UNIT 4 TRADE UNION DEVELOPMENT

t AND FUNCTIONS
1 Objectives

I
After going tlirougli this unit, you sliould be able to understand:
e tlie growth and development oftrade unions in India, and
e tlie fi~nctionsand problelns oftrade unions.

I
Structure
4.1 Introduction
4.2 Origin and Growth of Trade Unions
4.3 Develop~nentof Trade Unions in India
4.4 Indian Unions Today
4.5 Tlie Trade Unions Act: Legal Framework for Trade Unions
4.6 Functions of Trade Unions
4.7 Strengtlieningof Trade Unions
4.8 Sumliiary
4.9 Self-Assessment Questions
4.10 Further Readings

4.1 INTRODUCTION
Trade Unions have become an integral and powerfill factor in tlie contemporary
systeni of production and distribution of goods and services. Modern industrialisation
lias paved the way for trade unions. 14iey are now exercising a strong influence on tlie
methods of production ofgoods and services, tlieir distribution, tlie allocation of
econo~nicresources, tlie volume of e~nploymentand unemployment, the character of
rights and privileges, policies of governments. the attitude and status of large masses
of population, and tlie very nature of econolnic and social organisations. Under such
conditions their role has evoked deep and wide controversies. For a developing
economy such as ours, trade unions and their policies are of special significance. As
such, in order to assess their filnctions, role and prospects, it is essential to go into the
origin and development oftrade union movement and to outline the factors that helped
them reach such a strong and forceful positio~~ from a small and humble beginning.
Meaning of Trade Union
Tlie tern1 trade illlion lias been defined variously by different authors. Some view that
these are only associations of employees or persons working in industry and wage
earners engaged in one or more professions, undertakings or business, while others
view that these also include e~nployersorganisations and friendly societies.
According to G.D.H. Cole, a trade i~nionmeans "an association of workers in one or
more professions-an association carried on lnainly for the purpose of protecting and
advancing the members' econo~nicinterests in connection with tlieir daily work."
Dale Yoder defined a trade union as "a continuing long term association of employees,
Trade l l n i o ~ ~ i s ~ n formed and maintained for the specific purpose of advancing and protecting the
interest of the members in their working relationship."
Sid ley and Beatrice Webb define a trade union as "a continuous association of wage
ear~lersfor tlie purpose of maintaini~lgand improving the conditions of their working
life." I'll~sclassical definition still holds good so far as actual practices of ~11iio11s
are
con~:c~-~~etl.
Uncler tlic Trade Union Act, 1926, this term is defilied as any combination whether
tern porar y or permanent. formed primarily for the purpose of regulating the relatio~is
betwen \vorkmen and employers, or imposing restrictive conditions on the cond:~ctof
any trade or business, and includes any federation oftwo or more trade unions. In
other words, the term iinion applies not only to co~nbinationand associations of
employees only, but also to that ofthe employers.

