workers to hold demonstration, to go on strike or to raise slogans or the like for fulfillment of their demands, as is done normally by the outside political leaders. The workers have full confidence in their leader as they have been able to achieve their genuine and reasonable demands by way of negotiations in the meetings of the Settlement Board. They are getting best possible results in the settlement of their grievances. As regards welfare activities, the Atlas Mazdoor Union is maintaining Death Relief Fund for the members. It also provides financial assistance for various needs in the form of loan of Rs. 5000/- to the workers. The union arranges sports activities and social festivals like Holi, Diwali, etc. from time to time for all the members of the union. The union has been entering into collective agreements with the management since 1964 and successfully finalised ten (10) oneto-three-year agreements with the management for the benefit of workers. To maintain peaceful atmosphere in the unit management has implemented code of discipline. Violation of the code generally occurs in the unit during March to May i.e. the harvest season when the workers get busy in harvesting their crops. BATA INDIA LIMITED The Bata Shoe Workers Union came in to existence on 8th January, 1953 as one of the strongest union in Faridabad Industries. It is affiliated with AITUC and 861 out of a total strength of 910 workers, i.e. 95% workmen are its member. Mr. M.L. Khatri is the President and Mr..B. Giri, General Secretary of the union respectively. All workmen are united and take collective action to get their demand accepted. The subscription fee is Rs. 2/- per month per member and the same is deducted from their pay by the management on behalf of the union and transferred to union s account. The Bata union is constrained to take direct-action if the management do not pay any heed to their demands. The union has so far conducted 37 strikes, many of them of minor nature resorted

26 to by some disgruntled departmental employees, including direct and indirect action, hunger strike, sabotaging etc. The union very firmly believes in bipartite negotiations and mutual settlement to solve the industrial dispute. However, the union has often been constrained to adopt agitation approach to get their demands settled. For solidarity reasons, the union has often sided with a handful of workers of different departments who have often gone on strike on flimsy ground that is the reason Bata India has seen as many as 37 strikes uptill now. Sometimes, union has waged struggled for genuine demands. One such occasion was when it went on hunger strike to get the D.A. raised in proportion to the Price Index. This happened in But generally speaking, the union believes in mutual settlement across the table. It has signed several one-to-three year agreements with the management. Rules exist to maintain peace in the unit. Breach of these rules does not exceed 3-4 cases in a year. During agitation period or strikes the number naturally goes up. As regards the welfare activities, the Bata Shoe Workers Union maintains Death Relief Fund in which both management personnel and workmen contribute 1% of their salary to meet the eventualities. The workmen have full faith in the leadership. The union is progressing by creating confidence among the workers about its ability to manage workers relations. This is the main reason that there is no other rival union in the unit and AITUC has its hold on the workmen since BHARTIA CUTLER HAMMER The 'All Bhartia Cutler Hammer Employees Union' came into existent in 1984 under the registration number 847 duly recognised by the management. Total membership of the union is 580 which is 70% of the total workers employed in it. The union was affiliated with political parties like INTUC and HMS. The union has severed their connection with the above political parties and started running the day to day affairs/problems of the workmen under the guidance of Mr. Ram Prakash Mishra (President) and Mr. Amrit Singh Saini (General Secretary) o the union. The union had two rivalry groups and one of them went on strike when management refused to accept the demands of the workers. 138

27 The members of the union subscribe their contribution at the rate of Rs. 2/-per month. But no proper record is maintained by the union. They elect 12 office-bearers among themselves to run the union activities and a lawyer as a legal advisor. Although they have financial crisis (told by the union leader), the union provides some financial help to their members at the time of marriage of their daughter. In the event of workman s death, they grant financial help to the tune of Rs. 20,000/- per case. CLUTCH AUTO LIMITED The Clutch Auto All Employees Union was established in 1977 under the flag of CTU which worked from 1977 to The workmen of the union changed their affiliation to HMS in 1984 which lasted up to The reason behind the change was dissatisfaction among the workmen about the settlement of their demands. The workmen again changed their flag and accepted the affiliation with INTUC in 1994 which till date are leading the path of the workmen to meet their demands. There is no rival union in the unit and the union has 90% strength of the workers of the unit. The union is running smoothly and no strike has taken place after affiliation with INTUC. They are charging Rs. 10/- monthly from each workman to raise their funds. There are 14 office bearers and all are elected by the workmen internally. The union is always keen to improve industrial relations. It has done several three-year agreements with the management and maintained healthy atmosphere in the unit. The union members take active interest in production and have adopted several methods to improve the production. The union executives give preference to mutual bargaining process across the table to resolve various issues. They believe in quick decision and its implementation to encourage and promote the healthy atmosphere. They also take active part in maintenance, safety and discipline and practical suggestions are implemented. As regards the code of discipline, general types of violations are there. They include absenteeism and negligence during production or inspection work.

