MBA- IR Project

2016P.HARI SHANKAR A STUDY ON“INDUSTRIAL RELATIONS” WITH REFERENCE TO RASHTRIYA ISPAT NIGAM LTD VISAKHPATNAM STEEL PLANT A REPORT SUBMITTED BY P.HARI SHANKAR Under the esteemed guidance of Mr. O. RAM MOHAN RAO AGM (MD)HRD Mr. K.SANJEEVA RAO DGM (HR)-IR RINL, VISAKHAPATANAM. In partial fulfillment for the award of degree of “BACHELOR OF BUSINESS MANAGEMENT” IN SREE KASYAP DEGREE COLLEGE DECLARATION I hereby declare that this project entitled “INDUSTRIAL RELATIONS” with reference to “RASHTRIYA ISPAT NIGAM LIMITED, VISAKHAPATNAM” is the original work done by me and submitted to SREE KASYAP DEGREE COLLEGE in partial fulfillment of the requirement for the award of the degree of BACHELOR OF BUSINESS MANAGEMENT and this has not been submitted to any other university or publication any time . PLACE: VISAKHAPATANAM DATE: SIGNATURE P.HARI SHANKAR CERTIFICATE This is to certify that the Project Work titled “A STUDY ON THE INDUSTRIAL RELATIONS AT VISAKHAPATNAM STEEL PLANT” with reference to VISAKHAPATNAM STEEL PLANT (RINL) is a bonafied work carried out by P.HARI SHANKAR of SREE KASYAP DEGREE COLLEGE, RAMATALKIES,VISAKHAPATNAM in partial fulfillment for the award of degree of BBM affiliated to ANDHRA UNIVERSITY VISAKHAPATNAM, has been done under my guidance and to the best of my knowledge it is their original work. Place: Visakhapatnam Date: O.R.M Rao AGM (MD)HRD It is my privilege to thank Mr. ACKNOWLEDGEMENT I feel it is my duty and honour to acknowledge all those who have extended their guidance and warm support in completing my Project Work. HR). Firstly. I thank Mr. I thank Mr. (P.HARI SHANKAR) .SANJEEVA RAO (IR. AGM (MD) HRD Group in RINL for providing state of the art facilities experienced and talented faculty members. O.P. K. for his continuous support and encouragement in my endeavor and underwhose guidance I could make a thorough and complete copy of my Project Work.NARISIMHAN sir for providing Valuable information for my Project Work. Secondly. RAM MOHAN RAO SIR. SUGGESTIONS & CONCLUSION BIBLIOGRAPHY QUESTIONNARE . OBJECTIVES 3. CONTENTS CHAPTER-I 1. LIMITATIONS CHAPTER-II INDUSTRY PROFILE CHAPTER-III COMPANY PROFILE CHAPTER-IV THEORETICAL FRAME WORK CHAPTER-V DATA ANALYSIS AND INTERPRETATION CHAPTER-VI SUMMARY. NEED OF THE STUDY 4. INTRODUCTION 2. FINDINGS. METHODOLOGY 5. economic. political and legal variables”. But the concept has a wide meaning. the problem of Industrial Relations has achieved more prominence. and the institutions and associations through which such interactions are mediated. –P. employees and the government. industrial relation is a “set of functional interdependence involving historical. The field of industrial relations looks at the relationship between management and workers. The increased popularity of this aspect of Human Resource Management is due to one single factor that it deals with people who are the base of Industry . occupational.a class of people that makes things to happen. demographic. Subba Rao Industrial relations are the relationships between employees and employers within the organizational settings. socio-psychological. When taken in the wider sense. CHAPTER-I INTRODUCTION OBJECTIVE NEED FOR THE STUDY METHODOLOGY LIMITATIONS INTRODUCTION Definitions Industrial relation means the relationship between employees and management in the day-to-day working of industry. Industrial relations are basically the interactions between employers. . technological. particularly groups of workers represented by a union. Out of all the Human Resource Management problems that have emerged on the corporate forefront in recent times. But the relations that influence such a small segment of workers have a far-reaching implication not only on the attitude of un-organized workers but on economy as a whole. Scenario-1: A sweet heart relationship scenario representing Industrial peace and harmony characterized by • Mutual trust • Mere perfect collaboration and • Even “collusion with unions” Scenario-2 :A “cat and Dog” scenario. lock-outs. Scenario-4: A “peace in the Grave” or “Marriage of convenience” situation characterized by • Apparent peace • Patching of an issue • Self-out of managerial authority . Indian Industrial Relations Spectrum The spectrums of “Industrial Relations” scenario in India today present four distinct pictures. Industrial Relations is concerned with the relationship between management representing the holders of capital and. type of trade unions. the country with its vast population has very less percentage of working class and out of this only one fourth are organized. employment opportunities. Government Legislation’s and economic conditions. work-stoppages and strikes. which is rapidly transforming from the agrarian system to the Industrial system. characterized by • Complete distrust • Mutual blackmailing on issues and • Product losses Scenario-3: A “Blow-hat. The type of Industrial Relations in a country depends upon the Technological advancement. resulting in frequent conflict. Coming to India. Blow-cold” scenario somehow pulling along relationship characterized by • Sometime peace • Sometime conflict • Most of the organizations fit into this category. Industrial unrest generally arise when the employers’ demand from the workers and other benefits. . Trade unions are formed for safeguarding the economic and social interests of the workers. Government:- The Government exerts an important influence on industrial relations through such measures as providing employment. non-executives who are educated will influence the expected IR scenario. intervening in working relationships and regulating wages. known as trade unions are political institutions. bonus and working conditions through various laws relating to labour. Workers and their Organizations:- The personal characteristics of workers. OBJECTIVES • Since VSP is a government sector origination having heavy production units. qualifications. attitude towards work. Workers’ organizations. They put pressure on the management for the achievement of these objectives. there will be a streamed lined producer of IR management. skills. educational attainments. their culture. industrial relations are the outcome of the employment relations in industry. These associations put pressure on the trade unions and the government. etc… play an important role in industrial relations. They also participate in tripartite bodies constituted by the government to regulate industrial relations. They provide employment to workers and try to regulate their behavior for getting high productivity from them. • The vast work force indicates executives.Major Players to Industrial Relations: Simply stated. Thus. Employers and their Organizations:- The Employers are a very important variable in industrial relations. The government of a nation influences these relations to a great extent. there are three major players in industrial relations. In order to increase their bargaining power employers in several industries have organized Employers’ Associations. The government keeps an eye on both the trade unions and employers’ organizations to regulate their activities in the interest of the nation. • As IR management plays a crucial role in VSP. • To study different mechanism adopted by the company in foreseeing the IR eventually for maintaining balance to attain favorable IR situation NEED OF STUDY • RINL is one of the leading companies in iron and steels. so IR here plays a prominent role. • It has a man power of 18000 employees working. • Out of which nearly more than 12000 belong to the non-executives and the remaining belong to the executives.• since many of the jobs are offloaded taking the help of the contract laborer. • To study about the IR in time is the right place. the IR scenario is also excepted to have multifold dimensions in the company due to the presence of many contract laborer • In view well established welfare measures. • Even it has 22 unions for contract employees working in RINL. . satisfactory wages and other fridge benefits. it is also expected that the wants and demands of the employees at large may have a unique IR situations. • RINL (Vizag steel) have 24 general registered unions. • Elaborate study was not possible due to lack of financial resources. The study was carried out by collecting. Following are the few constraints faced during the study:- • One of the most limiting factors for a thorough and complete study of the subject has been the insufficient period of study. In-house Magazines and Internet regarding the Industry and company profile and also about Industrial Relations events in Visakhapatnam Steel Plant right from its inception. non-executives and trade union leaders. non-executives and trade union leaders towards their role in maintaining the cordial Industrial Relations. • The survey was conducted on the sample based upon random selection which has its own defects. • Also the data is described in various charts and also have been interpreted. • The data collected is analyzed to know the perception of executives. METHODOLOGY • The Project entitled “Industrial Relations at Visakhapatnam Steel Plant” was carried out for 6 weeks at Visakhapatnam Steel Plant. observations and conclusions expressed here are collected by survey and literature provided by Visakhapatnam Steel Plant. LIMITATIONS The data opinions. analyzing the data collected both from Primary and Secondary sources. • Executives are not available because they were involved in various activities. employees and trade union leaders. • Secondary data is collected from Company Records. • Primary Data was collected by discussions with managers. • The size of the sample representing the universe is very small. . A Questionnaire was prepared and administered on a sample of 50 containing executives. the smiths in the Middle East developed techniques to produce sharp and flexible steel blades. The demand too has not improved to significant levels. The level of per capita consumption of steel is treated as an important index of the level of socio-economic development and living standards of the people in any country. iron was a very popular metal and it was used all over the globe. HISTORY OF STEEL: Steel was discovered by the Chinese under the reign of Han dynasty in 202BC till 220AD. the process of making steel from iron spread to its south and reached India. The Chinese people invented steel as it was harder than iron and it could serve if it is used in making weapons from china. High quality steel was being produced in southern India in as early as 300BC. smiths in Europe came to knowabout a new process of cementation to produce steel.Prior to steel. THE GLOBAL STEEL INDUSTRY: . Steel industry was in the vanguard in the liberalization of the industrial sector and has made rapid strikes since then.around 9th century AD. Even the time period of around 2to 3 thousand year before Christ is termed as Iron Age as iron was vastly used in that period in each and every part of life. At the same time the domestic steel industry was facing new challenges. Output has increased. In 17th century. The litmus of the steel industry will be to surmount these difficulties and remain globally competitive. the industry has moved up in the value chain and exports have raised consequent to a greater integration with the global economy. CHAPTER II INDUSTRIAL PROFILE INDUSTRIAL PROFILE INTRODUCTION Steel is crucial to the development of any modern economy and is considered to be the backbone of human civilization. The current global steel industry is in its best position in comparing to last decades. The price has been rising continuously. The demand expectations for steel products are rapidly growing for coming years. The shares of steel industries are also in a high pace. The steel industry is enjoying its 6th consecutive years of growth in supply and demand. And there is many more merger and acquisitions which overall buoyed the industry and showed some good results. The supreme crisis has led to the recession in economy of different countries, which may lead to have a negative effect on whole steel industry in coming years. However steel production and consumption will be supported by continuous economic growth. Iron and steel making as a craft has been known to India for a long time. However, its production in significant quantities is known only after 1900. Steel Industry in India: Steel has been the key material with which the world has reached to a developed position. All the engineering machines, mechanical tools and most importantly building and construction structures like bars, rods, channels, wires angles etc… are made of steel for its features being hard and adaptable. After independence, successive governments placed great emphasis on the development of an Indian steel industry. In financial year 1991, the six major plants, of which five were in the public sector, produced 10 million tons. The commissioning of Tata Iron & steel company’s production unit at Jamshedpur, Bihar in 1911-12 heralded the beginning of modern steel industry in India. Following independence and the commencement of five year plans, the government of India decided to set up four integrated steel plants at Rourkela, Durgapur, Bhilai, and Bokaro, the Bokaro steel plant was commissioned in 1972.The most recent addition is a 3MT integrated steel plant with modern technology at Vishakhapatnam. Steel authority of India (SAIL) accounts for over 40% of India’s crude steel production. SAIL owns mines and subsidiary companies. Production capacity have recorded a year-on- year growth rate of 13.4% ,15.7% ,11.7% ,in net sales operating profit and net profit, respectively ,during the second quarter of 2007-2008. Soaring demands by sectors like infrastructure, real estates and automobiles, at home and abroad, has put India’s steel industry on the world steel map. Steel production in India: India is one of the few countries where the steel industry is poised for rapid growth. Steel production of India accounted for 14.33million tons in 1990-19991, which gradually increased to 36.12 million tons in 2003-2004.today India plays a significant role in the production of steel in the world. Steel demand continued to remain upbeat in 2008-2009 with consumption of finished steel growing by decent 6.8%during April-May 2008.during April 2008 finished steel output rose by modest 3.8%.further in may it increased by 5.2%.aggregate production growth during April-May stood at 5.1% in view of no major capacities coming on stream we estimate finished steel production to touch60 million tons in 2008-2009.in the event of an upward revision in the figure of 2007-2008,tha actual growth in steel production in 2008-2009 would turn out to be less as compared to our estimates. Major players of Steel in India: Public sector: Steel authority of India Limited (SAIL) It is a company registered under the Indian companies act, 1956and is an enterprise of the government of India. It has five integrated steel plants at Bhilai (Chattisgarh), Rourkela (Orissa), Durgapur (West Bengal), Bokaro (Jharkhand),and Burampur(West Bengal). SAIL has three special and alloy steel plant at Salem (Tamil Nadu) and Visvesvaraya iron and steel plant at Bhadravati (Karnataka). Rashtriya Ispat Nigam ltd. (RINL) RINL , the corporate entity of Vishakhapatnam steel plant is the first shore based integrated steel plant located at Vishakhapatnam in Andhra Pradesh. The plant was commissioned in August 1992 with a capacity to produce 3 Million Tonnes per Annum of liquid steel. RINL has prepared a road map to expand the plant’s capacity up to 16 MTPA in phases. Metal scrap trade corporation ltd. (MSTC) MSTC Ltd. was set up on the 9 th September, 1964 as a canalising agency for the export of scrap from the country. The company has also established an e-auction portal and undertakes e-auction of coal, diamonds and steel scrap and developed an e-procurement portal in house. Ferro Scrap Nigam ltd. (FSNL) FSNL is a wholly ltd. owned subsidiary OF MSTC Ltd. with a paid up capital of 200 lakh. The company undertakes the recovery and processing of scrap from slag and refuse dumps in the nine steel plants at Rourkela, Burampur, Bhilai, Bokaro, Visakhapatnam, Durgapur, Dolvi, Duburi and Raigarh. The company is also providing steel mill services such as scarfing of slabs, handling of BOF slag, etc. Factors holding back the Indian Steel Industry: • Energy supply. • Problems procuring raw materials inputs. • Inefficient transport system. Steel Plants with Foreign Collaborations Collaboration Capacity of Finished S No Plant Steel Products Rourkela Steel Plant West Germany Bhilai Steel Plant Erstwhile USSR Durgapur Steel Plant Britain Bokaro Steel Plant Erst USSR Annual Production at Steel Plants Collaboration Capacity S Plant of Finished Steel Annual Production No Products Rourkela Steel Plant West Germany 7,20,000 tonnes Bhilai Steel Plant USSR 7,70,000 tonnes Durgapur Steel Plant Britain 8,00,000 tonnes . enhancement of Ex-gratia from 5 lakhs to 15 lakhs rupees etc. 3 07. stopped work demanding filing the vacancies caused due to separations. HR-IR Section arranged for Police and CISF to maintain Law and Order.2016 DHARNA BY SPCLU(CITU) AT ED(W) BUILDING Steel Plant Contract Labour Union (CITU) staged a dharna at ED(W) building from 4. citing toughness of the nature of job at CCD.06. Steel Plant Contract Labour Union (CITU) issued a pamphlet appealing to the contract workers to participate in a dharna being organized at ED(W) building at 4.00 PM on 03. As a result.06.00 PM to 5. The HR-IR section has informed to Police and CISF to make adequate bandobust arrangements to maintain Law and Order on the above date. they submitted a memorandum to HOD Town Admn deptt on the above issues.00 PM to 5. Around 1000 contract workers were present and raised slogans demanding continuation of contract workers even though contractor changes. No untoward incident was reported. No untoward incident was reported.2016 DHARNA BY SPCLU(CITU) IN FRONT OF TOWN ADMN BUILDING Steel Plant Contract Labour Union (CITU) staged a dharna in front of Town Admn building from 5.2016 (Friday) on the issues of continuation of contract workers even though contractor changes. Later. HOD & HR executives are discussing with representatives . Later. 