--
4.2 -
- ORIGIN AND GROWTH OF TRADE UNIONS
~ I I S grown in response to the peculiar needs and problelns which the
Trade L I I I ~ ~ have
wage-earners llave had to face i ~ - tlie I course of industrial isation under tile capitalist
economic system. The main features ofthe process of industrialisation tliat
11ecessitatl:d the origin oftrade unions are: (i) separation between capital and labour;
(ii) phi losopliy of 1rs.se~~firir.c i.e.. least/non-interference of the state in the affairs of
labo~.~r ancl management; (iii) 1ac.kof bargaining power on the part of workers (which
forct:d the worlcers (as individuals) to either accept the jobs with wage rates, hours of
work etc. unilaterally determined by the employers, or to remain une~nployed);and
(iv) the realisation by the working class tliat while the individual worker was
dispensable to the employer, workers collectively were indispensable to him, and as
such, lie C O L I I ~ not dispense with all his workers and replace them. It is this realisation
that sowed tlie seeds ofcollective bargaining wliich latcr resulted in trade unionism.
The tvorliers, working under a conin~onemployer, faced conimon problelns and
common tasks. They developed common sentiments, and organised themselves into
associations which could meet the e~nployerson a basis ofequality. The inchoate
I a b o ~organisations
~r had to cross many hilrdles before tliey could develop into fi11I-
fledged stable trade i~nions.Tlicre were internal dissentions, persistent and determined
opposition from the employers, merciless persecution and suppression by tlie statc
(For esaniple, in Engla~id,France, Germany and the United States, combinations of
workmen per sc were declared illegal), and the full-throated conde~nnationoftrade
unionism by the advocates of free co~npetitionand luissez-fuire.I n spite ofthese
efforts at s~~ppression, trade i~nionscoritinued to grow, solneti~nesworking
ilndergrou~:dand sometimes openly. Tliey continued to defy the laws prohibiting the
coliibination of workmen (Combination Acts of 1799 and 1800 in Great Britain, for
example) and the judicial pronouncements (particularly, tliejudgement in the
Philatlelphia Cordwainers Case of 1806 in the United States) against the combinations
of worknie~~. Under incessant pressures from tlie workers and their organisations. the
law and the attitude of the coi~rtsgradually came to be ~llodified.The history of the
trade union lnovelnent evcrywhere is a history of blood, tears and toils. Trade unions
in all the ca;sita!istcountries have passed through three stages: (a) outright
si~pprt:ssion,(b) limited acceptance and tolerance, and (c) general acceptance and
recog~~ition. However, trade i~nionsin tlie world today are not at the same stage of
deve1cpme1-~t everywl~cre.I n some co~~ntries, especially in those under hitherto colonial
rille ar~ddictatorships, trade i~nionshad to struggle hard till recently to cross the first
stage; in many ~~nderdeveloped countries free from colonial yoke, tliey are in tlie
seconcl stagt:; and in the fi~ll-fledgedindustrially advanced capitalist democracies, they
are in the third stagc. In the co~rlrni~n
isr countries, trade unions occupy an altogether
different position and status.
 Trade Union Development
4.3 DEVELOPMENT OF TRADE UNIONS IN INDIA and Functions

Early Period (up to 1918)

The Indian trade illlion movement is about a century old. As compared to the trade
unions of Great Britain and LISA, the Indian unions have a shorter history. It is the
delayed start and the slow growth of modern capitalist industrial enterprises in India
that was responsible for the delay in the emergence of the trade union movement in
India. It was in 185 1 that tlie first cotton mill was set up in Calcutta. Subsequently, a
few big industrial enterprises were established in the seco~idlialf ofthe nineteenth
century. During this period, the working and living conditions of labour presented a
pathetic picture -the hours of working were long, the wages were very low, and
general labour conditions iri industrial areas were harsh. Inevitably, the industrial
workers, especially in tlie cottori textile industry, protested against tliese inliurnan
working and living conditions by going on strikes. In 1877 textile workers of tlie
Empress Mill, Nagpi~rremained on strike for a long time deriianding short working
hours, adeqi~atewages arid other improve~nentsin tlieir employment conditions.
Between 1882 and 1890, twenty five strikes were recorded in the Bombay and Madras
presidencies. Tliese strikes took place spontaneously, though there were no formal
organisations of workers. From tliese strikes workers learnt tlie power of united
action.
During the early period of industrial develop~nentefforts towards organising workers
for their welfare were made largely by social workers and pliilantliropists, both India11
and foreign. mostly on lii~manitariangroiu~ids.I n 1875, a nu~nberof social reformers
of Bombay i~lidertlie leadership of Sliorabji Sliapurji Bengalle took i~ponthemselves
the responsibility of drawing public attention to the terrible working conditions
obtaining in factories. In particular, they drew attention to the inhuman conditions
i~nderwhich wolnen and children were required to work in factories.
On March 25, 1875, tlie Government of Bombay appointed the first Bombay
Factories Commission to investigate factory conditions. The members of tlie
Conimission failed to see any necessity of legislation. But due to the agitation started
by the social reformers led by Sorabji Bengalle and otlier reasons tlie first 11ldian
Factory Act was passed in 1881. But this Act was so inadequate (the Act's foci~s
being mainly on children, it was considered as a children's welfare enactment) that
workers in Bombay protested against it. N.M. Lokliande, a skilled worker in a textile
mill in Bombay and a social refornier of the Satyasliodliak Samaj, organised two
public meetings of mill operatives in Bombay in Septeriiber 1884 and had a
memorandum signed by 5,500 workers, demanding a weekly holiday. lialf an hour's
recess and regular payment of wages, and submitted tlie same in October 1884 to the
second Factory Cornm ission.
In 1890, Lokliande established tlie Bonibay Millliands Association primarily to
provide a clearing house for the grievances of the mill-workers and to help in drawing
public attention to them. Tlie Association had no existence as an organised body,
heaving no ~iiembersliip,no funds and no rilles. Tlie leaders acted as voluntary
advisers to mill-workers. The Association also took over tlie Dinahandhu (Friend of
the poor), a social reform journal, and converted in into the first labour joi~rnalin
India. Sonie ofthe important orga~iisatio~is set LIPbefore tlie First World War were tlie
Amalgamated Society of Railway Servants of India and Burma ( I 897), tlie Printers'
Union, Calcutta (I 905),the Bombay Postal Union ( 1907) and the Social Service
League ( 1 91 0). However, all tliese organisations were ad-lioc bodies, and they could
~ r a t llr~ior~ism
~e hardly be regarded as trade i~riiorisin the true sense. Besides Lokliande, some other
persons (including P.C. Mazumdar in Bengal) and organisations (Theosophical
Society il-r Madras, Servants of India Society in Bombay, and Brahmo Salnaj in
Calcutta) took interest in drawing pi~blicattention to tlie cailse of labour. Most of the
worlters' organisations tliat were established before the First World War disappeared
after a short and stormy career.

