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ASSIGNMENTS

ADL- 35 : INDUSTRIAL RELATIONS AND LABOUR LAWS

Subject Name & Code : Industrial Relations and Labour Laws

Study Centre :
Permanent Enrollment Number (PEN):
Student Name :

INSTRUCTIONS

a) Students are required to submit three assignments

ASSIGNMENT DETAILS MARKS

Assignment A Five Subjective Questions 10
Assignment B Three Subjective Questions + Case Study 15
Assignment C Thirty Five Fill in the blanks 10

b) Total weightage given to these assignments is 40%.

c) All assignments are to be completed in your own hand writing/typed.
d) All questions are required to be attempted.
e) All the three assignments are to be completed by due dates (specified from time to time)
and mailed/given by hand for evaluation at the ACeL office Noida/your Study Centre.
f) The evaluated assignments can be collected from your study centre/ ACeL office after six
weeks. Thereafter, these will be destroyed at the end of each semester.

Signature : _________________________
Date : _________________________

( ) Tick mark in front of the assignments submitted

Assignment 'A' Assignment 'B' Assignment 'C'

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 ADL- 35: Industrial Relations and Labour Laws

Assignment 'A'

Notes: Marks : 10

All Questions carry equal Marks

Q.1 Discuss the impact of globalisation on the industrial relations scenario in India.

Q.2 What do you understand by the term “Collective Bargaining”? What are the various stages
during the process of bargaining?

Q.3 Explain the concept of “Quality of Working Life”. How does it effect the working climate of an
organisation?

Q.4 What do you understand by the term Productivity? How is grievance handling related to
productivity?

Q.5 “Participative style of management works as well with workmen cadre as it does with
managerial cadre”. Discus this giving an example of any Participative style of functioning
known to you.

ADL- 35: Industrial Relations and Labour Laws

Assignment 'B'

Notes: Marks : 15

Attempt all questions and the case study.

Q.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?

Q.2 Distinguish between Recognition and Registration of Trade Unions in view of existing labour
laws.

Q.3 Write short notes on:

a) Layoff Vs Retrenchment.

b) Conciliation Vs Adjudication.

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 CASE STUDY

Perfect Communications Limited

PCL was a marketing organisation 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 Dept. 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 in 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 Dept. She felt that probably other persons from HR Dept. 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 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 had
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.

Madhu lost her temper, as she thought that her gender did not come into the scheme of things at all, in
fact she had for long felt that employees took her for a “softie”. Kirpal then asked Madhu to speak to
GM. Madhu informed him that she had already checked with him and that he did not remember any
such errand.

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, he 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 apologised to Madhu that he had neither informed her the day before nor could he recollect it
when she rang up. He stated that he was too preoccupied with the union negotiations.

Kirpal stared menacingly towards Madhu, who kept her cool in the presence of her boss and

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apologised saying that the whole incident blew out of proportion due to the confusion as she had been
totally in the dark about it.

QUESTIONS FOR DISCUSSION :

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 behaviour in this case.

3. How do situations like this affect human behaviour ?

4. What can be done so that such situations do not recur ?

ADL- 35: Industrial Relations and Labour Laws

Assignment ‘C’

Notes: Marks: 10

Fill in the blanks

1. Any discontent or dissatisfaction, whether expressed or not and whether valid or not, arising out of
anything connected with the company that an 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 organisation 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.

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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 Union 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 office-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 if it is satisfied that it has instigated, aided,
or assisted the commencement or continuation of ___________________.

18. Office bearers and members of a recognised union have the right to enter into _______ settlement
wit 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
________________.

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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
superannuation, 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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