4 08. a few contract labour union representatives met ED(Works)I/c and submitted a memorandum on the above issues. alternate scheme for retiring contract workers. all the machines were closed which affected production.Sl Date Work Stoppage No 1 02. alternate scheme for retiring contract workers.2016 Work stoppage at SMS-1 CCD Workers in ‘B’ Shift of SMS-1 CCD. alternate scheme for retiring contract workers.30 PM today on pending issues of contract workers.30 PM today on pending issues of contract workers.2016 PROPOSED DHARNA BY SPCLU(CITU) AT ED(W) BUILDING Today.06. Around 50 contract workers were present and raised slogans demanding continuation of contract workers even though contractor changes. HR-IR Section arranged for Police and CISF to maintain Law and Order. enhancement of Ex-gratia from 5 lakhs to 15 lakhs rupees etc. enhancement of Ex-gratia from 5 lakhs to 15 lakhs rupees etc.06.06. 2 03. Hind Mazdoor Steel Employees Union (HMS) issued a pamphlet requesting the employees to participate in a dharna being organized near TTI building from 8.00 AM to 9. from the 3 major Unions for resolving the issue.2016 DHARNA BY HIND MAZDOOR STEEL EMPLOYEES UNION (HMS) NEAR TTI BUILDING Hind Mazdoor Steel Employees Union (HMS) staged a dharna near TTI building from 8. 7 15. They have appealed the employees to assemble at TTI Junction on 13.06. 8 16/05/2016 • Contract Workers struck work in CO&CCP It is reported that 78 contract workers of M/s Multi Tech Constructions in Coke Ovens Batteries (Refractory and Mechanical area) struck work from 14/05/2016 onwards demanding payment of full and final settlement over and above the statutory amount from the previous contractor M/s Monisha Constructions.2016 (Wednesday) on the issues of 20% HRA on new basic. HR-IR section has informed Police and CISF for bandobust to maintain Law & Order.06.06. 6 14.2012 at SMS department. M/s Monisha Constructions . 5 11. The HR-IR section has informed to Police and CISF to make bandobust arrangements to maintain Law and Order and ensure free flow of traffic on the above date.00 AM to pay tributes to the 19 employees sacrificed their lives for the Plant.00 AM on 15. implementation of pension scheme etc. removal of ceiling on gratuity. HR-IR Section arranged for Police and CISF to maintain Law and Order.06. removal of ceiling on gratuity. implementation of pension scheme for non- executives etc.2016 • Steel Plant Employees Union (CITU) has issued a pamphlet today on the issue of 19 employees died in the accident occurred on 13. They have requested the employees not to compromise on safety norms in present and future also.06.2016 PROPOSED DHARNA BY HMS NEAR TTI BUILDING Today. Around 60 union cadre members were present and raised flags and slogans on the above mentioned issues.00 AM to 9.2016 at 8.06. No untoward incident was reported.00 AM today on the pending issues of 20% HRA on new basic. 2016 for submission of “Mass Memorandum” to the CMD on the issues of 20% HRA on new basic. It was informed by the contractor that four contract workers from the striking group manhandled three supervisors of M/s Multi Tech Constructions on 16. M/s Multi Tech Constructions have put up a notice of “No Work.05.05.Admn. Pension Scheme and lifting of ceiling on Gratuity.05. 10 18/05/2016 . There was no untoward incident on account of the above. remove ceiling on Gratuity and implementation of Pension Scheme for non-executive employees.30 PM and reached Main. Zonal HR advised the Engineer I/c to obtain proof of final settlement payment by M/s Monisha Constructions.Building.2016. Steel Plant Employees Union (CITU) issued a pamphlet appealing to the employees to gather at Main Gate at 5. • PROPOSED SUBMISSION OF MASS MEMORANDUM TO CMD BY CITU Today. A few prominent leaders of the union met CMD in his office and submitted a memorandum on the issue of 20% HRA on revised basic.” The agency has been advised to make the contingency plan to carry out emergent job. • WORK STOPPAGE BY CONTRACTORS CONTINUED IN CO&CCP Further to the IR report dt. The agency has submitted a letter to the Engineer In-charge recommending for the cancellation passes of the four workers who have manhandled the supervisors.16.2016. HR-IR Section arranged for Police and CISF and monitored the rally. No Pay. the work stoppage of the contract workers of M/s Multi Tech Constructions in CO&CCP continued today also.2016 for assisting the CRG Department in completing some emergency job in the night of 16.05. The HR-IR section has informed to Police and CISF to make adequate bandobust arrangements to maintain Law and Order on the above date 9 17/05/2016 • STEEL PLANT EMPLOYEES UNION (CITU) MET CMD AND SUBMITTED A MEMORANDUM The Steel Plant Employees Union (CITU) organized a rally with the participation of around 200 supporters of CITU Union from Central Stores Junction at 5. stated that they have remitted the amount through bank as per statute to the contract workers.30 PM on 17. e. The Contractor was advised to take necessary action and get the work resumed. Union leaders from all the three major unions persuaded the workers to resume the work. But workers did not agree.30 PM on the issues of Minimum Wage of Rs. The workers were called to Police Station for interrogation. However. payment of enhanced bonus with arrears etc.00 PM on 19. PROPOSED RALLY AND PUBLIC MEETING BY SPCLU(CITU) Today. Union leaders from all the three unions persuaded the workers to resume the work.15000/.per month. changes in issue of gate passes. Subsequently. The Contractor was advised to take adequate action and get the work resumed.2016 (Thursday) and public meeting at Main Gate at 5. 12 20/05/2016 WORK STOPPAGE BY CONTRACTORS CONTINUED IN CO&CCP Further to the IR report dated 19/5/2016. Today (i. Steel Plant Contract Labour Union (CITU) issued a pamphlet requesting the contract workers to participate in a rally being organized from Central Stores Junction at 4.payment of additional amount over and above the final settlement payable as per rules by the earlier contractor M/s Monisha Constructions. the contractor has lodged a police complaint on 19/05/16 evening. 20/05/16). 11 19/05/2016 • WORK STOPPAGE BY CONTRACTORS CONTINUED IN CO&CCP The contract workers of M/s Multitech Constructions continued the work stoppage today also on the issue of non. the contract workers of M/s Multitech Constructions continued the work stoppage today also on the issue of payment of additional final settlement amount by the earlier contractor M/s Monisha Constructions.05. • POSTPONEMENT OF THE RALLY AND PUBLIC MEETING BY SPCLU(CITU) Steel Plant Contract Labour Union (CITU) postponed its rally and public meeting which was scheduled today due to rains. enhancement of Ex-gratia from 5 lakhs to 15 lakhs rupees. against 4 contract workers who have allegedly manhandled 3 supervisors of M/s Multitech on 17/05/16. The HR-IR section has informed to Police and CISF to make adequate bandobust arrangements to maintain Law and Order on the above date. the stoppage of work is continuing and the . but the workers did not agree. 05. It is reported that discussions were held among the site leaders of INTUC. 15 24/05/2016 WORK RESUMUMED BY CONTRACT WORKERS IN CO&CCP Further to the IR report dated 23/05/2016 the contract workers of M/s Multitech Constructions in CO&CCP Department resumed work from B-Shift on 24/05/2016. agency has been instructed by the CRG department to carry out the emergency works. A meeting was planned in the Conference hall of CO&CCP with ED (Services) today at 4. Steel Plant Contract Labour Union (CITU) and Visakha Steel Project Contract Workers Union(AITUC) issued pamphlets separately appealing to the contract workers to participate in the following programmes on the issues of . Today. the contract workers of M/s Multitech Constructions continued the work stoppage today also on the issue of payment of additional final settlement amount by the earlier contractor M/s Monisha Constructions. the work was not resumed. but the work has not been resumed. 14 23/05/2016 WORK STOPPAGE BY CONTRACTORS CONTINUED IN CO&CCP Further to the IR report dated 21/5/2016.2016 • PROPOSED RALLY AND PUBLIC MEETING BY SPCLU(CITU) AND DHARNA BY VSPCWU(AITUC) Today.45 PM to discuss on the issue. 16 28. the necessary pro-forma was issued to the contract agency by DGM(CRG)-CO&CCP to process for cancellation of the gate passes issued to all contract workers under the agency. the contract workers of M/s Multitech Constructions continued work stoppage on the issue of payment of additional final settlement amount by the earlier contractor M/s Monisha Constructions. AITUC and CITU to sort out the issue. 13 21/05/2016 WORK STOPPAGE BY CONTRACTORS CONTINUED IN CO&CCP Further to the IR report dated 20/5/2016. However. 06.2016 8. After the rally.30 PM Public Meeting at Main Gate Visakha Steel Project 31. 17 30.20167.2016 RALLY AND PUBLIC MEETING BY SPCLU(CITU) Steel Plant Contract Labour Union (CITU) organized a rally with around 1000 contract workers from Central Stores Junction to Main Gate at 5. HR-IR Section arranged Police and CISF to maintain Law and Order .05.per month.00 PM today demanding resolving the pending issues. contract labour such as Minimum Wage of Rs.15.for contract workers Date Time Activity 08.2016 Main Gate 5.06.2016 8. Building Contract Workers Union (AITUC) The HR-IR section has informed to Police and CISF to make adequate bandobust arrangements to maintain Law and Order on the above dates.15000/. Union Date Time Activity Steel Plant Contract 4. improvement of medical facilities in VSGH and Pedagantyada Hospital etc.00 AM Dharna at Main Gate The HR-IR section has informed to Police and CISF to make adequate bandobust arrangements to maintain Law and Order on the above dates. • PROPOSED DHARNA BY VUSS(TNTUC) Visakha Ukku Shramika Sangham (TNTUC) issued a pamphlet today appealing to the employees and contract workers to participate in the dharna programmes as follows on the issues of 20% HRA on new basic.30 AM Dharna at Admn. The union also demanded minimum wage of Rs.05.00 AM Dharna at BC Gate 14. remove ceiling on Gratuity. they held a meeting at Bus Stop near Main Gate which was addressed by Contract Labour Union leaders belonging to CITU.00 PM Rally from Central Stores to Labour Union (CITU) 30. continuation of contract workers even though contractors change etc. PROPOSED DHARNA BY YSRTUC YSRTUC union is planning to organize a dharna programme at Hill .05. allotment of Quarters to displaced persons in Ukkunagaram.000/. At the time of preparation of this report the meeting is still in progress. to make alternate scheme on retirement of contract workers who contract labour issues. 15. to make alternate scheme on retirement of contract workers. remove ceiling on Gratuity.2016 at 8. implementation of Pension Scheme.05.per month. Top Junction on 31. building from 8.00 AM to 9. The HR-IR section has informed to Police and CISF to make adequate bandobust arrangements to maintain Law and Order on the above date. Around 30 union cadre members were present and displayed placards and raised slogans on the issues of 20% HRA on new basic.00 AM to 9.00 AM today on the pending issues of regular employees. etc.05. remove ceiling on Gratuity. 18 31. . continuation of contract workers even though contractors change. No untoward incident was reported.000/. implementation of Pension Scheme.00 AM on the issues of 20% HRA on new basic. Visakha Steel Project Contract Workers Union (AITUC) staged a dharna near Admn. Around 200 contract workers were present and raised slogans on the issues of Minimum Wage of Rs. etc.00 AM today on the pending issues of contract worker. etc.2016 DHARNA BY YSRTUC & VSPCWU(AITUC) YSRTUC staged a dharna near Hill Top Junction from 8.00 AM to 9. HR-IR Section arranged for Police and CISF to maintain Law and Order. VSP has envisaged a labour productivity of 265 tons per man year of liquid steel.600. Background With a view to give impetus to industrial growth and to meet the aspirations of the people from Andhra Pradesh. Bestowed with modern technologies.16 km south west of city of destiny i. Myanmar. Having total manpower of about 16. USA. The foundation stone for the plant was laid by Smt. The construction of the plant was started on 1 st February 1982.e. CHAPTER III COMPANY PROFILE COMPANY PROFILE Introduction: Visakhapatnam steel plant (VSP). the first coast based steel plant of India is located. 1979 for setting up of an integrated steel plant to produce structural & long products on the basis of detailed project report prepared by M/s M. and South east Asia.01.DIN. Visakhapatnam steel plant has become the first integrated steel plant In the country to be certified to all the three international standards for quality (ISO-9001) for environment management (ISO-14001) & for Occupational health & safety(OHSAS-18001). Visakhapatnam. Indira Gandhi.BS etc.BIS.656 Million Tones of saleable steel. Government of India decided to establish integrated steel plant in public sector at Visakhapatnam. Government of India on 18th February 1982 formed a new company called Rashtriya Ispat Nigam ltd. China. Middle east. Dastur & Company. The announcement to this effect was made in the parliament on 17th april”1970 by the then prime minister of India late Smt. VSP has an installed capacity of 3 million tons per annum of liquid steel and 2. (RINL) .N. Visakhapatnam exports quality pig iron & steel products to Srilanka. Indira Gandhi on 20. An agreement was signed between governments of India and the erstwhile USSR on June 12th.1971.VSP products meet exacting international quality standards such as JIS. Nepal. Technology: state-of-the-art. to RINL. commissioning & operating the plant at Visakhapatnam from steel authority of India Ltd. .and transferred the responsibility of constructing.V. Narasimha Rao on 1st August 1992. The plant was dedicated to the nation by the then prime minister of India late Sri P. • 7 meter tall coke oven batteries with coke dry quenching. • Suppressed combustion –LD gas recovery system.