28 The Clutch Auto All Employees Union organises Tours/ Excursions which prove helpful in maintaining good industrial relations in the unit. EICHER TRACTORS LIMITED The original name of Eicher Tractors was Eicher Goodearth Limited and the union name was accordingly changed from time to time. The union is now working under the title of Eicher Tractors Employees Union and has 409 members i.e. 77% of the total employed workmen. The General Secretary of the union is Mr. S. S. Dangi. It was registered in 1966 and is affiliated with INTUC. There is neither any rival union in the unit nor any outsider represents the union. The union believes in mutual settlement/ agreement of the workmen s demands. It has taken several steps to improve the industrial relations, organising get-togethers of all the employees and participates in the annual function of the unit. For keeping good industrial relations, union has done several three-years bi-partite agreements with the management for smooth production work. All disputes are settled amicably and no strike has taken place during the period under review. The union members are very keen to increase the productivity of the unit. It believes that it is possible only because of educational and training programmes, which are organised by the management from time to time. ESCORTS LIMITED All Escorts Employees Union came into existence in 1977 under the banner of N.L.O. It could hardly work for 2 years when it severed the connection with NLO. The union got affiliation with H.M.S. under the Presidentship of Mr. Suresh Kumar. The total membership is The monthly subscription fee of the workmen is Rs. 5. The relations between the management and the union were quite cordial till 1998 when the services of the President were terminated. The union lost its recognition. This situation prevails even today. However, prior to 1997 the union and the management entered into several agreements on long term basis.

29 The union organised a strike each in 1994 and in The reason of the strike was delay tactics of the management in finalising the agreements at union s terms and conditions. The management suspended many workmen during the strikes and managed the industrial work according to their will. All bi-partite committees stand suspended and no agreement has been reached. The workmen have shown their dissatisfaction by violating the code of discipline and slow down in the production work. The number of breaches was 87 cases in 1997, which went up to 327 in 1998 and 330 in These figures show that the dissatisfaction among the workmen may prove to be explosive in near future. K.G. KHOSLA COMPRESSORS LIMITED K.G. Khosla Karamchari Union has 701 members and it was registered in 1995 having affiliation with the INTUC. Prior to 1995 the company had faced troubled industrial relations. In the year there was a protracted strike by the union as a result of which the management declared lockout, because no agreement could be reached on various demands of the workers. The factory was closed down for 204 days. Thereafter, with the joint efforts of the well-wishers company restarted functioning in % of the workmen are the members of the union. The workmen pay Rs. 21- per month as membership fee and elect eleven executive members of the union. No outsider is allowed to join the union or lead their agitation. The union has formed many welfare committees with management, which look after the welfare of the workmen and provide facilities to them. All grievances are solved by way of collective bargaining with the management. They feel that co-operation is the best method for maintaining industrial peace in the unit. Both management and union can understand each other s view point for creating confidence for healthy industrial relations. SUNBEAM CASTINGS The Sunbeam Shramik Sangh started functioning after a strike was held by the workmen to form the union in It has a total membership of 325 i.e. only 57% of the workers have joined it and it is not affiliated with any political party. 141

