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The Industrial Disputes (Amendment) Act, 2010

The following Act of parliament received the assent of the President on the 18th August 2010. An Act further to amend The Industrial Dispute Act, 1947

Grievance Redressal Machinery:

* Every industrial establishment employing 20 or more workmen shall have one or more Grievance Redressal Committee for the resolution of disputes arising out of individual grievances.

* Grievance Redressal Committee shall be consist of equal numbers of members from the employer & the workmen.

* The total numbers of members of the Grievance Redressal Committee shall not exceed more than 6 (including 1 woman member)

* Grievance Redressal Committee may complete its proceeding within 30 days on receipt of a written application by or on behalf of the aggrieved party.

* The workman who is aggrieved of the decision of the Grievance Redressal Committee may prefer an appeal to the employer against the decision of Grievance Redressal Committee and the employer shall, within 1 month from the date of such appeal dispose off the same and send a copy of his decision to the workman concerned.

GRIEVANCE HANDLING:
Purposes of the Grievance Procedure: The primary purposes of a grievance procedure are to: (1) channel conflict into an institutionalized mechanism for peaceful resolution; (2) facilitate communication between labor and management regarding problems that arise in a collective bargaining relationship; (3) enable employees to complain with dignity knowing that there is a system of appeals leading to an impartial decision-maker; and (4) enforce compliance with the terms and conditions negotiated by the parties.

Handling Employee Grievance: The following checklist is provided as guidance when an employee comes to you with a complaint: CHECKLIST FOR HANDLING EMPLOYEE COMPLAINTS: PREREQUISITES: -Know the contract. -Make sure that meetings with employees to handle complaints are held in accordance with any contract provisions that regulate the time and/or location for such meetings. -Develop good listening and note taking skills. -Be prepared to spend the time to get the evidence and testimony to support your case and to refute management's case. -Treat all employees fairly and consistently. -Do not make judgments about the case to the employee or anyone else until you get the facts. -Keep good records of all transactions, oral and written, that occur from the time a complaint is brought to you until the case is resolved in the grievance procedure or in arbitration.

-Know who, when and how to ask for help.

The powers and duties of its officers and employees


Nalco became a presence in India during the late 1970s, but in 1987 that presence was boosted with the incorporation of Nalco Chemicals India Limited. From the main headquarters in Pune, Nalco also manages district offices in Mumbai, Baroda, Calcutta, Delhi, and Madras. Programs in India are developed to focus on the local needs and conditions of each geographical area. Our state of the art manufacturing plant in Konnagar, West Bengal produces a full range of blended formulations and is further enhanced by the fact that it is the only specialty chemical company in India to be ISO 9001:2008 certified.

In 2010, Nalco opened a new corporate office and research and development facility in Pune, India. The $8.5 million, 60,000-square foot facility serves as the headquarters for sales, marketing and supply chain for Nalco Water India Ltd. as well as housing a new, state-of-the-art technology and innovation center. The Pune laboratory will eventually employ more than 100 engineers and chemists, three quarters of who will have advanced degrees. The powers and duties of the officers and employees of the Company stems mainly from the provisions of the Companies Act, 1956 and Memorandum & Articles of Association of the Company. The officers and workmen of the Company carry out the business operations of the Company in line with the objectives specified in the Memorandum of Association of the Company.

While discharging duties and responsibilities, officers and workmen of the Company are complying with applicable provisions of the all applicable statues and rules and regulations framed thereunder.

Since NALCO is a Government Company registered under the provisions of the Companies Act, 1956, the powers and duties of its Directors and conduct of its business is regulated by the provisions of the Companies Act, 1956, the Memorandum and Articles of Association of the Company and other enactment under various laws.

Being registered under the Companies Act, 1956, as per the Articles of Association of the Company, the powers to manage the affairs of the Company rest with the Board of Directors. The Board of Directors has authorized the Chairman and Managing Director to exercise all or any of the powers vested in the Board for the management and administration of the company except certain matters for which the approval of the Board and the President of India or the shareholders shall be necessary as the case may be. The Chairman & Managing Director, in turn, has delegated various powers upto certain limit to the officers of the Company.

The business of the Company is regulated and controlled by the Board of Directors of the Company subject to compliance of conditions stipulated by the Department of Public Enterprises, Ministry of Industry, Government of India regarding Navratna powers.

The Board of Directors of the Company have delegated certain powers to the Chairman-cum-Managing Director and other functional Directors of the Company for smooth functioning of day to day affairs of the Company..

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