191 8-1947 (Prior to Independence)

Thc inimediate pcst-war period (191 8-20) saw the birth oftlie trade union movement
in the modern sense of thc term. Tlie main factors wliicli favoured its birth and early
beginnirgs inc!l~depublic expectations o f a new social order, intense industrial and
ecorlom c unrest because earnings did not keep pace with prices and profits, tlie
Russian Revolution ( 1 91 7) and the formation of the International Laboitr
Oqanisation ( 1919).
The Kussian Revolution, wliicli ushered in workers' rule, placed an ideal before tlie
worlcers, namely, tliat the exploitation of labour could be stopped by political means.
111its early stage, the Indian trade i~nion~nove~nerit
was influenced by co~n~nunisni.
Tlie lnt~ernationalL a b o ~ Organisation
~r (ILO) came into existence as a result of the
Pt:ace 'l'reaty of Versail les for the well-being-physical and intellect~~al of tlie
industrial wage-earners. The TLO has profoundly influenced India's trade uniou
move~r~ent, labour legislation and laboi~rpolicy. Wlien the first 11,O conference was
Iield i n 1919 in Washington, 11ierewas no central federation of Indian trade i~nions.
P.s sucli, the Government of India nominated a delegate without consulting trade
unions. This action led to dissatisfaction in the ranks of labour. On October 30, 1920,
r~:presf:ntatives of 64 trade unions, claiming membership of 1,40,854, met in a
conference in Ronibay and established the All India Trade Unio~iCongress (AITUC)
with Lala Lajpat Rai as its first President. As acentral federation of 11ldiantrade
uriion!;. tlie AITUC developed the trade union movement. The 1LO also encouraged
tlie movement by providing training, literature and otlier resources, incli~dingan
international platform for trade union leaders from various countries,
During this period, tlie Madras Labour Union. the first trade union in India to be
formed on systeniatic lines, was established on April 27, 191 8, by B.P. Wadia, editor
of an outspoken nationalist paper. At Allmedabad, under tlie inspiration and guidance
of Mahatma Gandhi and A~lsuyaben.spinners' union and weavers' i~nionswere
formed, wliich later on federated into the industrial union known as Ahmedabad
Textile Labour Association (ATLA). This association, ever since its inception, has
been a model of sound trade unionism in our country, based on Gandhian philosophy
of ni1.1tua1collaboration and non-violence. 'Tlie formation of this association was also
started with a strike for a wage rise in I917 when Mallatma Gandhi had to go on fast
following which Ahmedabad Mill Owners' Association conceded tlie right of workers
to bt: conipensated for tlie rise in price. The workers were given 10 per cent rise in
wages in the form of war h o n ~ in ~ s1917, and which increased to 15 per cent in the
follc~wingyear.
The year 1920 is also i11ipo1-tantin the Iiistory of trade union movement due to tlie
agitation of workers of Birkingharn and Car~iaticMills in Madras for better wages and
otlier eniployment conditions. The ma~iagernentdeclared lockout and filed a suit for
dan~agesagainst the ~lnionleader B.P. Wadia and other leaders of Madras Labour
Union. The Madras High Court granted an illjunction declaring formation of union an
illegal conspiracy arid als:-,awarded to the management dalilages amounting to
Rs.75,000. This judge~iientof the Court brought to tlie fore the need for legal
protection to trade unions for their survival. This was very powerful demonstration of
tlie methods used in our country to crush early trade union movement. The labour
leaders became co~isciousof the fact that in the absence of any base they could be Trade ~ n i o ; Development
prosecuted for bonafide trade i~nionactivities. In 1921 an effort was made by and Functions