30 The rate of subscription fee is Rs. 2/- per month, which is collected by the union itself. With a view to keeping good industrial relations, the union has started making agreements with the management for the welfare of the workmen. The union organised only one strike to get recognition from the management in Now they are recognised by the management and making bi-partite agreements with them. The union elects 8 office-bearers of their members to run the union activities and no outsider is allowed to participate in its activities. They have formed welfare committees to achieve the goal of good and healthy industrial relations. The management and the union endeavour to maintain peaceful atmosphere in the unit. No case of violation of code of discipline has been registered so far. The union has an organised and disciplined team of workmen for making steady progress. THOMSON PRESS INDIA LIMITED The Thomson Press Employees Union started its activities in 1977 under the Presidentship of Mr. K. L. Sharma. It has a membership of 549 workers i.e. 91 % employees are its members. The union had affiliation with HLU in 1977, HMS in , INTUC in , HMS in and INTUC again in 1991 to Nov. 96. The workmen were not satisfied with their agreement with the management and severed their relations with INTUC from It is now governed by the employed workmen of the unit and it is an independent union without affiliation. The President of union believes that the executive-body can look-after the interests of the workmen very well, without the interference of the political parties. The subscription per workman is Rs. 5/- per month. All the 13 members of the executive body are elected by the employed workmen of the unit. These union-members are authorised to hold bipartite negotiations with the management for long-term agreement up to 3 years period. They have recently made an agreement for one-year period ending The union also looks after the welfare of each workman in his need for loan from the management or out of their collected funds at the time of marriage in the family etc. In order to ensure smooth production work, they check raw material and its quality and encourage workmen to increase production target by way of providing training to them. The union

31 believes in co-operation, peaceful working atmosphere and collective bargaining. They do not want to adopt the path of strike as nothing could be achieved by agitation and strikes. If there is dispute and disagreement with the management on some issue, they give up their demands in due course of time. They do not make it a prestige-issue and believe in good and healthy industrial relations. We understand from the above - 1. That this is a union at Faridabad which has no affiliation. 2. That the executive body is elected by the employed workmen of the unit. 3. That the union looks after the personal needs and interests of the workmen and help them in their need. 4. That all the issues are solved by negotiations across the table. 5. That no demand is made a prestige-issue if not settled with the management. 6. That the union adopts the path of peace and does not believe in strike or direct action to get their demands conceded. 7. That the union believes in healthy industrial relations and leaves no stone unturned to achieve their objective. USHA (INDIA! LIMITED M/s Usha India Limited has a pro-management workers union since The union has 10 office-bearers and Mr. Raj Kumar is the President of the union. The union makes long-term agreements with the management from time to time for peaceful working atmosphere. The union has made some efforts in consultation with the management to improve and enhance the production of the unit by applying such methods as incentive scheme, Casen system (Japanese methods) etc. The union members participate in a few bi-partite committees to look-after the welfare of the workmen. The union provides loan facilities, arranging entertainment tours during holidays in consultation with the management. The union and the management are enjoying the healthy industrial working atmosphere and peace prevails in the unit. USHA TELEHOIST LIMITED The management of Usha Telehoist Limited, Faridabad was against the formation of the union in their unit. The workers tried

32 twice to form the union in 1980 and went on strike for days but it was totally declared illegal by the management and dashed their efforts. The Usha Telehoist Kamgar Union got itself affiliated with INTUC and was registered in 1993 vide registration number 184. The 339 workmen i.e. 70% of the workmen are the members of the union. The rate of subscription is fixed Rs. 21- per month per worker. A total of 7 members are elected as office bearers for union activities and no outsider is allowed to interfere in the union activities. The union has successfully conducted two strikes in 1997 and 1998 (as discussed in chapter 2) for long term agreements. The union has made many agreements with the management relating to wages, incentives and facilities to the workmen. There is greater participation of workers in various bi-partite committees. It also conducts Tour programmes once in two years, arrange gettogether to increase the harmonious relations and provides financial help to the workmen in their need. NON-EXISTENCE OF TRADE UNIONS IN THE UNITS UNDER STUDY A survey of 14 industrial units of Haryana shows that 12 units have union. Only 2 units have no trade union viz. Hero Honda, Gurgaon and Polar Industries Limited, Faridabad. In Hero Honda Limited no union is functioning since its inception. When the workers were asked why no union existed, they replied that the unit provided all welfare facilities to them. Hence, there was no need to form the union. In Polar industries, management is totally against the formation of union. The workmen tried to form a union and went on strike also but due to some weaknesses they could not succeed in their efforts. The management of Polar Industries always takes direct action whenever workmen try to unite. The main hurdle in not forming the union by the workmen so far has been company s nature of product. It produces seasonal products and during off-season, management reduces the strength of the employees.