• Bell-less top charging system in blast furnace. • 100% slag granulation at the BF cast house. • 100% continuous casting of liquid steel • . . Through captive power plant. AP .5 MW. Visakhapatnam steel plant is supplying 60 MW power to Andhra Pradesh state electricity board. Water supply: An operational water requirement of 36 Mgd is being met from the yeluru water supply scheme. The capacity of the power plant is 286. • Temporal and stelmor cooling in LMMM & WRM respectively. • Comprehensive pollution control measures. MP BF lime stone Jaggayyapeta. Major Resource of Raw Material: Raw material Source Iron ore lumps & fines Bailadilla. Power supply: Operational power requirement of 180 to 200 MW is being met. • Extensive waste heat recovery systems. AP Manganese Chipurupalli. AP SMS dolomite Madharam .400 2 furnaces of 3200cu. angles Coal tar Ammonium sulphate Beams Anthracite oil Squares Hp naphthalene Flats Benzene Rounds Toluene .0 mt stage) capacity(‘000 T) Coke ovens 2. AP Boiler coal Talcher. SMS lime stone Middle East BF dolomite Madharam.mtr.volume each Steel melt shop 3. Orissa Coking coal Australia Medium coking coal(MCC) Gidi/ swang/ rajarappa/ kargali. Major units: Department Annual Units(3.256 2 sinter machines of 312 sq. mtrs grate area each Blast furnace 3.mtr.261 Batteries of each 67 ovens &7 mtrs height Sinter plant 5.000 3 ld converters each of 133cu.volume and six 4 strand bloom casters Main Products of VSP Steel products By-products Blooms Nut coke Granulated slag Billets Coke dust Lime fines Channels. Re-bars Zylene Wire rods Wash oil Vision: • To be a continuously growing world class company we shall • Harness our growth potential and sustain profitable growth. • Deliver high quality and cost competitive products and be the first choice of customers. • Create an inspiring work environment to unleash the creative energy of people. • Achieve excellence in enterprise management. • Be respected corporate citizen, ensure clean and green environment and develop vibrant communities around us. Mission: • To attain 16 million ton liquid steel capacity through technological up-gradation, operational efficiency and expansion; augmentation of assured supply of raw materials; to produce steel at international standards of cost and quality; and to meet the aspirations of the stakeholders. Objectives: • Expand plant capacity to 6.3Mt by 2011-12 with the mission to expand further in subsequent phases as per Corporate Plan • Revamping existing Blast Furnaces to make them energy efficient to contemporary levels and in the process increase their capacity by 1 Mt, thus total hot metal capacity to 7.5 Mt • Be amongst top five lowest cost liquid steel producers in the world • Achieve higher levels of customer satisfaction • Vibrant work culture in the organization • Be proactive in conserving environment, maintaining high levels of safety & addressing social concerns. Core Values • Commitment • Customer Satisfaction • Continuous Improvement • Concern for Environment • Creativity & Innovation Visakhapatnam Steel Plant takes all necessary actions for the fulfillment of regulatory requirements. It has dedicated departments for this purpose. Energy conservation, environmental preservation, safety in work place, and occupational health gets highest priority in the company. Some of the policies in this regard are reproduced below: Quality Policy Visakhapatnam Steel Plant Employees are committed to meet the needs and expectations of our customers and other interested parties. To accomplish this, they will • Supply quality goods and services to customers’ delight. • Achieve quality of the products by following systematic approach through planning, documented procedure and timely review of quality objectives. • Continuously improve the quality of all materials, processes and products. • Maintain an enabling environment, which encourages teamwork and active involvement of all employees with their involvement. Environment Policy Visakhapatnam Steel Plant carrying out its operations without harming to the environment. To accomplish this, they will • Document, implement, maintain and continuously review the environmental management system. • Comply with all the relevant environmental legislations, regulations and other requirements. • Ensure continual improvement in the environmental performance and prevention of pollution by minimising the emissions and discharges. • Maintain a high level of environmental consciousness amongst employees. • Review the environmental objectives and targets on a continuous basis. Energy Policy Visakhapatnam Steel Plant is committed to optimally utilize various forms of energy in a cost-effective manner to effect conservation of energy resources. To accomplish this, they will • Monitor closely and control the consumption of various forms of energy through an effective Energy Management System. • Adopt appropriate energy conservation technologies • Maximise the use of cheaper and easily available forms of energy. OSHAS Policy Visakhapatnam Steel Plant is committed to occupational health and safety of employees and contract workers. To accomplish this, the will • Document, implement, maintain and periodically review the occupational health and safety management system including the policy • Comply with all the relevant occupational health and safety legislations, regulations and other requirements. • Ensure continual improvement in the environmental performance and prevention of pollution by minimising the emissions and discharges. • Maintain a high level of environmental consciousness amongst employees. • Review the environmental objectives and targets on a continuous basis. Human Resource Policy Visakhapatnam Steel Plant believes that their employees are the most important resources. To realise the full potential of employees, the company is committed to IBM. RINL also provides learning opportunities to individuals by nominating them to external training programmes for enhancing their knowledge. responsibility and accountability. skill upgradation. CBI Academy. IIMS etc. ICSI. VSC. occupational health etc. BVQI. LPAI. innovativeness and high achievement orientation. is also taken up by departments specializing in respective fields. Employees are sent to other steel plants on short duration tours to find solutions to the various issues the company. foreign training. Training in certain specialized areas like safety. NPC. • Encourage teamwork. • Provide work environment that makes the employees committed and motivated for maximizing productivity. unit training. computer related training. ESCI. WIPS. NIPM. The human resource development involves development of the employee as a whole. ICWAI. Marketing Network . Employees are sponsored for external training programmes including seminars and competitions organized by various professional bodies and institutes like CII. refresher training. Training & Development RINL believes that the employees are its assets and strives to realize their potential in full for mutual advantage. fairness and equality in dealing with employees. are attended by the Training & Development Centre while management development and attitudinal development are taken care at the Centre for HRD. creativity. • Establish systems for maintaining transparency. RDCIS (SAIL). AIMA. ICAI. Association for Advancement of Police & Security Services. QCFI. ASCI. • Provide growth and opportunities for developing skill and knowledge • Ensure functioning of effective communication channels with employees. fire prevention. The needs of induction training. • Empower employees for enhancing commitment. INSSAN. faculty training etc. SCOPE. Employees are also sent to supplier’s manufacturing units / training institutes to get specific training in identified areas. Ministry of commerce. Visakhapatnam Steel Plant has introduced multi skilling concept since inception and the employees are trained as per this concept. wire drawing industry. The productive environment prevailing in the company fosters an atmosphere of growth. to cater to the needs of the employees and their dependent families. re-rolling industry. crèche. Visakhapatnam Steel Plant has exemplary industrial relations where the entire workforce works as a well knit team for the progress of the company. shopping complexes. construction industry. fastener industry. cable industry. Visakhapatnam Steel Plant has adopted a system of overlapping shifts. This system ensures smooth change over of the shifts and uninterrupted pace of operation of the plant during the shift change over. The township is having best facilities in terms of drinking water supply. automobile industry. drainage system. Government of India. The exports are carried out by the export wing of marketing division with the help of different agencies. Kms and incorporated various technologies at a cost of Rs. Welfare Amenities The welfare measures provided for the employees of the company are the best in the industry. community centres. both for the employees and for the company. the first of its kind. recreational facilities. parks. schools. Human Resource Management Human resource initiatives at Visakhapatnam Steel Plant are closely linked to the corporate strategy of the organisation. In order to be echo friendly. medical facilities.The company markets its products through headquarter marketing office and a network of regional offices. integrated steel plant is seen as a major contributor to environmental pollution as it discharges volume of waste products. Another unique feature followed at Visakhapatnam Steel Plant is the uniform working hours for the ministerial employees. scholarships etc. The company is ideally located to serve the southern Indian market. The end users of the steel products manufactured at the plant include amongst others. electrode manufacturers and railways. roads. Elaborate measures have been adopted to combat air and water pollution in Visakhapatnam Steel Plant. branch offices and stockyards located all over the country. The company is recognized as “Star Trading House” by the Director General of Foreign Trade. 460 Crs towards pollution control measures. forging industry. engineering industry. in the industry. Visakhapatnam Steel Plant has planted more than 3 million trees over an area of 35 Sq. It also takes the help of consignment agents and consignment sales agents for the marketing of its products. A modern Township with all amenities has been developed with 8032 quarters to house the plant employees and other Government Agencies in 11 sectors. The . Pollution Control and Environmental Protection Generally. continuous improvement 2015 Gold award at IIIE-national For value engineering case 2015 productivity competitions 2015 study BT-Star PSU Director/Head For CSR award 2015 CSR of the year award Performance excellence award For implementation of 5S 2015 by QCFI Performance excellence award For overall excellence in 2015 2014 by IIIE performance ICQCC 2015 at south korea – For implementation of 2015 projects 1 silver and 2 bronze illumination awards India steel manufacturing For exploring opportunities 2015 product leadership award-2015 in the market for new by frost & Sullivan products and maximizing the share of value added products Visawakarma rashtriya Innovative suggestions for 2015 .company also provides welfare facilities much beyond the statutory requirements by way of introduction of a unique Superannuation Benefit Fund and a unique Family Benefit Scheme.2015 CII national cluster summit. ACHIEVEMENTS AND AWARDS: AWARD PURPOSE YEAR “Corporate vigilance for promoting transperancy in 2016 excellence award by institute procedures and awareness in of public enterprise combating corruption Best enterprise award under For outstanding contribution 2016 maharatna&navaratna category for the betterment of women by SCOPE – 2nd prize employees Awards at INSAAN – for For implementation of 2016 excellence in suggestion suggestion scheme 3rd prize to kaizen project at For practicing kaizen. Innovative suggestions for 2014 viswakarma rastriya puraskar higher efficiency.puraskar by the ministry of higher efficiency.productivity labor and employment. for 2 employees productivity & process improvements Excellence awards(highest For implementation of QC 2014 .GoI & process improvements CIO-100 Award by For operational and strategic 2015 international data group excellence in information technology Excellent energy efficient For excellence in energy 2015 award-2015 & innovative management project National vigilance excellence For preventive vigilance 2015 award 2015 Corporate vigilance excellence For promoting transperancy 2015 award by institute of public in procedures and awareness enterprise in combating corruption Star performer award by For outstanding exports 2015 ministry of commerce & performance industry Par excellence award for 5S For implementing quality 2014 implementation by quality circles circle forum of india best QC promoting public For promoting quality circles 2014 sector by QCFI Significant achievement in CII Overall excellence in all 2014 EXIM bank award for business activities of the company excellence 2014 National competition for For competitive excellence of 2014 young managers by All india official language management association Third prize of Indira Gandhi For effective implementation 2014 Rajbhasha Shield of official language Vishwakarma awards. SRILANKA STATISTICAL INFORMATION Production Performance (‘000 Tonnes) Labour productivity Years Hot Metal Liquid Metal Saleable Steel (TLS/man year) 2006-2007 3913 3322 3074 389 2008-2009 3546 3145 2701 359 2009-2010 3900 3399 3167 382 2010-2011 3830 3424 3077 358 2011-2012 3778 3410 2990 389 2012-2013 3814 3250 2900 382 2013-2014 3769 3390 3016 371 2014-2015 3780 3488 3017 318 2015-2016 3975 3826 3513 345 2. COMMERCIAL PERFORMANCE (RS CRORES) Year Sales Turnover Domestic Sales Exports 2006-2007 9131 8487 424 2007-2008 10433 9878 555 2008-2009 10411 10333 78 2009-2010 10635 10284 351 2010-2011 11517 11095 422 2011-2012 14462 14047 416 2012-2013 15451 15041 410 2013-2014 13488 12741 747 . projects 2014.category) in ICQCC.COLOMBO. 4 2012-2013 1265 1250 845 2013-2014 1159 821 366 2014-2015 809 103 62 .8 2011-2012 1167 1110 749. 2014-2015 11673 10807 865 2015-2016 12281 11095 1186 3. FINANCIAL PERFORMANCE Year Gross Margin Cash Profit Net Profit 2005-2006 2383 2355 1251 2006-2007 2633 2584 1363 2007-2008 3515 3483 1943 2008-2009 2355 2267 1336 2009-2010 1603 1525 797 2010-2011 1412 1247 670. CHAPTER-IV THEORETICAL FRAME WORK THEORETICAL FRAME WORK . With a view to self-protection and self-help. “The subject of industrial relations includes individual relations and joint consultation between employers and workers at the place of work. Thus. The purview of its activities now includes even the political and welfare activities undertaken by it for the benefit of its members. they are found to be pulling in different directions which lead to industrial unrest. the area of industrial relations has been extended relations among the state. union and management. union and employees and between employees themselves. However. it must be remembered that trade unions play a vital role in providing a proper work atmosphere and congenial Industrial Relations scenario. Definition: According to Encyclopedia Britannica. Besides management and workers. A trade union may be defined as an organization of employees formed on a continuous basis for the purpose of gaining diversified benefits. TRADE UNIONISM A Trade Union signifies an organization of workers engaged in securing certain economic benefits for its members. TRADE UNION MOVEMENT IN INDIA . The conflict between capital and labour in Europe and America resulted in the origin of the Trade Union Movement. In the modern context. it has become necessary to secure the cooperation of both workers and management to achieve good industrial relations. Trade union is a necessity and by product of the Industrial Revolution. The interference of government in industrial relations through legal and administrative measures is quite common. Therefore. conditions of employment and unemployment and conditions of work. employer and employees. Thus Industrial Relations connote a vast complex of relationships obtaining between management and employees. According to Dale Yoder.Industrial Relations is concerned with the relationship between Management representing the holders of capital and trade unions representing the holders of labour power regarding the employment. For good Industrial Relations. collective relations between employers and their organizations and trade unions and part played by the state in regulating these relations”. terms of employment and unemployment. but many a time. “The term industrial relations refers to the relationship between management and employees or among employees and their organization that arise out of employment”. trade union’s activities are not confined to mere “securing the economic benefits”. unemployment. labour has organized itself under Employee Associations and Unions. Both parties to industrial relations have a common interest in industry. state is another party associated with industrial relations. this is not the true view of a trade union. as understood today. by 1983 both AITUC and CITU established their unions. the establishment of ILO (International Labour Organization) and the All India Trade Union Congress. This further indirectly strengthened the movement in India. initially it faced difficulties and confusion as executives at different levels joined from different steel plants brought there their own culture and work practices. as early as in 1875. originated in the first quarter of the 20 th century. This speeded up the pace of the Trade Union Movement. However some of the senior employees who joined from other steel plants had educated the modalities of Trade Union Movement and thereby could achieve in establishing Trade Union Movement in Visakhapatnam Steel Plant. The workers once again became restive. which were established for the purpose of Visakhapatnam Steel Plant regular employees. TRADE UNION MOVEMENT IN VISAKHAPATNAM STEEL PLANT Visakhapatnam Steel Plant has a unique history of Trade Union Movement. This has led to the influence some of the petty Trade Unions to enter into the contract labour issues of Visakhapatnam Steel Plant. To this was added the influence of the Russian Revolution. allowances etc. and whereby nearly 25 to 30 thousand workers worked daily in the shape of Labour Contract. N. And in this way they captured the unions which was then affiliated to INTUC. This has also led to run regular confrontation at work spots. The credit for laying the foundation of the organized Labor Movement in India is attributed to Mr. continuously around the clock.M. did not indulge in contract labour activities. Visakhapatnam Steel Plant Management did not show interest to discuss and negotiate with the Trade Unions on any matter. however. During 1981. Later on the unions that had originated in Visakhapatnam Steel Plant counts to 20 in Visakhapatnam Steel Plant and 4 at Mines of Visakhapatnam Steel Plant. a factory worker himself in 1884 in Mumbai. Visakhapatnam Steel Plant being a new organisation. these new recruites challenged the leadership of unions stating that they can lead the Trade Unions not only for the benefit of the displaced persons but also the welfare of the other employees. They protested against the appalling conditions of the factory workers and appealed for introduction of adequate legislation to prevent them. promotion. Lokhande. reformers under the leadership of Sorabji Shapurji started a movement. Following the Second World War. In Mumbai. without a corresponding increase in wages despite the employers making huge profits.Trade Unions. there was a spiraling of prices. The trade unions. which were influenced by the communist but in the initial period these communist unions would not get the support of the employees. Trade Union Movement in Visakhapatnam Steel Plant started in Visakhapatnam during 1979 with registering of 1st Trade Union by name “Visakha Steel Employees Union”. Actually a real organized labour movement in India was started at the end of the First World War. After a year to this Visakhapatnam Steel Plant recruited a large percentage of displaced persons. the scope to implement the policies as laid down under different acts was very little. Rising prices. The names and the year of registration are given below . they registered it as Visakha Steel Mazdoor Sangh.. the main activities were Site Leveling. although the groundwork was laid during the last quarter of the 19th century. In the absence of clear-cut policies in matters like welfare. Many Trade Unions were formed throughout India. Evacuation of villages etc.. led to a new awakening. the 2 nd Union. Due to continuous activities around the clock. the trade union representatives also faced immense difficulties. wages. 