N.M. Joshi to introduce in Indian legislature a trade i~nionlegislation. However, his

effort succeeded after five years in 1926 when tlie Trade Unions Act was enacted
legalising the right of workers to combine and form unions, and granting them
immunity from civil and criminal prosecution for bonafide trade union activities and
the action flowing from tlie same. This Act still continues to be tlie basic law
governing trade i~nionsin tlie country. This gave fi~rtherboosting to tlie trade i~nion
movement in the country by providing tliat any seven persons can form tlieir i~nionand
get it registered under tlie Act in the prescribed manner. The registration which is still
optional provides necessary security to the i~nionand its menlbers against any
prosecution for legitimate trade union activities.
The Indian trade union movement, which was in ascendancy from 1920 to 1929,
suffered a setback during 1930-34. Since 1930, tlie world economic crisis, known as
the Great Depression, intensified the misery and poverty of the worl<ingclass. But
instead of ~neetingthe challenge the trade union niovement divided itself on political
grounds. In 1929, at the Nagpur Session of the AITUC, tlie reformist groi~p
(moderates) led by N.M. Joshi broke away on tlie groi~ndthat the AITUC was
dominated by Communists. I11 1930, the refor~nistsformed their own organisation, the
Indian Trade Union Federation, later renamed (in 1933) as theNationa1 Trade Union
Federation (NTIJF). The AITUC had another split in 193 1 in Calcutta, when the
hardcore communists walked out and started a rival labour federation, the Red Trade
Union Congress (RTUC). Thi~s,it could be said tliat tlie Indian trade unions were
divided into four groups by 1931, that is, (a) tlie original AITUC under tlie control of
tlie radicals, (b) the ITUF (NTUF) controlled by moderates, (c) the RTIJC under the
leadership of the co~nmunists,and (d) tlie group of independent trade i~~iions
i~nattacliedto any central organisation, the chief among them being, tlie All India
Railwaymen's Federation and the ATLA.
'The splits had been caused mainly on account of differences on tlie role ofthe Indian
trade i~nionmovement i n the field ofpolitical and class struggle. The union movement
i~lti~natelyreunified in 1940 through a series of co~npro~nises,~nainlydue to the
sustained effbrts of R.R. Gokhale, V.V. Giri, N.M. Joshi and Diwan Cliamanlal.
The Second World War (1 939-45) posed a serious question to Indian tradei~nions:
"What should be tlie attitude of Indian workers to the war?" This was a difficult
question to answer, for tlie war was between an anti-labour, Nazi Germany and Great
Britain, our traditional enerny. The Commi~nists,following the Russian line, first
supported Ger~nanywhen it invaded Great Britain, opposed it when it invaded Russia.
Congressmen opposed Great Britain with tlieir Quit India movement and went to jail.
M.N. Roy and his followers bitterly opposed Germany; and when tlie AITUC failed to
accept tlieir line, tliey started tlieir own organisation, the Indian Federation of Labour
(IFL) in 1941 in support of tlie war against Germany. In return, tlie government
recognised the IFL as the most representative organisation of India~lworkers.
Besides tlie formation of the IFL, some other events that took place during tlie war had
an impact on tlie trade union movement. These were: the establishment of the Indian
Labour Conference-a tripartite labour machinery - in 1942, providing a platform
for discussions between tlie government, employers and trade unions; ordinances
relating to tlie Defence of India, National Service (Technical Personnel), Essential
Services (maintenance), etc. placing restrictions on tlie freedom of association and the
right to strike, and tlie Quit India Movement and consequent arrest of mauy trade
unionists, leaving the field for co~itrolto co~nmunists.During tlie war, trade ~ ~ n i o n
membership registered a substantial increase from 3,99,000 in 1938-39 to 8,89,000
l'rsde IJnionisn~ The econon~icdistress that followed the war, the new spirit of awakening, the change
in tlie c~utlooktowards the ~ ~ n i o both
n s on the part of the Government and employers,
and the enat:tment of tlie Industrial Disputes Act, I947 (which enabled tlie unions to
rcpres~ntworkers for settlement of their disputes under tlie Act) contributed to tlie
growth of trade union movement in tlie country after the war.
From 1 he pclint of view of its impact on tlie Indian trade union movement, the most
imponant oftlie events was tlie establishment ofthe Indian Trade Union Congress
(INTUC) on May 3, 1947. Tlie divided trade union movement was further divided
when .lie IFITUC was set LIPon tlie initiative of Gulzari Lal Nanda and other like-
mined persons who believed in the Gandliian ideology. Sardar Vallabhbliai PateI, a
powerfill ccngress leader, became its first president.