33 SOURCE : INFORMATION GIVEN BY THE LEADERS OF THE RESPECTIVE UNIONS. NOTE : N. T. U. = NO TRADE UNION r c - X =; > n H C m r m X c C/j H UNION i r THOMSON PRESS INDIA LIMITED USHA INDIA LIMITED THOMSON PRESS EMPLOYEES UNION USHA INDIA EMPLOYEES UNION USHA TELEHOIST KAMGAR 1 E66I SL <-* -4 O 1 6 f ! SUNBEAM CASTINGS SUNBEAM SHRAMIK SANGH 1997 POLAR INDUSTRIES LIMITED N. T. U. 1 t» ' K.G. KHOSLA LIMITED K.G. KHOSLA KARAMCHARI UNION j 1995 HERO HONDA MOTORS LIMITED. _ ORGANISATIONS ASEA BROWN BOVERI ATLAS CYCLES BATA NAME OF THE 1 YEAR OF TRADE UNION HINDUSTAN ELECTRIC 1957 LIMITED WORKERS UNION ATLAS MAZDOOR UNION 1952 LIMITED INDIA LIMITED BATA SHOE WORKERS UNION 1953 BHARTIA CUTLER ALL BHARTIA CUTTLER 1984 HAMMER LIMITED HAMMER EMPLOYEES UNION CLUTCH AUTO CLUTCH AUTO ALL 1977 LIMITED EMPLOYEES UNION EICHER TRACTORS 1 EICHER TRACTORS LIMITED EMPLOYEES UNION ESCORTS LIMITED ALL ESCORTS EMPLOYEES 1977! UNION i N. T. U. i i i o o s m /->> or. H 35 > H O z I MEMBERSHIP AS PER SUBSCRIPTION PAID TABLE MEMBERSHIP AND AFFILIATION OF THE TRADE UNIONS IN THE UNITS UNDER STUDY INTUC INDEPENDENT INDEPENDENT INDEPENDENT 1 INTUC i. X 2 cn INTUC INTUC AITUC INTUC INTUC AITUC AFFILIATION 145

34 The workmen are very keen to form a union as this can prove to be very beneficial to them. They feel that if union exists in the unit then they can achieve minimum welfare benefits, which at present are not available to them. After a brief account of trade unions in the units under study, statistical analysis is presented in Table 3.4 and 3.5, with a view to giving an overall view of Trade unions. Table 3.4 gives a consolidated position of the trade unions in all the units under study. It will be observed from the given data that trade unions in all the units under study do not present an example of multiple trade unions. The table reveals that all the units under study have only one trade union. The trade unions cover all the categories of workers - skilled, semi-skilled and unskilled and are affiliated to various trade union federations (INTUC being the dominant). Almost all the unions working in the units under study have been duly recognised by the management. With the exception of only a few, all the trade unions existing at present in the various units have been operating right from the inception of the respective plants, some of them from early fifties. The year of registration, however, does not conform to the year of establishment of these unions. In the absence of proper membership records and irregular collection of subscriptions, it has been impossible to trace the exact membership of the unions for various years. However, the membership of the unions as existing at the end of 1998 has been used to study the degree of unionisation in the units. The Table 3.5 reports the results of the study in this context. Table reveals that the overall degree of unionisation, to the extent of 82.68% as revealed by the finding shows that the industries of the State are highly unionised. Unit-wise, highest intensity of unions has been reported in Usha India (95.04%), followed in that order by Bata India (94.62%), Thomson Press (91.50%) and Atlas Cycle Industries Limited (91.36%). Comparatively, Sunbeam Castings experienced the lowest degree of unionisation (56.52%) presumably because of the newly formed union in the unit.

35 TABLE MEMBERSHIP OF UNIONS AND THEIR PERCENTAGE IN THE UNITS UNDER STUDY NAME OF THE UNIT TOTAL UNION MEMBERSHIP (A) NUMBER OF WORKERS EMPLOYED (B) PERCENTAGE OF TRADE UNION MEMBERSHIP (A\B x 100) ASEA BROWN BOVERI LTD. ATLAS CYCLES LTD. BATA INDIA LIMITED BHARTIA C HAMMER LTD. CLUTCH AUTO LTD. EICHER TRACTORS ESCORTS LIMITED HERO HONDA LIMITED K. G. KHOSLA LIMITED * POLAR INDUSTRIES SUNBEAM CASTINGS THOMSON PRESS LTD. USHA INDIA LIMITED USHA TELEHOIST TOTAL SOURCE : FIGURES ARE GIVEN BY THE LEADERS OF THE RESPECTIVE UNIONS IN UNDERTAKINGS. NOTE: UNIONS INTERVIEWED - 14 RESPONSES RECEIVED - 12