4. in 1993 Visakha Steel Employees Congress an independent union was elected as the employee representative. VISAKHA STEEL WORKERS’ UNION AITUC D-533/81 3. CITU and INTUC jointly sharing the second with 2 times. they also look after for the security with the help of local Police Force along with Central Industrial Security Force and suitable arrangements like accommodation.ELECTIONS SCENARIO AT VISAKHAPATNAM STEEL PLANT According to Code of Discipline in our State every Industry is obliged to recognise one Union as representative of employees. VISAKHA STEEL MINISTERIAL EMPLOYEES NONE D-1160/91 WELFARE ASSOCIATION .06. unions elected are also enclosed in Table. VISAKHA STEEL MAZDOOR SANGH NONE D-620/82 5.No. VISAKHA UKKU SHRAMIKA SANGH TNTUC D-1113/90 7. Central Employee Relations Department a division of Personnel Department in Visakhapatnam Steel Plant in coordination with the State Labour Department organizes the election by making all arrangements like preparation of voters list.4 showing the polling details of recent elections which was held at 21. Here union elections were held for every 2 years. other unions like CITU (Visakha Steel Workers Union) have also been elected as representatives. NAME OF THE UNION 1. in which INTUC got the majority. LIST OF TRADE UNIONS IN VISAKHAPATNAM STEEL PLANT AFFILIA.. STEEL PLANT EMPLOYEES UNION CITU D-597/82 4. In Visakhapatnam Steel Plant. In the second elections AITUC won the election. Eight Elections have taken place including the recent elections that took place on 21st June 2003. VISAKHAPATNAM STEEL STAFF AICTU D-1159/91 &WORKERS UNION 8. However. in which AITUC got recognition for 3 times. No. VISAKHA STEEL EMPLOYEES CONGRESS INTUC D-1085/89 6. In due course.2003.No. TION Sl.3 and Table. stationary etc. The details of the year of elections. which was won by INTUC. transport and so on for the labour department officials and the election coordinating staff who look after the organisation of election procedure.No. First union elections were conducted during 1985. VISAKHA STEEL EMPLOYEES UNION NONE D-482/80 2. printing of Ballot papers. REGN. RASHTRIYA ISPAT MAZDOOR SANGH BMS D-1343/93 12. UNITED STEEL EMPLOYEES UNION DITU D-1397/93 14. ANDHRA NADU VISAKHA STEEL NONE D-1955/2003 EMPLOYEES UNION 20. VIZAG STEEL PLANT WORKERS AND NONE D-1461/95 EMPLOYEES UNION 15.9. REPUBLIC STEEL EMPLOYEES UNION NONE D/1979/04 LIST OF TRADE UNIONS AT MINES OF VISAKHAPATNAM STEEL PLANT . STEEL PLANT EMPLOYEES ASSOCIATION NONE D-1862/2000 18. STEEL TECHNICIANS ASSOCIATION NONE D-1857/2000 17. CONGRESS OF VISAKHA STEEL WORKERS NONE D-1367/93 13. DEMOCRATIC STEEL EMPLOYEES UNION HMS D-1335/93 11. VISAKHA STEEL SUPERVISORY STAFF NONE D-1241/92 UNION 10. NATIONAL TRADE UNION OF RE-UNITED NONE D-1499/96 STEEL EMPLOYEES COUNCIL (NTR-SEC) 16. TELUGUNADU STEEL EMPLOYEES TNTUC D-1912/2002 COUNCIL 19. SI. VISAKHAPATNAM STEEL PLANT NONE E- WORKERS UNION 1003/91 2. AT JAGGAYYAPETA LIME STONE MINES 1. NO. VSP MINES EMPLOYEES UNION NONE D-851/81 2. RASHTRIYA ISPAT MINES AITUC E- EMPLOYEES UNION 1631/95 LIST OF THE UNIONS ELECTED AT VSP YEAR NAME OF THE UNION AFFILIATION 1985 VISAKHA STEEL PLANT EMPLOYEES’ INTUC UNION 1988 VISAKHA STEEL WORKERS’ UNION AITUC 1991 STEEL PLANT EMPLOYEES’ UNION CITU 1993 VISAKHA STEEL EMPLOYEES’ CONGRESS NONE . VSP MINES STAFF & WORKERS INTUC D-533/81 UNION AT MADHARAM DOLOMITE MINES 1.NO NAME OF THE TRADE UNION AFFILIATION REG. 11 CANTEEN & HORTICULTURE WORKERS AITUC D-631/95 UNION .1995 STEEL PLANT EMPLOYEES’ UNION CITU 1998 VISAKHA STEEL WORKERS’ UNION AITUC 2001 VISAKHA STEEL WORKERS’ UNION AITUC 2003 VISAKHA STEEL EMPLOYEES’ CONGRESS INTUC LIST OF CONTRACT TRADE UNIONS Sl. Retistration No & Name of the Contract Labour Union Affliliation No. Year STEEL PLANT CONTRACT LABOUR 1 CITU 519/80 UNION VISAKHA INDUSTRIAL CONTRACT 2 NONE D-533/81 KARMIKA SANGHAM VISAKHA UKKU CONRACT KARMIKA 3 NONE D-686/82 SANGAM VISAKHAPATNAM STEEL PROJECT 4 AITUC D-845/86 CANTEEN WORKERS’ UNION VISAKHA STEEL PROJECT CONTRACT 5 AITUC D-878/86 WORKERS’ UNION VIZAG STEEL PLANT CONTRACT 6 TNTUC D-1149/91 WORKERS’ UNION VISAKHA STEEL PROJECT CONTRACT 7 AITUC D1154/91 WORKER’S UNION RAJEEV SHRAMA SHAKTI (STEEL 8 INTUC D-1257/92 CONTRACT WORKERS UNION) STEEL PLANT CANTEEN EMPLOYEES 9 CITU D-1261/92 UNION 10 BHARATHA KARMIKA SANGAM NONE D-1330/93 VISAKHA STEEL PLANT CLUB. So management of an organisation can adopt two approaches for discipline maintenance: Adopting preventive measures ‘prevention is better than cure’ principle is based on the assumption that employees perform better through rewards than punishments. . The state of Industrial Relations in a country/factory is also reflected in the discipline and the morale of the labour force. Discipline is very essential for a healthy industrial atmosphere and the achievement of organisational goals. In any Organisation maintenance of discipline among personnel at all levels is required to create the conducive work environment so as to facilitate increased productivity and organisational effectiveness. VISAKHA INDUSTRIAL EMPLOYEES & 12 NONE D-1409/95 WORKERS’ UNION VISAKHA DIVISION INDUSTRIES 13 TNTUC D-1451/95 CONTRACT KARMIKA SANGHAM VIZAG STEEL PLANT WORKERS & 14 NONE D-1461/95 EMPLOYEES UNION VISAKHAPATNAM STEEL CONTRACT 15 NONE D-1640/97 LABOUR UNION VISAKHA UKKU CONTRACT LABOUR 16 NONE D-1664/97 UNION VISAKHA STEEL CITY MOTOR 17 AITUC D-1668/97 WORKERS’ UNION STEEL CITY CONTRACT LABOUR 18 DITU D-1824/2000 UNION REPUBLIC STEEL CONTRACT LABOUR 19 NONE D-2042/2000 UNION VISAKHA UKKU NIRVASITHA 20 NONE 002/10 CONTRACT LABOUR UNION ANDHRA NADU VISAKHA STEEL 21 NONE 005/2011 CONTRACT LABOUR UNION VIZAG STEEL MAZDOOR CONTRACT 22 HMS C-004/2011 LABOUR UNION DISCIPLINARY PROCEDURE Discipline is a Code of Conduct in an Enterprise in which the members of the enterprise conduct themselves within the standards of acceptable behaviour which means that the stipulations of the code of conduct laid down by the enterprise are properly understood and observed by one and all. An individual dispute between an employer and one of his workmen is by itself not an industrial dispute. Disciplinary Authority: Any Executive/Officer to whom powers are delegated to take disciplinary action against a workman shall be the disciplinary authority competent to initiate disciplinary action and to impose punishment on a workman. If it is necessary the Disciplinary Authority shall hold an enquiry and take the necessary action. Appellate Authority: The workman shall have the right of appeal to Appellate Authority. and the Appellate authority shall dispose of the appeal within 30 days of the receipt of the appeal. The procedure for taking disciplinary action is defined by the Standing Orders formulated by the Organisation. Definition: According to Industrial Disputes Act. in general sense. Industrial disputes like problems of indiscipline and their effective management are on the major issues in maintaining good Industrial Relations in the Country / Organization. The charges together with a statement of allegations. The appeal shall be submitted within 15 days of receipt of the order of the Disciplinary Authority. all the relevant facts leading to indiscipline must be ascertained so that the need for disciplinary action is determined. The Disciplinary Action should be taken after going through specific process because the punishment may be held invalid if there is any deviation from the procedure laid down.So the problems of indiscipline do not emerge. shall be communicated in writing to the workman who shall be required to submit a written statement of his defence within such time as may be specified but not exceeding 3 days by the Disciplinary Authority. But such a dispute . The appellate authority is the next higher authority to disciplinary authority. While taking an action. Curative measures that it taking “disciplinary actions” against the persons involved in indiscipline. The Disciplinary Authority shall frame definite charges on the basis of the allegations against him. The workman shall be given an opportunity to show cause before punishment is imposed. which can be referred to under section 10 of the Act. which is connected with the employment or non-employment or the terms of employment or with the conditions of labour of any person”. The disciplinary procedure either Punitive or Curative has to be invoked for preserving industrial peace as well as maintaining the efficiency of the organization. is the expression of differences over some issues of interest between two or more parties. INDUSTRIAL DISPUTES Dispute. Disciplinary Procedure at Visakhapatnam Steel Plant: When an act of misconduct is alleged against a workman for whom a punishment as provided under Standing Orders of the Company. The facts must be collected as soon as possible to take the action promptly. on which they are based. 1947 “Industrial Disputes means any dispute or difference between employers and employers or between employers and workers or between workmen and workmen. management can take certain actions. then the industrial dispute settlement machinery should be activated by the Government under Industrial Dispute Act. management and the society as a whole. Machinery for Handling Industrial Disputes:- In managing industrial disputes. various causes of Industrial disputes may be grouped into four categories: economic factors. 1947.may become an Industrial dispute provided a majority of workmen or union of workmen takes up the cause of particular workman. In India. in the particular industrial establishment. It comprises of the following measures. trade union practices and legal and political factors. approximately 9. because no-settlement of disputes will prove to be very costly to the workers. The causes of industrial disputes are many and varied and sometimes even trivial. management practices. These actions may be grouped into two categories: • Prevention of industrial disputes: The preventive machinery has been set up with a view to creating harmonious relations between labour and management so that disputes do not arise. • Worker’s Participation in Management • Collective Bargaining • Grievance Procedure • Tripartite bodies Code of Discipline • Standing Orders • Settlement of Industrial Disputes: If preventive machinery fails. displaced persons quite often organized Strikes and Rastha roko agitations demanding Employment in Visakhapatnam Steel Plant.515 man days were lost in Construction activity because of the . During 1985-86. This machinery consists of • Conciliation • Court of Enquiry • Voluntary Arbitration Adjudication (Compulsory Arbitration) Major Industrial Relations Events in Visakhapatnam Steel Plant:- During Construction phase. The various forms of workers participation in management have assumed great importance these days because it serves the following purposes • Reduced industrial unrest • Maintaining good Industrial Relations • Higher productivity . The basic reason for this perceptual difference is due to different pattern of practices and programmes adopted by various Countries for implementing workers participation in management. in management is a concept shrouded with so much vagueness that for different people.1991 which culminated into a plant wide strike from 3. a gate monitoring system was introduced with the officers in both line departments as well as staff departments to monitor that such incidents do not recur.8. In the Operation phase. During the year 1993-94 (16 th – 22nd October) a week Plant wide Strike took place on account of a conflict between CISF personnel and VSP employees on the issue of an entry through the main gate.above agitations. in the wake of death of an employee in the Health Centre. it has different meanings. The principal forms through which workers participate are Information sharing.9.1991 demanding immediate policy for provision of immediate employment to the dependent of the deceased employee on compassionate grounds. It was also impressed upon them through various HRD Programmes that the employees may act with restraint in all the matters and to adopt only peaceful methods of representation. Similarly in 1986-87. in the year 1991-92 following the death of 2 employees in an Accident occurred in Sinter Plant. Many Industrial Relations experts regard it as an essential step involving redistribution of power between management and workers in the direction of industrial democracy though there are differences of views over the content and level of participation. arm-twisting methods of work stoppages and stoppages of production units would result only in deterioration of industrial relations and in no way help bring them any solace. As a preventive measure to arrest industrial relations problems a great amount of persistence and preservence has been professed by the management in inculcating a sense of positive discipline in the employees. there was an illegal work stoppage at Sinter Plant from 24.9. Joint consultation and Suggestion schemes.1991 to 6. The following shows Loss of Man days due to Industrial Relations Events in Year wise. WORKERS PARTICIPATION IN MANAGEMENT Workers Participation. The employees have also come through the stages of Construction. Subsequently. Commissioning and Operation and have been made to understand that the pressure tactics. also known as Labour participation or Employee participation. employees resorted to sudden work stoppage demanding extension of adequate Medical Facilities. AITUC didn’t so.. The various Participative Committees formed by the management along with the statutory committees constitute representatives from management as well as from recognised union. deployment/re-deployment. EMERGENCE OF JCM To overcome this limitation an alternative method called “Joint Consultative Machinery” was introduced. Joint Consultative Machinery extends its scope in the areas like production. Their number will be equal to the management representatives being nominated by the organisation. employees may have some grievances against employers. in the same way. But. periodicity of the meeting and chairman/convernor of the committees are shown in the Table. In addition. town development committee. corporate affairs. safety. incentives. job rotation etc. Generally. quality. Joint Consultative Machinery came to standstill. welfare and so on covering all the matters of employees and management. leaving behind the opinions of the other unions that constitute to around 60% of employees.WORKERS PARTICIPATION IN VISAKHAPATNAM STEEL PLANT Management of Visakhapatnam Steel Plant also facilitates Workers Participation which secures a right for the recognised union in representing their views and opinions regarding production. expression of this dissatisfaction in oral form is known as complaint while in written form it is known as grievance. Facilitating all the major unions in Joint Consultative Machinery helped a lot in diminishing the Inter-union rivalry and led to the establishment of peaceful Industrial Relations climate. when in chair. CITU. as a result of it. scope of function. This lead to the inter-union rivalry as the non- recognised unions were set aside without being consulted regarding the policy matters. GRIEVANCE MANAGEMENT Grievance is a state of dissatisfaction over some issues related to employment. productivity. community welfare centre etc. This facilitated the non-recognised unions too in presenting