Post-Independence Period
The post-Independence period witnessed fi~rtherdisintegration of tlie AITUC. In 1948,
tlie socialisls wlio liad hitherto been working in the AITUC left it arid established a
separate 11alional federation cal lecl Hind Mazdoor Panchayat (HMP). The Indian
Federation l ~Labour
f (IFL), which was languishing since the end of tlie war and the
partition of tlie country in 1947. merged with tlie HMP, and a new organisation -the
Hind lvlazd3or Sablia (HMS) came into being in December 1948. Some trade union
leaders, wlio attended tlie meeting called by tlie socialist leaders in December 1948 to
form the HPVIS, did not agree M itli tlie principles and objectives ofthe HMS. They,
tlieref~re.decided to set up another organisation. Consequently, on April 30, 1949. the
U n itecl 'Tratle Union Congress (UTUC) was formed by radicals outside the Communist
and Soc~ali:;tgroups.
After ,lie ac'option oftlie constitution in 1950, the role of political parties became all
tlie more in~portant.Not only new political parties came to be formed, but also the
existing political parties witnessed splits for one reason or tlie other. Tlie political
parties tried their bcst to keep as Inally trade i~nionsand workers as possible under
tlie~ri ~flucnceand control. These developnients liad their repercussio~ispntlie trade
union niovtiment also. I n 1955, Bharatiya Jan Sangh established tlie Bharatiya
Mazdoor S:lngh (BMS), wliicli later came under the influence of the Bliaratiya Janata
Party. When the Indian National Congress was divided into the Ri~lingCongress and
the (I~gani~ation Congress, the former took over the INTUC, while the latter
establislietl in Ahmedabad a new organisation called the National L a b o ~ ~ r
Orgal; isaticln (NLO). Si~iiilarly,l lien tlie Communists divided into tlie CPl and CPM,
the 417'1IC ealiie under the contrc)I of tlie former, while the latter set up tlie Centre for
Indial; 'l'racqe Unions (CITIJ).
Tlie UTIJC broke into two -one with headquarters at Central Avenue and tlie other
at Lec in Sarani, Calcutta. Both tlie UTUC (Central Avenue) and the UTUC (Lenin
Sarani) claim to be tlie genuine UTUC. Later on, two other central federations of
trade ~ ~ n i o nnamely
s, National Front of Indian Trade Unions (NFITU), an Independent
organisation and Trade Union Coordinatio~iCentre (TUCC). There are a few other
organisations such as tlie Hind Mazdoor Kissan Pancliayat (HMKP), the Indian
Federntiori of Free Trade Unions (IFFTU), and Bharatiya Kamgar Sena (Shiv Sena,
Muml~ai).t3ut they are not as pro~ninentas tlie other central trade union organisations.
Table 1 shows tlie membership figures often central trade union organisations,
numb:l- ant1 membership wise, as claimed by them and as verified by tlie Chief Labour
Commissioner for recognising them for consultation and giving them representation on
natio~~nl and inter~iationaltripartite forums as on December 3 1, 1989.
 Table 1: Central Federations of Trade Unions and their Membership (1989) Trade Union Development
ant1 Functions
Name of the Central Federation
1. INTUC
2. Cl TU
3. BMS
4. AITUC
5. HMS
6. N LO
7. UTUC
8. UTUC-LS
9. N FlTU
10. TUCC

