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Code of Discipline in the Indian Industry - Managing Discipline
Human Resources Management - Managing Discipline
Code of Discipline in the Indian Industry - Managing Discipline
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The code of discipline in the Indian industry was formulated on the recommendations of the Indian Labor Conference held in New Delhi in the year 1957.
Code of
Discipline in the Indian Industry
The code of discipline in the Indian industry was formulated on the recommendations of the Indian Labor Conference held in New Delhi in the year 1957. The main aim of the code was to lay down certain principles of discipline that govern the Indian industry. The basic features of the code of discipline are as follows:
1. Both the management and the employees should abide by certain self-imposed rules in order to avoid disputes. In case disputes arise, they should be settled through negotiation, conciliation and voluntary arbitration.
2. Each party should acknowledge and respect each other’s rights and responsibilities
3. No party should take any unilateral decision regarding any disputes. The existing machinery for settlement should be utilized
4. The code discourages litigation and lays emphasis on settlement of disputes through negotiation, conciliation and voluntary arbitration rather than through adjudication.
5. Acts of violence, coercion, intimidation or incitement should not be indulged in.
6. There should be precision and speedy implementation of disciplinary action and any agreements reached.
The code of discipline in the Indian industry was formulated on the recommendations of the Indian Labor Conference held in New Delhi in the year 1957. The main aim of the code was to lay down certain principles of discipline that govern the Indian industry. The basic features of the code of discipline are as follows:
2. Each party should acknowledge and respect each other’s rights and responsibilities
3. No party should take any unilateral decision regarding any disputes. The existing machinery for settlement should be utilized
5. Acts of violence, coercion, intimidation or incitement should not be indulged in.
6. There should be precision and speedy implementation of disciplinary action and any agreements reached.
7. Employees and trade unions can take appropriate actions in case they find offices and supervisors indulging in activities, which are against the code.
8. The trade union must be recognized in accordance with the criteria laid down for this purpose. Only unions that observe the code of Discipline are entitled to recognition.
Tags : Human Resources Management - Managing Discipline
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