their opinions. safety. accepted to share it but. sports council. In the organisational settings. The total numbers of union representatives are equally divided among the unions having more than 15% of the polled votes. Joint Consultative Machinery constitutes representatives of all the unions. But these committees constitute the representatives of recognised union. canteen and township development etc. creating difficulties in implementation of issues that was settled through negotiations. This non-performance of Joint Consultative Machinery led to the establishment of Participative Fora in a different from. which got more than 15% of the total votes polled during the union elections. According to the terms of settlements departmental safety committees with an apex plant level safety committee were being constituted to lookafter all issues relating to safety. in equal numbers. These representatives carry on the functions of these Committees that include provident fund trust. employers may have grievances . The various Participative Committees with number of members. Joint Consultative Machinery works only when the recognised union co-operates with other union. And each department of the organisation constitutes Joint Consultative Machinery to discuss production. work related issues. a company levels Corporate Business Information Forum (CIBF) to discuss functional aspects of Visakhapatnam Steel Plant with the participation of top management and senior representative of major unions.. through the formation of different Committees at Shop floor and Plant level. he may submit his grievance to the Divisional Head. they are Stage-I An aggrieved employee shall send his grievance to his Head of the Department within a period of 3 months of its occurrence. The aggrieved shall have the right to represent his grievance before Chairman- cum-Director direct if his grievance is not settled to his satisfaction at Stage-III or within the time limits as prescribed under the Company’s Grievance Redressal Procedure. In many cases. Stage-II If the aggrieved employee is not satisfied with the reply of Stage-I authority or has not got a reply within the stipulated time. The Grievance Procedure is a problem solving. he may address his grievance to the Grievance Council. Grievance Redressal Procedure at VSP The objective of Grievance Redressal is to provide easily accessible machinery for settlement of grievances of executives and to adopt measures as would ensure expeditious settlement of grievances leading to increased satisfaction on the job and resulting in improved productivity and efficiency of the organisation. dispute- settling machinery which has been set up following an agreement to that effect between labour and management. which increases productivity and effectiveness of an organisation.against employees. generally to the satisfaction of employees/trade union and management. . In Visakhapatnam Steel Plant the Grievance Procedure consists of 3 stages. The decision taken shall be communicated in writing to the aggrieved employee within 15 days of receipt of the grievance. known. even the proactive approach of management for removing the causes of grievances may leave some scope for the emergence of grievances. Grievance should be redressed by adopting proactive approach rather than waiting for the grievance to be brought to the notice of management. as Grievance Procedure is required. The Divisional Head concerned shall go through the Grievance and settle the same at his level. For handling such grievances. The Grievance Council shall examine the Grievance in detail and give their recommendations before the end of the month following the month in which the grievance council receives the representation. a Grievance Handling Machinery. Stage-III If the aggrieved employee is not satisfied with the reply of Stage-II or has not got reply within the stipulated time. The Head of the Department will give a personal hearing and try to resolve the grievance at his level and intimate his decision to the aggrieved employee in writing within a week. Grievance Management is very essential to maintain good Industrial Relations. Grievance Procedure is a device through which grievances are settled. It is the means by which a trade union or an employee makes and processes his claim that there has been a violation of the labour agreement by the company. 10. If the events did not take place may be the productivity would have further increased. The Productivity details of the company shows that the productivity was increasing continuously in the last ten years. the impact of Industrial Relations events on Productivity was not so severe.795 lost due to Plant-wide Strike from 16. The Industrial Relations would be good when the management provides safety measures.93 on account of a conflict between Central Industrial Security Force Personnel and Visakhapatnam Steel Plant Employees on the issue of entry through Main Gate.e. It is the Industry which provides the environment for industrial relations. Subsequently gate-monitoring system was introduced with the Officers in both Line Departments as well as Staff Departments to monitor and see that such events do not re- occur. At the same time the Trade Unions should also function effectively to improve the Industrial Relations. The Production and Productivity of an Organization is good when there is a good Industrial Relations. If the events did not take place may be the production would have further increased. 87.e. If it is a major production unit the loss is very severe if it is a service unit the loss is less.. Plant Level and Company Level shall consists of INDUSTRIAL RELATIONS AND ITS IMPACT ON PRODUCTION AND PRODUCTIVITY Industrial relations do not emerge in Vacuum they are born out of “employment relationship” in an industrial setting.015 due to various Industrial Relations events that took place in the last ten years. The Production and Productivity of an Organisation depends upon the type of Industrial Relations or the events that take place in an organisation which are harmful to industrial relations.. The loss of production in one department will affect the other department and the cost of loss of production is also depends upon the type of manufacturing department. 47% of the total man days were lost i. SOCIAL SECURITY MEASURES: Purpose: . Visakhapatnam Steel plant being one of the Integrated Steel Plants in the Country..16% of the total man days were lost i.922 lost in the last ten years due to the following incidents. • Demanding adequate Safety measures at working places • Demanding revision of Incentive/reward schemes • Oppossing Dis-investment policy of the Central Government But the Impact of Industrial Relations events on Production was not so severe in the last ten years.The Machinery for Grievance Redressal at Departmental Level. 29.195 lost due to accidents that took place in different departments in the last ten years.When it comes to Productivity.In Visakhapatnam Steel Plant the Total Man days lost was 1. incentives. good internal communication and good welfare activities to the employees.93 to 22. The Production details of the company shows that the production was increasing continuously in the last ten years.e. 69.37% of the total man days were lost i.87.10. mines issues. ng shop level Exec. Safety. 04 SHOP FLOOR To discuss 7 to 7 to Once in a Concerned (35+2) SAFETY Shop floor 10 10 Month HOD/Dep includin COMMITTEES issues t. 1948 02 CANTEEN Closely 05 05 Once in a I/c. of O FORUM SCOPE ves ITY OF n/ Comm OF Mgmt / THE Convenor i-ttees FUNCTIO Workers MEETING N 01 CENTRAL To maintain 17 17 Once in 3 ED(W)/ One SAFETY proper months DGM(Saf for COMMITTEE safety and ety) Plant health at and work and to one Pit review Safety periodically Comm the i-ttee measures for taken on Each that behalf Mine and to work in line with the provisions laid down in the Factories Act.N NAME OF THE Representati PERIODIC Chairma No./In- COMMITTEE functioning as required.SI. Fire and Occupation al Health and to take decisions for ensuring . Plant One MANAGING monitor Month/ or Per. charge of the Canteens different (15) canteens in the Company 03 SHOP FLOOR To discuss 7 to 7 to Once in a Concerned (35+2) COOPERATION and sort out 10 10 Month HOD/Zon includi COMMITTEE day to day al Pers. Safety g mines related to Rep. 06 VSP SPORTS To lay 10+ 12 Once in two GM(CP& One COUNCIL down 02* months C)/ policies on DM(Sport sports and s) organise sports activities in the Company 07 TOWN For 16 16 Once in a DGM(TA) One DEVELOPMEN developme Month -I/c / T COMMITTEE nt of AGM(Est Company ate) Township in the areas of housing maintenanc e. shopping. 08 SUPERANNUA To provide 07 05+ Once in a GM(F&A) One TION BENEFIT provision 02* Month / FUND TRUST for social DGM(CP security &C) needs of the employees and administeri ng Superannua tion Benefit Fund . safe working conditions and safe practices. infrastructu re facilities etc. 05 PROVIDENT To 04 04 Once in a GM(F&A) One FUND TRUST supervise Month and administer the functioning of Provident Fund of VSP. Of ng sports & required Mgt/ mines games and Rep. 10 APEX To discuss 11 11 Once in CMD/ One INFORMATION all quarter DGM(P)- FORUM corporate CER & issues NW including matters relating to its production. expansion. Scheme 09 COMMUNITY To provide 10 20 Once in President (6+2) WELFARE recreation. Recognized Union to sort out work related issues including welfare matters and to provide wider participation among workers in managerial activities Participative committees at company level in matters like Safety. Marketing and various initiatives taken in the present business scenario that has a strong bearing on the company. . Financial..e. includi CENTRES conduct and when Rep. productivity . i. Of cultural Union activities for the benefit of the residents of respective colonies. To have a comprehensive scheme of joint participation and to provide for a structured forum for discussions with the Worker’s Representatives. Month /or as & Secy. etc. breakdowns and maintenance etc shall be discussed to improve the production and productivity within the rules and policies of the company. 1 MEDICAL The forum is 9 9 Monthl GM(M&HS)/ On 2 COMMITTEE for y CS(Micro) & I/c e information Med. Canteen. PLANT LEVEL The forum is 1 1 Once ED(W)/ On 1 PRODUCTION for 2 2 in DGM(P)-PP Ic e 1 AND information quarter PRODUCTIVIT sharing and Y COMMITTEE not for collective bargaining.. control over empanelled hospitals. are being constituted with representatives of Management and Workers.Admn sharing and not for collective bargaining. Issues pertaining to quality of treatment. availability medicines.Production. All issues pertaining to plant such as production. Welfare. productivity. welfare related issues . Sports. Recreation. Issues pertaining to marketing performance. All issues pertaining to implementati on of CSR activities and initiatives shall be reviewed. reimburseme nt benefits etc. 1 MARKETING & The forum is 1 1 Bi. Information sharing shall be within the scope of activities including suggestions by the members restricted to the CSR policy of the company. 1 CORPORATE The forum is 9 9 Bi. DGM(Mktg)/Sr.Mgr(Mk one 4 FINANCE for 0 0 monthl tg) INFORMATION information y SHARING sharing and COMMITTEE not for collective bargaining. of employees. financial achievements and initiative . DGM(CSR)/ On 3 SOCIAL for monthl MGR(STAFF)/CSR e RESPONSIBILIT information y Y COMMITTEE sharing and not for collective bargaining. shall be discussed. cost reduction. It may discuss. 1 MINES The forum is 1 1 Once GM(Mines)/ On 5 COORDINATI for 0 0 in Mgr(Admn.)-Mines e ON information quarter COMMITTEE sharing and dissemination and not for collective bargaining. wastage etc. Such other aspects as the Chairman may desire to discuss. despatch. action plan to make up short fall if any . Information sharing shall be within the scope of the functioning of respective departments and within the policies of the company. The issues relating to performance of mines like production. Objectives: Central Safety committee : . Maintenance. Town Development Committee: For development of Company Township in the areas of Housing. to provide best possible service to the employees during the prescribed hours of working. To take suitable measures to ensure efficient functioning of the Canteens in all respects. Canteen Managing Committee To device suitable systems to ensure supply of food stuffs as per the prescribed standards of quality and quantity. Policy of Visakhapatnam Steel Plant (VSP). • The main objectives of the VSP Sports Council shall be: • To promote sports and games in Visakhapatnam Steel Plant. conduct sports & games and cultural activities for the benefit of the residents of respective colonies. Shopping. Ensuring implementation and compliance of the statutory provision on Safety. • To spot the sports talent from among the employees and VSP School Children • To provide facilities and opportunities to improve the talent • To encourage the sports talent by conducting periodical tournaments • To co-ordinate with Steel Plants Sports Board (SPSB) and participate in the tournaments conducted by SPSB and also conduct tournaments under the auspices of SPSB.. Provident Fund Trust To supervise and administer the functioning of Provident Fund of VSP. Health and Environment by the employees. Apex Information Forum .To promote cooperation between the workers and the Management in maintaining proper safety and Health at work and to review periodically the measures taken in that behalf. Superannuation Benefit Fund Trust: To provide provision for social security needs of the employees and administering Superannuation Benefit Fund Scheme Community Welfare Canters: To provide recreation. To elicit the fullest cooperation of the employees through their representatives at the different bipartite forums in effectively implementing the occupational Health and Safety. To provide a safe and healthy working environment to all employees. Infrastructure facilities etc. VSP Sports Council • The laid down policies on sports and organize sports activities in the Company. • To help in developing commonality of perception about the affairs of the company. To elicit co-operation of the employees through the union in over all improvement/development of the department. Corporate Social Responsibility Committee: • To share and disseminate information relating to the activities of the company. • To elicit the cooperation of the employees through the union in reaching the production • Target of the company and to seek the cooperation of the employees to achieve the Vision. • To elicit the cooperation of the employees through the union in over all • Implementation of CSR activities. • To elicit the cooperation of the employees through the unions in appreciating the given business situation. Plant Level Production & Productivity Committee: • To share and disseminate information relating to the production and productivity of the Company. Medical Committee: To share and disseminate information relating to extending medical benefits to Employees and their dependents including referral for specialized treatment. Project Works Committee: • To share and disseminate information relating to the business of the company. • To help in developing commonality of perception about the affairs of the company. • To elicit the cooperation of the employees through the unions in appreciating the given business situation. Mission and Objectives of the company. • To elicit the cooperation of the employees through the union in order to • Achieve the target of the company Ines Coordination Committee: • To share and disseminate information relating to the business of the company. • To share and disseminate information relating to the business of the company. . Marketing & Finance Information Sharing Committee: • To share and disseminate information relating to the Marketing and Finance Performance of the company. its production and productivity and generate suggestions to formulate action plans for improvement. • To help in developing commonality of perception about the affairs of the company. Fire and Occupational Health and to take decisions for ensuring safe working conditions and safe practices. • To elicit the co-operation of the employees through the union in implementing • The non-statutory welfare scheme for effective implementation. • To acquaint employees of the shop-floor with information relating to the performance of the shop. Control of non-confirming services: The CER / Zonal Personnel Executives will carry out periodic evolution to identify non-confirming services / records wherever necessary and take appropriate corrective measures. Central Welfare Committee • To share and disseminate information relating to non-statutory welfare Schemes extended to the employees of the company. • To elicit the cooperation of the employees through the unions in appreciating the given business situation. . Shop Floor Safety Committees: To discuss shop floor issues related to Safety. Shop Floor Cooperation Committees: • The objectives of the Committees shall be • To foster a climate of participation and cooperation in the Shop-Floor • To develop among workers and shop-floor managers a spirit of collaboration and mutual appreciation of problems and thereby promote better understanding and harmonious industrial relations all throughout. 