36 COMMON FEATURES OF THE TRADE UNIONS IN THE UNITS UNDER STUDY In almost all the units under study having union, one interesting point, which emerges is that only one union has been functioning since the formation of the union. There is absence of multiplicity of unions. The unions are recognised by the managements (except Escorts union) and they have enjoyed representative status right from their registration. In the past, neither any other union was formed nor was there any likelihood of formation in the future because majority of workers in all the undertakings under study are in favour of one union in their unit. They felt that if there was only one union their unity could be maintained and better for the welfare of the employees. If there were more than one union in the unit then it would give rise to disputes, which would not be in the interest of both management and union. The main source of income of the unions has been the membership fees. All unions under study manage their finances from the membership fee which ranges from Re. 1/- to Ks. 10/- per month per member. Often the unions have failed to collect the membership dues well in time. In order to cope with this problem, a check-off system has been introduced in some units. Under this system, an employer undertakes to deduct union dues from the worker s pay and transfers the same to the account of the respective union. This system has many advantages as it ensures regular payment by members, and saves the time and energy used in collection. Yet some trade unions have not appreciated this system. Out of 14 units under study 10 unions (64%) i.e. Bhartia Cutler Hammer, Clutch Auto Limited, Eicher Tractors Limited, Hero Honda Limited, K.G. Khosla Limited, Polar Industries Limited, Sunbeam Castings, Thomson Press India Limited, Usha India Limited and Usha Telehoist Limited do not subscribe to this system. Only 4 unions (36%) of the total number of the unions i.e. Asea Brown Boveri, Atlas Cycle Industries Limited, Bata India Limited and Escorts India Limited follow this system. Out of these 4 unions Asea Brown Boveri and Bata India Limited unions are affiliated with AITUC. These unions are following this system despite of their parent body AITUC s reservations about it. AITUC is of the view that check-off system brings in employer s interference in the union functioning and

37 weakens the voluntary obligations of the members towards then organisation and its democratic content and practice, 7 but the affiliating units have not fallen in line. This shows that a majority ol these unions desire to collect their subscription money on their own without the help or interference of the management. This is also a fact that almost all the unions face acute financial problems. Some unions are very weak due to shortage of funds. This financial weakness weakens their functioning in the bi-partite committees. For this very reason, in some units such committees have not even been formed. Weak financial position and non-participation in union activities by some workmen have made union's position vulnerable even in negotiations vis-a-vis the management. Due to weak trade unions the average duration of work-stoppages are quite short. It has also been observed that union members suffer from common human weaknesses like smoking, drinking, gambling and even drug addiction. Coupled with their general illiteracy, a parochial regional or casteist attitude and indebtedness also stand in the way of' development of strong trade union movement in the units under study. Instances of victimisation of union leaders and workers have also been reported. by almost all trade unions. Their unjust terminations, engaging those who participated in any strike for a long time on casual basis, and delay in implementing the agreements are some of the common charges leveled by the unions. The management, however, refute these charges. SOME OBSERVATIONS ON THE BASIS OF QUESTIONNAIRE On an analysis of the attitude-survey conducted through a questionnaire (Appendix-Ill), the following facts emerges - 1. To the question, Are you a member of a union? 83.97% respondents were found to be the members of the unions. All were aware of the name of their union and its affiliation with the central organisation. They were aware that their unions were registered. 7. AITUC - Problems of Industrial Relations in India, Page 63 1 Cr* 1

