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PNM

PNM. I. PRELIMINARY OBSERVATIONS. 1. INDUSTRIAL REVOLUTION. changed the face of the world brought about. Misery. Prosperity. working class exploited > Not united Therefore, no bargaining power Gradually workers united. Government enacted laws to protect working class.

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PNM

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  1. PNM I. PRELIMINARY OBSERVATIONS 1. INDUSTRIAL REVOLUTION • changed the face of the world • brought about Misery Prosperity • working class exploited > Not united • Therefore, no bargaining power • Gradually workers united. • Government enacted laws to protect working class. • Various schools of thought also developed which tried to comprehend developments in a theoretical framework e.g.Marxism

  2. 2. In India A) Even prior to Independence, several laws were enacted: • Indian Trade Union Act (1926) • Its objective was to grant a legal status to • Trade Unions • lay down their rights and privileges as also • obligations/Liabilities/duties. B) India was a founder member of ILO. This gave impetus to TU movement in India. • ILO became a specialized agency of UNO • in 1946.

  3. C) Principles of ILO • Labour is not a commodity • Freedom of expression and association are • essential to sustained progress. • Poverty anywhere constitutes a danger to • prosperity everywhere • Ware against want should be carried on • both nationally and internationally, in • coordination between Govt.,employees • and workmen.

  4. II - LANDMARK DEVELOPMENTS

  5. III. RAILWAY TRADE UNIONS The major Federations of Trade Unions in India are- AITUC- ALL INDIA TRADE UNION CONGRESS INTUC INDIAN NATIONAL TRADE UNION CONGRESS HMS HINDU MAZDOOR SABHA UTUC UNITED TRADE UNION CONGRESS CITU CENTRE FOR INDIAN TRADE UNION AIRF was formed in 1924 and recognized by Railway Board in 1930 INRWF- Indian National Railway Workers’ Federation was formed in 1948. Immediately recognized by Railway Board. 1953- Both these federations merged and were called NFIR (National Federation of Indian Railwaymen. 1954- Both federations split into - AIRF & NFIR HMS INTUC AIRF NFIR EMPLOYEES UNION MAZDOOR SANGH

  6. IV. LABOUR POLICYAS ENUNCIATED IN THIRD FIVE YEAR PLAN. The labouar policy as enunciated in the 3rd Five Year Plan lays down: 1. That the trade unions have to be accepted as an essential part of the apparatus of Industrial and economic administration of the country. 2. That the Trade Leadership has to grow progressively out of the ranks of the workers through the expanding programme of workers’ education. 3. That the basis for recognition of unions, adopted as a part of the code will pave the way for the growth of strong and healthy trade unionism in the country.

  7. MAIN PROBLEMS RELATED TO TUs • multiplicity of unions • training of TU workers • Improvement of finances of TUs • Recognition of unions. • Facilities of TUs FOR A FOR INTERACTION WITH UNIONS-I.RLYS 1. PNM 2. INFORMAL MEETINGS 3. NON PAYMENT MEETINGS 4. PREM( Participation of Rly.Employees in Management) 5. SBF Committees 6. Quarter Committees 7. Running Room Committees 8. Special Joint Meetings with Unions 9. Daily Interaction.

  8. VI. PNM 1. Set up in 1952 2. OBJEC T : “For maintaining contact with labour and resolving disputes and differences which may arise between them and administration” Board’s letter No. E-51/FE-1-22 dated 24.12.51

  9. CHART OF PNM SCHEDULE Periodicity No. of No. of Presided coord No. of items represen- by inating days in tatives officer mtgs agenda attending held Division /Workshop level Once in 30 20 DRM or Sr.DPO 2 two Head of in a Divn. Months W/S in a and SPO W/S or APO in W/S Headquarters level Once in 3 30 20 GM CPO or 2 months OSD/IR Rly.Board’s level Once in 4 30 20 Member Adviser 2 months Staff (IR)

  10. 4. Ad Hoc Tribunal • 1. If Board and Federations not in agreement- case is referred • to Ad hoc Tribunal- • Equal No. of representations of • Rly.labour • Rly.Admn. • Neutral Chairman. • Ad hoc commission • In case other ministries also involved in dispute Dispute • dispute referred to ad hoc Commission instead of Tribunal • Govt. can accept, reject or modify decision of Tribunal • Cannot be raised by Federations again before 2 years • ( if issue was decided by Govet. Accepting recommendations • of tribunal • If Govt. modified or rejected 1 year

  11. VII PRINCIPLES FOR CONDUCT OF PNM • EQUALITY OF STATUS • RIGHT TO DISSENT • KEENNESS FOR PEACEFUL SOLUTIONS • WIN-WIN RELATIONSHIP • SHIFT FROM HOSTILITY TO TOLERANCE • IN CASE IF DISAGREEMENT REFER TO NEXT TIER. • VIII IMPORTANT RULES REG. CONDUCT OF PNM • 1. Agenda to be of 30 items. • 2. To be circulated 1 month is advance. • 3. Individual cases cannot be discussed. Only policy matters. • 4. Subject matter should be within competence of concerned • officer. • 5. Items not in conformity with rules of PNM can be rejected. • 6. Employee under suspension can attend. • 7. Observer can attend but cannot participate in discussion. • 8. Issuing of approved minutes. • 9. Follow up and implementation of minutes. • Administration can also take up their own agenda items.

  12. IX. TYPES OF CASES USUALLY TAKEN IN PNM 1. Seniority 2. Promotion 3. Transfers 4. Selections 5. DAR 6. Compassionate Appointment 7. Pay Fixation. 8. OT arrears. 9. Settlement Cases 10. Health and sanitation 11. Water supply., Colony maintenance,Civil Engg. Works. 12. Electrical :- Provision of fans, water, coolers, lights

  13. X. FACILITIES TO TRADE UNIONS 1. Special Casual Leave. 2. Passes. 3. Notice Boards 4. Protection against transfers- • Consult union disagreement GM ( sufficient notice to union) GM ( can pend for one year) Periodical transfer No consultation GM to see personally SPE/Vig. Own request No consultation No consultation ( only inform) On promotion Surplus No consultation. Inform. ( seniors not to be overlooked)

  14. Transfer from one dept/section to another in same Bldg. No consu- ltation • Transfer to another office located at a distance but within same area at some distance Normal Procedure. 5. Provision of offices, telephones 6. Deputation to Union - min. 1 year: max 3 years - after that case to be examined by Rly NOC 7. Can be permitted to hold meetings within Rly premises.

  15. XI. REASONS FOR INEFFECTIVENESS OF PNM MACHINERY: 1. Non-implementation of decisions. 2. Poor union leadership 3. Ineffective coordination by ‘P’ Branch. 4. Lack of response from Executives. 5. Militancy 6. Primacy of unrecognized unions.

  16. XII ADVANTAGES 1. Genuine problems; solved 2. Restraining effect on exercise of power by officers. 3. Mechanism of safety value Prevents occurrence of gherao, litigation etc. 4. Feed back from grassroot level Useful in decision making PROBLEMS 1. CROSS ITEMS 2. CORRUPTION 3. INDIVIDUAL CASES 4. TIME CONSUMING Vicious cycle

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