1946. COMPANY’ means the Visakhapatnam Steel Project/Plant and its Mines and Quarries of Rashtriya Ispat Nigam Limited. MANAGEMENT’ means the Chief Executive or the person in charge of the Visakhapatnam Steel Project/Plant and other persons expressly or by implication deriving authority from him or them or from the Company to act in matters relating to the Visakhapatnam Steel Project/Plant. ‘WORKMAN/EMPLOYEE’ includes any person employed in the Project/Plant and Mines and Quarries as defined in the Industrial Employment (Standing Orders) Act. 1946 and shall apply to all the workman of the Establishments of Visakhapatnam Steel Project/Plant of Rashtriya Ispat Nigam Limited and its Mines and Quarries. unless there is anything repugnant to the subject or context. DEFINITION: In these Standing Orders. CERTIFIED STANDING ORDERS SCOPE OF APPLICATION : These Standing Orders will come into force from a date determined in accordance with the provisions of Section 7 of Industrial Employment (Standing Orders) Act. ‘PROJECT/PLANT’ means Visakhapatnam Steel Project/Plant and its Mines and Quarries. . CLASSIFICATION OF WORKMEN: Workmen shall be classified as: a) Permanent d) Casual b) Probationer e) Apprentice c) Temporary f) Trainee DEFINITION OF CLASSIFICATION: a) ‘Permanent’ means a workman engaged to fill a permanent post in the regular establishment of the Company and who has satisfactorily completed the prescribed probationary period. d) A Casual Workman is a workman who has been employed on a work of casual nature. medical officer or medical board nominated/authorized by the management for the purpose of deciding medical fitness or otherwise of workmen for employment/work in the Project/Plant. c) ‘Temporary’ means a workman who has been appointed for a specified limited period or for doing work of a temporary nature. or who is employed temporarily to handle an increased volume of work of a temporary nature for a limited period. and/or is authorized /delegated to exercise powers in regard to matters covered under these Standing Orders. the same shall be confirmed in writing by the Management. ‘NOTICE BOARD’ means the notice board specially maintained in a conspicuous place at or near each of the main entrance to the works and at the Time Offices for the purpose of displaying notice required to be posted or affixed under the provision of these Standing Orders. 1952 and will include Quarries and Ores. On satisfactory completion of the probationary period.2(i) of the Mines Act. . ‘NOTICE’ means and includes a notice in writing required to be given to a workman or displayed on the Notice Board for the purpose of these Standing Orders.‘COMPETENT AUTHORITY’ means any Executive/Officer of the Company who by virtue of his position has authority over the workmen. ‘MINES’ will have the same meaning as defined in Sec. e) ‘Apprentice’ means a learner who is paid a stipend and whose terms and conditions of apprenticeship are governed by the provisions of the Apprentices Act. 1961 as amended from time to time. ‘AUTHORISED MEDICAL OFFICER’ means the medical officer of the Company and includes any other doctor. b) ‘Probationer’ means a workman who is provisionally employed against a post in the regular establishment of the Company with a view to ascertain his suitability for the post and who is serving the probationary period. lockout. strike not being an illegal strike or involuntary closure of the establishment. he shall be awarded punishment as per Standing Orders. If. (b) Probationary period shall include breaks due to sickness. as a result of proceedings. The workman may at any time during the probation period be reverted to his lower post by a written order by assigning reasons. the workman shall be deemed to have satisfactorily completed the period of probation on such last day. If as a result of disciplinary proceedings. PROBATION ON PROMOTION TO A HIGHER POST: (a) The workman on promotion to a higher post shall be on probation for a period of six months. the workman is not found guilty of the charges. In the absence of such intimation within one month from the date of completion of the probation period. the workman is found guilty of the charges. his probation shall be declared with effect from the due date of completion of probation period or extension of probation period and increment due to him shall be released with effect from the due date. accident. the period of probation or extension of probation shall be deemed to have been extended till the conclusion of the disciplinary proceedings. accident. The probationary appointment will cease and determined on the last day of the period of probation when the workman has been informed in writing of the satisfactory completion of the probation. a workman is charge sheeted for any misconduct or any disciplinary action is under contemplation. leave. PROBATIONARY PERIOD: (a) The period of probation of a workman shall be for 12 months from the date of joining the Company which may be extended for a further period or periods at the discretion of the management for reasons recorded in writing. The workman shall be deemed to have been confirmed in the post unless he is informed in writing by the management that he is not found suitable and thus reverted to his lower post either before the completion of probationary period or/and within one month from the date of completion of probationary period. (b) The probationary period shall include breaks due to sickness. The period of extension of probation shall not exceed six months which means the total period of probation shall not exceed 18 months. (c) If during the period of probation or during the extended period of probation. leave.f) ‘Trainee’ means a learner who is engaged by the Company to undergo training in terms of an agreement of contract of training with stipend. lockout. strike not being . require him to supply :- (i) His matriculation or school leaving certificate granted by the Board of Secondary Education or similar educational authority. at the time of entering service of the establishment. he shall be referred to a Medical Board of three officers. If during service. before the date of birth of a workman is entered in his service card. local authority or Panchayat or Registrar of Births. set up by the Management. (b) The date of birth of a workman once entered in the records of the Establishment shall be the sole evidence of his age in relation to all matters pertaining to his services including fixation of date of his retirement from the service of the Establishment. (iv) Provided that the employer will have the right to refer the matter to a Medical Board to be constituted for the purpose if considered necessary. DATE OF BIRTH : (a) Every workman shall indicate his exact date of birth to the employer or the officer authorized by him in this behalf. a certificate from a Government Medical Officer not below the rank of an Assistant Surgeon. provided that where any such employee so desires. the employer or the officer authorized by him in this behalf may require the Workman to supply.by the employee.10/. or (ii) A certified copy of his date of birth as recorded in the registers of a Municipality. The employer or the officer authorized by him in this behalf may. • No workman while in the service of the Company shall accept any other employment or undertake any other service or profession with or without remuneration either direct or indirect without permission. APPOINTMENT CONDITIONS: • A workman shall devote his whole time and attention of his duties and shall not carry on or be concerned in carrying on any other business or occupation whatsoever with or without remuneration during the period of service. (iii) in the absence of either of the aforesaid two categories of certificates. No private practice or part-time engagement shall be . a workman is found permanently unfit by the Chief Medical Officer. indicating the probable age of the Workman provided the cost of obtaining such certificate is borne by the employer.an illegal strike or voluntary closure of the establishment. which shall be refunded to him if the employee is declared fit by the Board. MEDICAL FITNESS AND EXAMINATION AND TERMINATION OF SERVICE ON MEDICAL GROUNDS : No person shall be appointed except with a certificate in the prescribed manner from the Authorized Medical Officer for the purpose of deciding his physical fitness or otherwise for employment. on payment of Rs. The Board’s decision shall be final in this regard. he will be liable to be discharged from service. pay and allowances etc. directions and instructions as are in force or as the Management may frame from time to time governing the terms of employment. Such duties. Every employee shall at all times (i) Maintain absolute integrity. and shall eschew all wasteful work practices and obey all such orders and directions as they may receive from their superiors • All workmen shall accept the necessity of measures of rationalization and the Company shall be entitled to introduce such measures so as to improve the Company’s overall standard of efficiency. .. • All workmen shall observe constitutional means and shall eschew agitational steps and/or concerted actions or any other means which may have the effect of interrupting or disrupting the work of the Company and/or the normal functioning of the various departments/divisions/sections/offices and/or the operation of different services in the Company or which may have the effect of causing damage. TRANSFER OF WORKMAN : • A workman may be transferred according to exigencies of work from one shop or department to another or from one station to another or from one establishment to another under the same employer. foreign organization (including international organization) without prior approval of Competent Authority. • No workman shall interfere in or hinder performance of Company’s duty to enforce discipline. shall not apply to participation of a workman in voluntary organizations related to social. delays. by reducing costs and increasing its productivity subject to provisions of Industrial Disputes Act. continuity of service and other conditions of service of the workman are not adversely affected by such transfers. conditions of service. and (iii) Conduct himself at all times in a manner which will enhance the reputation of the Company. • No workman shall during working hours engage himself in any work other than that entrusted to him by the Company. allowed. orders. to the Company’s services. Provided that the wages. inconvenience etc. regulations. • Workmen shall perform all such duties as are related to his job and all duties incidental and ancillary thereto which the management shall lay down and/or assign from time to time. relating to matters included in the Schedule to the Industrial • Employment (Standing Orders) Act. (ii) Maintain devotion to duty.. All Workmen shall abide by such rules. however. however. cultural and sports activities. • No employee owning a house in his name or in his spouse’s name shall let out the same to a foreigner/foreign mission. grade. This. shall not include jobs which are substantially lower or different in nature and content than the level/category to which workmen belong. However. Acting allowance shall be admissible in case of workman engaged in a manufacturing process (as defined in Factories Act) when they act in another higher grade or post of skilled. which he is capable of doing. ENTRY AND SEARCH : • No workman shall enter or leave the premises except by the gate and/or entry/exit place provided for the purpose. The badge shall be shown on demand to the Security Personnel or any Executive Officer of the Project/Plant or any person authorized by the management. and provided also that where the transfer involves moving from one State to another such transfer shall take place. • Every workman shall wear identity badge or other means of identification in a conspicuous position on his dress and/or hold the same in his custody while on duty as directed by the management from time to time. semi-skilled or technical nature for not less than one day and in case of other workman as/when the vacancy is not for less than 7 days.2 Every workman shall take utmost care to ensure against loss or theft of the Identity Badge. Replacement of Identity Badge in case of loss or theft will be charged at Rs. • The Identity Badge shall be retained by the workman and shall not be parted with or transferred to another person. and provided also that (i) reasonable notice is given to such workman. fresh badge will be issued by the Management free of cost. . for old damaged Identity Badges.10/-. and (ii) reasonable joining time is allowed in case of transfers from one station to another. Any workman failing to comply with this shall be liable to be shut out or asked to leave or be removed from the premises if he has already entered the premises. superannuation or on dismissal from service surrender to the Competent Authority the Identity Badge along with all other items and materials that belong to the Company and entrusted to him or which are in his possession. resignation. however. IDENTITY BADGE : • Every workman will be supplied with an Identity Badge and/or other means of identification. • Provided further no transfer of a workman from one place to another shall be made ‘malafide’ under the guise of management policy. either with the consent of the workman or where there is a specific provision to that effect in the letter of appointment. termination. conferring on such person any right to the said higher post. Loss or theft of the badge shall be immediately reported in writing to the workman’s supervisor and the issuing authority. Workman shall also be responsible for obtaining fresh badge free of cost when the old one becomes indecipherable. • Provided further that a workman is transferred from one job to another. 10. ACTING : A workman may be required to act in a higher post when ordered to do so without. • Every workman shall on suspension. unless required by the Competent Authority. • Every workman shall show his identity badge on demand to the Security Personnel and/or Time Office Personnel on duty or to any Executive/Officer of the Project/Plant or any other Person authorised by the management while passing through the entry/exit gate and/or places provided and/or on demand by the above at any other place within the premises. bundle. • A workman shall not leave the place and/or places of work during working hours without permission of the Competent Authority. PERIODS AND HOURS OF WORK : • The working hours for a workman shall be forty eight hours in any week excluding hours of intervals subject to provisions of Factories Act. 1948 and Rules. Security Personnel and/or any other person authorised by the management shall have the right at any time to open and search any packets. • Any workman while entering or leaving the premises or at any time may be searched by the Security Personnel or any other person authorized for the purpose. Workman shall be required to work the whole or part of subsequent shift beyond his schedule hours of work in case of necessity. The Management reserves the right to regard any such article found in the possession of any workman whilst in the premises as the property of the Company and in the wrongful possession of the workman. . • No workman who is found to be under the influence of alcoholic drink or drug or suffering from contagious or infectious disease or in possession of any article prejudicial to the security of the Project/Plant or other workmen or deemed by the Competent Authority to be likely to create disturbance shall enter or be allowed entry into the premises although otherwise entitled to do so. Notice showing the hours of periods of work for every class or group of workmen in the Company for each shift shall be displayed on the Notice • Board. cover etc.. carried by a workman within the Project /Plant/Premises and/or entrances and exits thereof. subject to payment of over time as per rule and subject to modifications in future settlement between the Union(s) and Management. If such a workman is already in the premises. who shall have the right to remove such workmen from the premises. • No workman shall enter his place of work more than half-an-hour before commencement of his prescribed duty hours nor shall any workman remain in his place of work more than half-an-hour after the end of his prescribed duty hours. • Time as per the clock kept at the entrance to the place or places of work will ordinarily be taken as the correct time for purposes of attendance. provided that women shall be searched only by women. he may be asked to leave the premises by the Competent Authority. • No workman shall bring with him into the place of work article of any kind which is capable of being used in connection with the work of the Project/Plant without permission of the Competent Authority. • The management may require