38 i SOURCE: COMPUTED FROM THE RESPONSES RECEIVED FROM THE WORKERS OF DIFFERENT UNITS UNDER STUDY. NOTE: 1. FIGURES GIVEN IN PARENTHESES INDICATE PERCENTAGE. 2. TOTAL WORKERS INTERVIEWED RESPONSES RECEIVED DO YOU OPENLY PARTICIPATE IN THE UNION ACTIVITIES? ASEA BROWN BOVERI LIMITED ATLAS CYCLES LIMITED 1 BATA INDIA LIMITED BHARTIA CUTLER HAMMER CLUTCH AUTO LIMITED EICHER TRACTORS LIMITED ESCORTS LIMITED, HERO HONDA LIMITED j K.G. KHOSLA LIMITED, POLAR INDUSTRIES LIMITED, SUNBEAM CASTINGS THOMSON PRESS INDIA LTD. USHA INDIA LIMITED USHA TELEHOIST LIMITED TOTAL 265 (54.98) 150 (31.12) i 67 (13.90) N» T2 00 w. ~4 To 00 On N> w 15 (51.72) 9 (30) 12 (42.86) 10 (34.48) 12 (40) 9 (32.14) 7 (25) so UJ 4 (13.79) 1 ' 19 (46.34) 14 (34.15) 8 (19.51) 1 11 (39.29) 16 (59.26) 77 (66.96) as To 42 (66) 36 (78.26) 18 (25.71) 7 (15.22) 15 (60) 9 (32.14) 9 (33.33) 33 (28.69) 8 (28.57) 2 (7.41) 5 (4.35) h-* Os 10 (14.29) 3 (6.52) _ i 10 (55.56) YES NO 7 (38.89) 1 (5.56) OCCASIONAL QUESTION NAME OF THE UNIT RESPONSES RECEIVE O DETAILS OF THE RESPONSES OF THE WORKERS TABLE - 3.6

39 2. To the question, number of strikes sponsored/ supported by your union in the past and when? the majority of the respondents expressed themselves in a very confused manner that they were not at all clear. They did not know the maximum or minimum number of strikes resorted to by the union. 3. On being asked the reasons for the strikes in the undertakings, respondents highlighted wage revision, allowances and personnel polices, etc. as the causes. 4. To the question, Do you openly participate in the working of the union? statistics given in Table 3.6 shows that a majority of the respondents i.e % reported that they participated in the union activities regularly whereas 31.12% workmen responded that their participation was occasional % workmen reported that they never participated in the union activities. MANAGEMENT S VIEW POINT 1. When the management was asked about their assessment of industrial relations in the units under study, a consensus emerged that industrial atmosphere and relations were satisfactorily good. Following reasons are given for this state: a. Direct involvement of the workers in various committees, b. Internal leadership in the unions, c. Welfare facilities, d. Job security and e. Career growth 2. When asked about the benefits of one union in one industry, all the managers of the units under study stated that they favoured the concept of one union one industry. They listed the benefits as follows - a. It is good for healthy relations, b. Matters can be resolved quickly, c. It avoids multiplicity of unions, inter-union rivalry and several other complications which can arise at the time of negotiations, d. It provides better and strong union, 151

40 e. It minimises the intra-workers rivalry, rumour mongering and confusion and f. It is better for controlling the affairs of the unit. 3. The respondents agreed that the trade union leaders are politically influenced, but most of the time they go by their own wishes except for matters at the top level. However, they are assessed as capable, responsible and co-operative, but they do show tendencies of being self-centered, of not being accountable, and of playing a biased role at certain junctures. WEAKNESSES OF TRADE UNIONS UNDER STUDY 1. SIZE OF TRADE UNION - Due to lack of knowledge of their rights, many times many workers do not join the union. Consequently the size of the unions was small, which in some cases adversely affected their bargaining power. During the course of discussions with the workers and trade union leaders it was found that in some cases the management was also responsible for this because of the policy of divide and rule. However, they could not give any concrete proof in support of their view. Table 3.5 gives an idea about size of trade unions. The average size of the trade unions in the units under study is 82.68%. 2. INADEQUATE FINANCES - For successful working of trade unions it is imperative that there must be sufficient funds at their disposal. The main source of income of trade unions is membership fee and donations. Special collection drives are carried out in time of struggle or at the time of bonus distribution. Funds are provided by political parties to some trade unions either on regular basis or in the event of requirement. However, on a perusal of the records of trade unions under study it was found that none of the unions received funds from political parties. The main source of their income has been the membership fees. Income from other activities such as publications, donations etc. was meager. In order to have an idea about the financial position of trade unions 152

