Industrial Relations

This discipline covers the relationship of employees with the organization and with each other. Industrial relations is concerned with anticipating, addressing and diffusing workplace issues that may interfere with an organization’s business objectives, as also with resolving disputes between and among management and employees. It includes the processes of analyzing the employer-employee relationship; ensuring that relations with employees comply with applicable central and local laws and regulations; and resolving workplace disputes. It also includes matters involving union issues, collective bargaining and ongoing union-management relations. The practice of counseling, disciplining and terminating employees falls within the domain of this discipline.

Articles

Industrial Relations Expertspeak: Labour Problems

By Anil Kaushik

21/10/2013

A new section titled "Industrial Relations Expertspeak" is being rolled out where frequently asked questions and answers related to labour issues will be addressed by Anil Kaushik, IR expert and  Chief...

Challenges in Building Proactive Solutions in Employee Relations

This white paper is written and consolidated by a SHRM India Panel of Experts in the area of Industrial Relations. It focuses on the identification of Trends, Challenges and Potential solutions in the current scenario and takes a predictive approach to the future of Industrial Relations in India.Industrial relations...

FAQs on Effective Handling of Workplace Harrassment

By Nandini Kantharaj
17/8/2012

What constitutes workplace harassment and workplace violence?

Workplace harassment &violence encompasses workplace behavior by supervisors,...

Research Papers

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Case Studies

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Tools & Templates

Sexual Harassment Policy and Complaint Investigation Procedure

Objective

The purpose of this policy is to define sexual harassment and provide procedures for the investigation of sexual harassment claims. All workers, including supervisors and managers, will be subject to severe discipline, up to and including discharge, for any act of sexual harassment they commit.  

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Employee Termination Policy and Procedure

1.0 POLICY

It is company policy to ensure that employee terminations are handled in a professional manner with minimal disruption to ongoing work functions.

There are three types of terminations:

a. Voluntary
b. Involuntary
c. Death

2.0 VOLUNTARY TERMINATIONS

2.1...

How do private-held companies in India usually handle notice period clause? Can remaining days in notice period be adjusted with earned leave balance?

A: The notice period (ranging from 30- 90 days) clause may differ for different levels of employees in the organization and is usually captured in the appointment letter. Typically, the notice period for middle and junior level employees tends to be shorter than that for leadership positions. Also, the notice period for...

Blogs

SHRM INDIA
The world of work is changing. Increasing globalization is constantly reshaping the contours of knowledge-driven economies and also belying the importance of Industrial Relations (IR). The changes have also brought along with it a number of strategic opportunities to improve prospects of both enterprises and employees. However, to seize the...
Subject Matter Expert
Everyone has sometime or the other been, favourably or otherwise, affected by a conflict. They have, in all likelihood, experienced conflicts and gained certain insights. This makes my task easier because you will find it easy to relate to what I am about to say and for the same reason, my task is also difficult because you probably have very firm...
SHRM INDIA
Everyone has sometime or the other been, favourably or otherwise, affected by a conflict. They have, in all likelihood, experienced conflicts and gained certain insights. This makes my task easier because you will find it easy to relate to what I am about to say and for the same reason, my task is also difficult because you probably have very firm...

Featured Books & Publications

23/12/2010 Scope—This article looks at some of the most common disruptive employee behaviors, identifies the potential risks to the organization if the behavior is not corrected, considers some of the reasons for such problems, and offers strategies for constructively managing the performance of difficult employees. The article also...