any workman to work in any shift according to the exigencies of work. subject to provisions of law in force. epidemic. When work is to be resumed. • whenever a shift is re-started or shifts are altered or discontinued. • The Management may at any time in the event of breakdown of machinery. reduction of shifts. . • In the event of a strike or slowing down of work or any. or • If as a result of closing of the shift no permanent workman will be retrenched. SHIFT WORKING : SUBJECT TO THE PROVISIONS OF I. personnel thereof as well as the shift timings according to the exigencies of work. catastrophe.ACT : • At the discretion of the management more than one shift may be worked in a department/division/section/office of the Project/Plant. concerted action leading to interruption of normal work the Company may close down either wholly or partially any department/division/section/office. The notice of closure and resumption of work under this Standing Orders shall be displayed on the Notice Board at the main entrance or in the department/division/section/office concerned. If more than one shift is worked. notice of resumption will be displayed at the main entrance to the place or places of work. shortage of power or due to any natural calamity. at any time or periods of time. • No workman shall leave his place of work unless properly relieved. civil commotion. the workman shall be liable to be transferred from one shift to another. • The management may.SHIFT SYSTEM : • The management shall lay down shift systems or revise from time to time the shift arrangements both in regard to the composition of shifts. The workmen concerned shall be given such notice as may be possible both of closing down and resumption of work. in the event of the fire. or • If the closure is due to circumstances beyond the Management’s control. or • If the closing of the shift is under an agreement. The copy of notice shall be sent to the Recognized Union. the management shall give a week’s notice to workmen except when this is done under the following circumstances :- • If the establishment is a seasonal one where work is carried on intermittently.D. stop or shutdown any work. STOPPAGE OF WORK AND CLOSURE : • The management may close down either wholly or partially any department/division/section/office which is affected either directly or indirectly by workmen stopping work. department/division/section/office wholly or partially or lay-off any number of workmen for any period or periods without notice. When closure occurs notice shall be displayed on the Notice Board at the main entrance to the place or places of work as soon as practicable. 1947. 1947 and Rules framed the render by the appropriate Government. • In the matter of retrenchment. periodical repairs. PUBLICATION OF WAGE RATES : • Notice specifying the rates of wages payable to all classes of workmen for all classes of work and dates from which the rates are in force shall be displayed on the Notice Board. • A notice specifying the days on which wages are to be distributed shall be posted on the Notice Board every month. the provisions of the Industrial Disputes Act. the workmen so detained shall not be paid for the period of detention. the management shall be entitled without notice. PAYMENT OF WAGES DURING EMPLOYMENT : • Workmen will be paid monthly. SAFETY RULES : .D. If the period of detention does not exceed one hour. Subject to provision of Payment of Wages Act. other than a lock-out or strike : • If occurring during working hours the workman affected shall be notified by notice on the Notice Board as soon as practicable when work will be resumed and whether they are to remain or leave the place of work. to lay-off from work or duty all or any such workman as the management may select for the period or periods of time. shall be followed. • If the management is unable to provide work for all or any of the workman affected. If the period of detention exceeds one hour. No other compensation shall be admissible in case of such stoppages. Whenever practicable. every workman shall be given a wage slip showing the employee number and the gross and the net amounts payable to him for the wage period and also authorised deductions made from his wages. department or section. either in cash or by cheque at the option of workmen on a working day during working hours. The workman shall not ordinarily be required to remain for more than two hours after the commencement of the stoppage. • adverse trade conditions. wholly or partially for a period or periods of lay-off any number of workmen subject to the provisions of the Industrial Disputes Act. reconstruction or extensions or any other causes beyond the control shall shut down any works. notice shall be given for the resumption of normal work subject to the provision of I. on or before the tenth day of the month. as amended from time to time. The fact of such stoppage or shut down shall be notified by notice posted on the Notice Board. the workmen so detained shall be entitled to receive wages for the whole of the time during which they are detained as a result of stoppage. • Any wages due to workman but not paid on usual pay day on account of their being unclaimed shall be paid on unclaimed wages pay day which shall be notified on the Notice Board. for the work performed during the preceding month. 1947.Act. • In the event of stoppage or shut down for any of the causes mentioned above. Workmen who have been supplied with safety appliances/dress/uniforms shall use/wear them in proper order while on duty and exercise proper care in maintaining them in good condition. fire. • All communication services including teleprinter. Sanitation and Medical health. (c) Lighting restrictions. ESSENTIAL SERVICES : • No workman employed in essential services in the premises shall stop work. wireless. safety and security services. telex. medical and toilet preparations and restrictions of similar nature. . he shall not be allowed to work until he reports back for duty properly dressed and he shall not be paid wages for the time so taken by him. • Safety equipment and protective equipment provided by the Project/Plant are intended for use inside the Project/Plant premises only and shall not be taken out without the permission of the Competent Authority. transmission of supply. restrictions on the use of certain kinds of clothing. it shall be the duty of the workman to report the accidents to his superior who shall arrange for his immediate medical attention. • Essential maintenance services. telephone. SAFETY APPLIANCES AND DRESS REGULATIONS : • Such categories of workmen as may be required and/or specified from time to time shall. The following services shall be considered as essential services : • Watch and Ward. while on duty. • Water supply. If a workman reports for duty with improper dress. • Medical. • Electric Power generation. • The management may also prescribe dress and personal safety regulations for some or all categories of workmen. • In the event of accidents in the Project/Plant premises during working hours. use and wear safety appliances/dress/uniforms supplied to them. • All workmen shall conform to such regulations as may be prescribed by the management from time to time relating to :- (a) Cleaning/Washing before entering certain specified sections of work. and to use safety equipment and appliances as prescribed and provided by management. courier service etc. • Essential Transport Services upto 10(Ten) vehicles including ambulances. practices and procedures as notified from time to time. • All workmen shall be required at all times to observe all safety rules. (b) Wearing uniforms. during the subsequent calendar year. • No workman shall leave the Headquarters except with the prior intimation to the Competent Authority. • Continuous operation units.1. . but he shall not earn leave for these days. provided that the total number of days of leave that may be carried forward to a succeeding year shall not exceed 30 provided further that if a workman has applied for leave but has not been given such leave. leave for a number of days calculated at the rate of one day for every twenty days of actual work performed by him during the previous calendar year.1. EXPLANATION : For the purpose of this Standing Order (i) Any days of lay-off by agreement or contract. • All workmen shall comply with such regulations/instructions as may be framed from time to time by the management. Weekly holidays and holidays as per orders 23 and 24 of these Standing Orders shall not be deemed as days on which the Workman has worked.1. • If a workman does not in any one calendar year take the whole of the leave allowed to him under Standing Order 1 or 2 any leave not taken by him shall be added to the leave to be allowed to him in the succeeding calendar year. he shall be entitled to carry forward the unveiledleave without any limit. • In calculating leave. LEAVE : A workman (other than a Casual Workman. relating to residence of workmen in the case of township or other places of accommodation. (iii) The leave earned in the year prior to that in which the leave is enjoyed shall be deemed to be days on which the workman has worked for the purpose of computation of the period of 240 days. as permissible under these Standing Orders. fraction of leave of half a day or more shall be treated as one full day’s leave and fraction of less than half a day shall be omitted. or Apprentice or a Trainee) will be entitled to leave as follows : EARNED LEAVE : Every workman who has worked for a period of 240 days or more during a calendar year shall be allowed.2 entitling him to earn leave.1.1 or 21. (ii) Maternity leave to female workman not exceeding 12 Weeks. • A Workman whose service commences other than on the first day of January shall be entitled to leave at the rate laid down in Standing Order 21. even if he has not worked for the entire period specified in Standing Order 21. Leave admissible under this Standing Order shall be exclusive of all holidays whether occurring during or at either end of the period of leave. • Essential services shall be maintained by the respective workmen working in the respective department/division/section/office in the event of strike or lock out. own or rented by the Company as may be required in the interest of exigencies of work of the Company. 2 is terminated before he has taken the entire leave to which he is entitled. COMMUTED LEAVE : • Commuted leave not exceeding half the amount of half-pay leave due may be granted on submission of a medical certificate from the Authorised Medical Officer. • If the employment of a workman.2 and 21. Half pay leave may be accumulated upto 60 days only. 2. he shall be paid leave salary in respect of the leave not taken. If and when the Employees’ State Insurance Scheme is made applicable to the workmen. or if having applied for and having not been granted such leave.1. the benefit of half-pay leave and commuted leave under these Standing Orders will be discontinued.3 shall be inclusive of all and/or any holidays occurring during the periods of leave. • The provisions of this section as far as they relate to earned leave and half pay leave shall not operate to the prejudice of any right to which the persons employed in the establishment may be entitled under any other law or under the terms of any award. The grant of this leave is subject to the condition that : • Twice the amount of such leave shall be debited against half pay leave due. NOTE: 1. who is entitled to leave under Standing Order 21. This leave will be admissible only after completion of a calendar year. In the first year of service it shall be calculated proportionately according to the period of service put in by a workman. HALF PAY LEAVE : • Every workman will be allowed half pay leave at the rate of twenty days for each calendar year which may be granted for sickness on medical certificate from the Authorised Medical Officer and/or for private affairs.1. . the workman quits his employment before he has taken the leave. such person shall be entitled only to such longer leave. Leave admissible under the Standing Orders 21.1 or 21. agreement or contract of service provides for a longer leave with wages than provided in this section relating to these two types of leave. there are a few other steel plants has government under takings functions in different parts of the country. 2. Since prier to establishing this plant at Vizag. In view well established welfare measures. hard and hot nature of duties are mostly seen all shop floors. Since VSP is a government sector origination having heavy production units. DATA ANALYSIS & INTERPRETATION DATA ANALYSIS & INTERPRETATION OF OVER ALL ANALYSIS HYPOTHESIS Keeping in view the vast achieving of production and targets to be fulfilled by large number of employees in RINL (VSP). The vast work force indicates executive. it is also expected that the wants and demands of the employees at large may have a unique IR situations.RINL(VSP) is a shore-based. 5. non-executives who are educated will influence the expected IR scenario. Employees are broadly divided into 2 groups that is executives and non-executives. since many of the jobs are offloaded taking the help of the contract laborer.It is presumed that more or less cordial industrial relations must be prevailing to continuously achieve. satisfactory wages and other fridge benefits. SURVEY OF ADMINISTORATIO THROUGH QUESTIONAIRE: . there will be a streamed lined producer of IR management. 3. To study different mechanism adopted by the company in foreseeing the IR eventually for maintaining balance to attain favorable IR situation. There are well-established producers and conditions of employment in the origination. 2. METHOD: 1)BREAF BACK GROUND:. It is an integrated steel plant with the perceivable hazardous nature of duties and three prominent accepts like hazardous. OBJECTIVES: 1. highly technological steel plant where in nearly 19000 regular employees and around 9000 contract workers discharged their duties in the production activities round the clock. the IR scenario is also excepted to have multifold dimensions in the company due to the presence of many contract laborer 4. VSP is constructed in an area of around 24000 archers with its main plant itself having been constructed within 10000 archers. Taking into consideration of all such inputs a questioner has been standardized into 22 statements with a 5 scale response sheet. It is desired to have a random access sampling method by collecting samples of response and information from various pockets of sources. the statements also included the negative and positive including for inclination appropriate information. Beside to have appropriated response for evaluation. ANALYSIS: Each questioner was administer to the subject by physically presenting it with a request to give their immediate responses to each statement in one of the 5 options columns. The subjects will have 2 extreme response options and an option if they have no information..Keeping in view in the vast achieving and also different nature of jobs performed.. in every case it was ensured that subjects were kept desired and truthful responses from the subjects. observation etc. it is felt necessary to fallow a few of the standardized procedure to have a scientific study. interaction. designation. . number of years of services etc have been designed into the questioner. This is besides adopting interviewer method. A sample questioner has been prepared to have the desired response from the subjects which was administered and evaluated for appropriated preparation of questioner. it is also ensured to have the responses of different variables and the variables like gender. 68% 30. a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 162 75 5 1 0 243 RESPONDENT S PERCENTAGE 66.86% 2.41% 0% 100% S INTERPRETATION: From the study and the survey it is clearly says that more than 97% of the subjects have agreed that IR management machinery is very important in large scale industry like VSP.05% 0.1) IR management machinery is very important in any large scale production industry like VSP. . 17% 2.85% 16. Agree that dispute settlement in VSP is satisfactory. a) Strongly agree b) agree c) cannot say d) disagree e) strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 23 160 40 15 5 243 RESPONDENT S PERCENTAGE 9.05% 100% S INTERPRETATION: From the study and survey it is clearly says that around 75% approx.46% 65. Approximately 9% of the respondents says that dispute settlement procedure is satisfactory in their view.. .17% 6. However around 16% could not says it.2) The dispute settlement procedure (collective bargaining) followed by the management in VSP is able to resolve Industrial disputes satisfactorily. 56% 20.17% 55.99 4. .3) The IR section and other Management machineries in VSP have been taking prompt action in solving grievances of employees. a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 15 135 49 34 10 243 RESPONDENT S PERCENTAGE 6. Around 18% of the subjects are not agreed about the grievance redressal are not prompt by the machineries in VSP.16% 13.12% 100% S INTERPRETATION: From the study and survey it is clearly says that around 62% of the respondents are agreed that IR section and other management machinery in VSP are prompt in solving grievances of employees. Whereas 20% of the respondents that they cannot say about the role of machineries in VSP involved in grievance solving. 