41 SOURCE: COMPUTED FROM THE INFORMATION GIVEN BY THE UNION LEADERS OF THE UNITS UNDERSTUDY. NOTE : TOTAL UNIONS INTERVIEWED - 14 RESPONSES RECEIVED -12 ASEA BROWN BOVER1 LIMITED ATLAS CYCLE INDUSTRIES LIMITED BATA INDIA LIMITED BHARTIA CUTLER HAMMER LIMITED! CLUTCH AUTO LIMITED EICHER TRACTORS LIMITED ESCORTS LIMLTED K.G. KHOSLA LIMITED SUNBEAM CASTINGS 1 THOMSON PRESS INDIA LIMITED USHA INDIA LIMITED USHA TELEHOIST LIMITED NJ N* W Kl , ,940 12,888 8,136 -j hj -4 NO 30,696 20,664 8,280 60,120 9,816 1,09,680 16,824 o 256 o ^4 O NAME OF THE UNIT SUBSCRIPTION (PER MONTH) MEMBERSHIP TOTAL INCOME (ANNUAL) ( OM I l TATION OF TOTAL INCOME OF THE UNIONS UNDER STUDY TABLE-3,7(11 153

42 in the units under study, their distribution according to their income has been given in the Table -3.7 (I) and (II) TABLE (II) DISTRIBUTION OF INCOME OF THE TRADE UNIONS UNDER STUDY ACCORDING TO THEIR INCOME PER ANNUM INCOME GROUP (P.A.)* NUMBER OF UNIONS PERCENTAGE OF THE UNIONS 0-5, ,000-15, ,000-25, ,000-50, ,000-1,00, ,00,000 & ABOVE TOTAL SOURCE: NOTE * : COMPUTED FROM THE INFORMATION GIVEN BY THE UNION LEADERS OF THE UNITS UNDER STUDY. P.A. = PER ANNUM. A perusal of Tables 3.7 (I) and (II) makes it clear that out of 12 unions no union had an income below Rs per annum. Five unions (41.67%) have income between Rs. 5,OCX) - 15,000 per annum. There were only 3 unions i.e. 25% in the income group of Rs. 25,000 to 50,000 per annum. 2 unions (16.67%) have income between Rs. 15,000-25,000. Only one union (8.33%) has an income between 50,000 to one lakh and one union (8.33%) collects above one lakh. The majority of unions come under the income group below Rs. 15,000 per annum. The reasons for low income of the unions are that membership fee is the main source of income, low rate of membership fee, small number of members, irregularity in payment of membership fees, etc. As a result of financial weakness many unions 58.33% are unstable. They are not in a position to maintain regular offices for want of funds. They do not furnish their returns to the Registrar, Trade Unions, in time. In order to improve the financial position of the unions, it is desirable that membership fees might be increased and either the Government or management should give some grant-in-aid

43 to the unions (having minimum membership prescribed by the Government for this purpose) or the amount received by way of fines may be earmarked for this purpose. 3. OUTSIDE LEADERSHIP - If we peep into the Trade Union movement in the past it will be clear that in our country, The movement was started by political leaders who were outsiders from the point of view of the Trade Union Act. We find that almost all political parties have got workers wing of their own. This has led to outside leadership in Trade Unions. During the course of discussions some of the workers favoured outside leadership as their own leaders have not been strong or influential enough to negotiate with the employers in several cases. They are also afraid of victimisation. The employers also do not like to talk on equal terms with internal leaders. Outside leaders can exert some influence on employers through political parties. But the majority of the workers do not favour outside leadership for the reasons that they do not devote much time to solve the workers problems; they work with a selfish motive. They also try to give political tinge to each and every activity of the Trade unions. All the undertakings of Haryana under study are enjoying internal leadership with seven to fourteen internal officebearers. The main point for consideration is not whether the leader is an insider or outsider, but whether his motive for leadership is selfish or unselfish. A devoted outsider, working full time for his union, is better than a selfish insider. 4. PROBLEM OF UNITY - One of the biggest problems is of unity among ranks. Because of the factors like caste, creed, religion, language, customs, etc., the workers are divided into various groups. This has not only given rise to several problems but has also weakened the bargaining power of the unions. Of all the factors, the feeling of regionalism is perhaps the strongest factor which stands in the way of workers unity. This problem is more serious in big units of Haryana under study where the work-force is drawn from different communities and places. But in comparatively small units under study, this type