registration to a trade union he is under an obligation to state reasons for

Registration to a trade union he is under an

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registration to a trade union, he is under an obligation to state reasons for refusing to grant registration. The Societies of Registration Act, 1860, Co-operative Societies Act, 1912 and the Companies Act, 1956 do not apply to trade unions and registration thereof under any of these Acts is void ab initio. 4. Legal Status of Registered Trade Union: Upon the registration, a trade union assumes to a corporate body by the name under which it is registered. A registered trade union shall have perpetual succession and its common seal. A registered trade union is an entity distinct from
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the members of which, the trade union is composed of It enjoys power to contract and to hold property both moveable and immoveable and to sue and be sued by the name in which it is registered. Briefly explain the role of bargaining agent for negotiating industrial problems and disputes. Settlement of Disputes Whatever may be the cause of industrial disputes, the consequences are harmful to all stakeholders-management, employees, economy, and the society. For management, disputes result in loss of production, revenue, profit and even sickness of the plant. Employees would be hard hit as the disputes may lead to lockouts and consequent loss of wages and even jobs. Industrial establishments are pillars of the economy and the economy is bound to collapse if industries are tom by industrial strife. The cumulative effect of all these is felt by society. Methods of Settlement of Disputes A dispute, therefore, needs to be settled as early as possible. Various methods are available for resolving disputes. More important of them are: 1: Collective bargaining 2: Code of discipline 3: Grievance procedure 4: Arbitration 5: Conciliation 6: Adjudication 7: Consultative machinery
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Collective bargaining is probably the most effective method of resolving industrial disputes. It occurs when representatives of a labor union meet management representatives to determine employees’ wages and benefits, to create or revise work rules, and to resolve disputes or violations of the labor contract. The bargaining is collective in the sense that the chosen representative of the employees (i.e. the union) acts as a bargaining agent for all the employees in carrying out negotiations and dealings with the management. The process may also be considered collective in the case of the corporation in which the paid professional managers represent the interests of the stockholders and the board of directors in bargaining with the union leaders. On the employer side, it is also collective in those common situations in which the companies have joined together in an employer association for purposes of bargaining with a union. Approaches to Collective Bargaining Collective bargaining has been viewed from three perspectives: 1. As a process of social change, 2. As a peace treaty between the conflicting parties, and 3. As a system of industrial jurisprudence Collective bargaining benefits both employees as well as employers. This means
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