77% 1. However 15% of the subjects that they cannot say about the relations with employees participation with management and IR issues.23% 100% S INTERPRETATION: From the study and survey it is clearly says that around 77% of the people are accepted the fact that employees participation with management will reduce IR related issues. 5) One Union in one Industry is healthier for the promotion of Industrial relations.4) The participative committees help in maintaining harmonious relationship between employees and the Management a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 24 164 38 14 3 243 RESPONDENT S PERCENTAGE 9.48% 15.87% 67. a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree .65% 5. The remaining are not accepted about the employees participation with management is not related to IR issues. 6) The incentive schemes.46% 20. OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 23 51 48 97 24 243 RESPONDENT S PERCENTAGE 9. .92% 9.77% 39. Approximately 30% of the subjects accepting the monopoly of union in VSP. Remaining cannot say about the one union in the industry is healthier or not for the promotion of industrial relations.98% 19. awards. rewards introduced in VSP are additional welfare measures to the employees to motivate them for more efficient discharge of duties.87% 100% S INTERPRETATION: From the study and survey it is clearly says that around 50% of the subjects are not accepting one union in the industry is healthier. 63% 61.88% 100% S INTERPRETATION: From the study and survey it is clearly says that more than 90% of the subjects says facilities that are providing to the employees are more enough to motivate the employees for efficient duties.74% 3. Around 5% of the subjects says facilities that are providing to the employees are not sufficient to motivate the employees for efficient duties.46% 2.a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 72 150 8 6 7 243 RESPONDENT S PERCENTAGE 29.29% 2. 7) Political interference in the activities of Trade Unions will be adversely effecting the smooth relationship between the trade Unions and the Management . in VSP the Trade Unions have got a little role in achieving demands. 16% of the respondents cannot say about the political interference on IR scenario. 8) When compared to other organizations. Remaining of the respondents are not agreed with this.44% 16.58% 2.07% 6. since management itself extends many benefits. OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 57 125 39 16 6 243 RESPONDENT S PERCENTAGE 23.45% 51. .46% 100% S a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree INTERPRETATION: From the study and survey it is clearly says that more than 75% of the subjects agreeing that political interference will have any impact on IR scenario. Around 34% are not agreeing the statement whereas around 23% could not respond on it.29% 39. .a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 8 95 58 75 7 243 RESPONDENT S PERCENTAGE 3. since management itself extends many benefits.83% 30.88% 2.88% 100 S INTERPRETATION: From the study and survey it is clearly says that more than 43% of the respondents felt that the Trade Unions have got a little role in achieving demands.09% 23. 54% 2.9) Workers extend full support to the calls of Trade Unions on all occasions. And approxmetely 27% disagreed.56% 25.46% 100% S INTERPRETATION: From the study and survey it is clearly says that more than 45% of respondents felt that workers respond to the trade unions. 27% of people cannot say about the statement.23% 36. a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 20 88 67 62 6 243 RESPONDENT S PERCENTAGE 8. .21% 27. Whereas 12% they could not say anything about it.95% 8.69% 3.39% 58. a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 27 117 62 38 6 100 RESPONDENT S PERCENTAGE 11.14% 19.23% 0% 100% INTERPRETATION: From the study and survey it is clearly says that more than 80% of the subjects accepted with the statement. a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGLY AGREE CANNOT DISAGREE STRONGLY TOTAL AGREE SAY DISAGREE NO 52 142 29 20 0 243 RESPONDENTS PERCENTAGES 21.11% 48.10) Trade Unions must acquire much more knowledge and information to sit across to discuss issues with the Management.43% 11. 11) There should be more opportunities for the Trade Unions to associate in decision making at different stages to improve all round performance of VSP.7% 100% S .36% 17. 09% 1.46% 0% 100% S .66% 2. It is interesting to say that around 20% have no knowledge about the statement. a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 121 112 4 6 0 243 RESPONDENT S PERCENTAGE 49.INTERPRETATION: From the study and survey it is clearly says that more than 60% of the respondents are accepted the statement. And around 20% of the people has disagreed with the statement. 12) Employees' satisfaction is the key as a motivational factor for higher productivity and performance.79% 46. 16% 25.64% 2.51% 15.INTERPRETATION: From the study and survey it is clearly says that more than 97% of the respondents are agreed with satisfaction of the employees play a key role as a motivational factor for higher productivity. a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 20 117 62 38 6 243 RESPONDENT S PERCENTAGE 8.46% 100% S . 13) The present grievance redressed system may not be sufficient to resolve the individual grievances of employees.23% 48. OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 17 128 49 40 9 243 RESPONDENT S PERCENTAGE 6. .99% 52.7% 100% S a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree INTERPRETATION: From the study and survey it is clearly says that more than 60% of the samples proved that management is always productive in resolving IR issues. The vote for the grievances redressal procedure is sufficient is said by more than 19%. Around 21% that they could not say about the statement.48% 3. It is interesting to say 25% of them are not has no knowledge about whether the grievances redressal system is sufficient or not.16% 16.INTERPRETATION: From the study and survey it is clearly says that more than 56% of the subjects agreed that the redressal procedure is not sufficient to resolve grievances of employees. 19% more or less does not agree the statement.67% 20. 14) The Management is always pro-active in resolving the IR issues with cordial relationship with the Unions. 08% 100% S INTERPRETATION: From the study and survey it is clearly says that more than The subjects are well aware of the influence of contract laborer on IR scenario. Since 79% has accepted. .16% 65. a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 32 159 29 18 5 243 RESPONDENT S PERCENTAGE 13.93% 7.15) Contract Lab our issues in VSP are one of the important influencing situations on IR scenarios. Remaining disagree with the statement.4% 2. However 12% are could not say about the contract laborer is one of the influencing factor on Ir situation or not.43% 11. 54% 2.76% 40. DATA ANALYSIS & INTERPRETATION BASED ON NO YEARS OF EXPERIENCE 1) IR management machinery is very important in any large scale production industry like VSP.7% 0% 0% 100% S OF BELOW 10 YEARS . a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 21 15 1 0 0 37 RESPONDENT S BELOW 10 YEARS EXPERIENCE NO OF 141 60 4 1 0 206 RESPONDENT S ABOVE 10 YEARS EXPERIENCE PERCENTAGE 56. 12% 1.96% 0.44% 29.48% 0% 100% S OF ABOVE 10 YEARS EXPERIENCE INTERPRETATION: From the samples it is been declared that more or less 97% of respondence of both the categories are agreed that IR machinery is needed in large scale production industry. a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE . 3) The IR section and other Management machineries in VSP have been taking prompt action in solving grievances of employees. EXPERIENCE PERCENTAGE 68. 59% 4.64% 16.92% 13.85% 100% S OF ABOVE 10 YEARS EXPERIENCE INTERPRETATION: 62% of the respondence of both the categories eventually said that IR and other machinery in VSP have a prompt action in solving grievance. NO OF 1 22 8 6 0 37 RESPONDENT S BELOW 10 YEARS EXPERIENCE NO OF 14 113 41 28 10 206 RESPONDENT S ABOVE 10 YEARS EXPERIENCE PERCENTAGE 2. .85% 19. Similarly 20% are disagreed with it.79% 54.7% 59. Approximately 20% of both the experienced people can’t say about the statement.45% 21.21% 0% 100% S OF BELOW 10 YEARS EXPERIENCE PERCENTAGE 6. 65% 65.08% 13.4) The participative committees help in maintaining harmonious relationship between employees and the Management a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 0 30 5 2 0 37 RESPONDENT S BELOW 10 YEARS EXPERIENCE NO OF 24 134 33 12 3 206 RESPONDENT S ABOVE 10 YEARS EXPERIENCE PERCENTAGE 0% 81.05% 16.02% 5.52% 5.83% 1.4% 0% 100% S OF BELOW 10 YEARS EXPERIENCE PERCENTAGE 11.45% 100% S OF ABOVE 10 YEARS EXPERIENCE . a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 7 19 4 5 2 37 RESPONDENT S BELOW 10 YEARS EXPERIENCE NO OF 50 106 35 11 4 206 RESPONDENT S ABOVE 10 YEARS . 7) Political interference in the activities of Trade Unions will be adversely effecting the smooth relationship between the trade Unions and the Management.INTERPRETATION: From the above graph it is clear those 81% employees with below10 years experienced and 78% of employees above 10 years experienced. 14% of employees with below 10 years experienced and 17% of employees with above 10 years experienced respondence cannot say anything. 94% 100% S OF ABOVE 10 YEARS EXPERIENCE INTERPRETATION: Comparing more than 5% of employees are with above 10 years experienced respondence accepted the statement. 10) Trade Unions must acquire much more knowledge and information to sit across to discuss issues with the Management.99% 5.93% 51.35% 10. EXPERIENCE PERCENTAGE 18. a) Strongly agree b) Agree c) Cannot say d) Disagree e) Strongly disagree .35% 1.81% 13.51% 5.4% 100% S OF BELOW 10 YEARS EXPERIENCE PERCENTAGE 24.45% 16. 195 of employees with below 10 years experienced respondence and 67% of experienced respondence disagreed with the statement.27% 51. OPTIONS STRONGL AGRE CANNO DISAGRE STRONGL TOTA Y AGREE E T SAY E Y L DISAGREE NO OF 8 21 7 1 0 37 RESPONDENT S BELOW 10 YEARS EXPERIENCE NO OF 44 121 22 19 0 206 RESPONDENT S ABOVE 10 YEARS EXPERIENCE PERCENTAGE 21.74% 10.35% 58.75% 18.67% 9.91% 2.64% 56.7% 0% 100% S OF BELOW 10 YEARS EXPERIENCE PERCENTAGE 21.24% 0% 100% S OF ABOVE 10 YEARS EXPERIENCE INTERPRETATION: From the above graph it is clear that 80% of both the categories agreed with the statement . in dealing with the IR situations. in specific instances for example the influencing factors and other such issues which may have bearing over the IR scenarios are not totally known to considerable no of employees. welfare measures and fridge benefits and other such schemes will have effect over the IR situations in the company. • However. the influence and impact of IR scenario’s • The cause and remedies in the event of IR situation are also known to the employees. The observation and finding out of the analysis made as above are as under. • Many employees have shown their awareness with respect to the factors like know ledged and experience. • Employees are also aware about the machinery. • Employees are more or less aware of the concept IR. • With a small exemptions may have the know ledge of consequences with respective employing contract laborer in IR related matters with respective to IR scenario in the organization in terms to qualify in comparison to other industries many have shown . CHAPTER-VI FINDINGS CONCLUSION SUGGESTIONS The subjects who have been requested to give their response to the statement in the questioner were able to understand the views expressed in the statements and also 5 scale options provided for this purpose. All the above methods have given arises to adequate information and knowledge about the IR situation in VSP its basic nature. trade unions leaders. This shows that there is no possibility of information from other organizations to the employees of the company. • The IR in VSP is more or less sound as can be also constructed because of fulfilling the largest and tasks leading to achieving projected targets of production. interest groups. • Implementation of all industial acts should be followed always in all cases and should be imparted. • There should be a proper and adequate two-way communication between management and workers to increase the morale of both executives and workers and ensure peaceful industrial relations and thereby achieve better production & productivity. It should review its functions at regular intervals. Finally the following conclusions have been drawn out. Employees are also indicated the knowledge about the functioning of trade unions and their role in the IR scenario. • There should be a Grievance Handling Committee each at shop floor level and at every departmental level. • Both management and unions have been functioning with responsibility due to which the IR situations are kept under control. . control methods etc. • Trade unions should work with more responsibility towards overall organisationsl growth than demanding only benefits for workmen. • In view of the above having adhered to the objectives of the survey and study the IR situations at different times as on records of the company will reveal that the IR in the company right from the begning is under efficient planning to take care of the mammoth work force as such the hypothesis based on which the entire survey and research was made has been proved to be correct SUGGESTIONS • It is better that Trade Unions should not have affiliation with Political parties. their ignorance. Employees are aware of different sections responsibilities for managing the IR situations. • Leader’s development training programmers should be conducted to develop the leadership skills. efforts’ have been made to interact with people with employees. senior executives. CONCLUSION • Beside administrating the questioner and tabulating the responses. influencing factors. P.com • www. • Industrial tours and HRD programs to be conducted for the employees. BIBLIOGRAPHY Websites: • www.com • www.SUBBA RAO • UNION MANAGEMENT RELATIONS AND GLOBALIGATION ------ C.com BOOKS: • p. • Promotion policy of the non-executives must be improved.M.com • www.essentials of human resoures and industrial relations • MANAGEMENT OF HUMAN RESOURCES ---. Dr. • Multi union participation must be banned and only recognized unions should be honoured for their tenure.industrialrelation.P. PRASAD • HUMAN RESOURCE MANAGEMENT ---.S.vizagsteel.subbarao _.ask.VENKATA RATNAM .SUBBA RAO • INDUSTRIAL RELATIONS ---- Dr.google. L. Name: _____________________ Designation: ________________ Department : ________________ No. . The dispute settlement procedure (collective bargaining) followed by the management in VSP is able to resolve Industrial disputes satisfactorily.of Yrs. You are requested to please indicate your immediate response in one of the columns against each question which in your opinion is most appropriate. 5 One Union in one Industry is healthier for the promotion of Industrial relations. 2. IR management machinery is very important in any large scale production industry like VSP. Question/statement Strongly Agree Cannot say Disagree Strongly agree disagree 1. 3 The IR section and other Management machineries in VSP have been taking prompt action in solving grievances of employees. 4 The participative committees help in maintaining harmonious relationship between employees and the Management.No.QUESTIONNAIRE ON INDUSTRIAL RELATIONS IN VSP Please find here under a few questions/statements aimed for study and survey for academic purpose. Of experience: _________ S. rewards introduced in VSP are additional welfare measures to the employees to motivate them for more efficient discharge of duties. since management itself extends many benefits. 11 There should be more opportunities for the Trade Unions to associate in decision making at different stages to improve all round performance of VSP 12 Employees' satisfaction is the key as a motivational factor for higher productivity and performance.6 The incentive schemes. 9 Workers extend full support to the calls of Trade Unions on all occasions. awards. 8 When compared to other organisations. in VSP the Trade Unions have got a little role in achieving demands. 15 Contract Labour issues in VSP are one of the important influencing situations on IR scenarios. 10 Trade Unions must acquire much more knowledge and information to sit across to discuss issues with the Management. 7 Political interference in the activities of Trade Unions will be adversely effecting the smooth relationship between the trade Unions and the Management. 13 The present grievance redressal system may not be sufficient to resolve the individual grievances of employees. 14 The Management is always pro-active in resolving the IR issues with cordial relationship with the Unions. .