The central federations oftrade unions have also associated themselves witli world
labourorganisations, s ~ ~ casl iInternational Confederation of Free Trade Unions
(ICFTU), a non-conimunist organisation, World Federation of Trade Unions (WFTU)
(Communist), and World Federation of Labour (WFL) recognised by tlie ILO and tlie UNO.

4.4 INDIAN UNIONS TODAY

Unionism is in recession today and Tudia is no exception. The decades oftlie 1980s
and 1990s liave been bad years for traded ~~nionism all over the world. Union
membership has been declining in niost developed countries, witli the USA and UK
leading, and even Japan not far behind. Paralleling tlie de-recognition of unions in
other countries has been the cancellation of registration in India. Worker apathy is not
a small factor eitliel-.The reassertion of capitalistn under the New Econon~icPolicy
(199 1) lias been a major reason but a wedge also appears to be operating between
trade unionists atid their rank and file members. Tlie overall trcnds are of declining
~uiionisedworkforce, increased ~lnemployment,unfavourable p~tblicsentiment and
management and government pressure on ~mions.This co~nbinationis certainly
omino~~s. Co~nmentingon tlie I~idiantrade union movement, Rao and Patwardhan
observed that : The Indian trade union movement is ~iiarkedby 111~1Itiplicity of
federations at the apex level, witli little coordination inter se. Almost every political
party - be it capitalist or socialist in its ideological orientation - has tloated its trade
~ ~ n iwing.
o ~ i I n addition, there are host of independent unions operating at tlie sectoral
and local levels. The pluralist-fragmented structure of Indian trade ~lnionsaligns itself
witli British French and Italian stl-uctures. At any rate, it is certainly ~iowlierenear the
[IS,German, Swedish or Spanish models, which are more inclined towards
consolidation andlor coalition. TIILIS. the Indian trade union movement lias witnessed
the retrogressive evolution of trade ~ ~ n i o from n s strength to weakness, weakness to
infirmity and possibly from infirmity to extinction. Far from initiating proposals so
motto for consolidating the working class, Indian trade unions liave consistently
opposed all attempts in infirsing an elernelit of rationality into the structural and
fi~~ictional aspects of trade u ~ i i o ~ i i sas~ well
n as reforms in the industrial relations code.
I
t Activity A
! Why do trade unions in India often fail to achieve their objectives? Suggest nieasures
for the successfi~lfi~nctioningoftrade unions.
l radc llnionism
--
THE TRADE UNIONS ACT: LEGAL FRAMEWORK
4.5
--FOR TRADE UNIONS
The Trade Unions Act, 1926 is the only legal framework for the trade union
I
movement in tlie ccuntry. It leg;llisesthe formation of trade unions by concedinp to
workmen their right of association and organising unions. Tlie purpose oftlie Act has
been to free tlie trade unio~lsfrom certain constraints on their functioning, particillarly,
in respect ofcriniinal and civil liabilities for their actions in connection witli trade
disputes. Tlie Act was amended i ; ~2001. The Trade Unions (Amendment) Act, 2001
came into force with effect frorr~January 9,2002. The broad features ofthe amending
Act are: ( I )any seven or more members of a trade ilnion, by subscribing their names
to the rules ofthe trade union and by otherwise colnplying with tlie provisions ofthe
Act, may <lpplyfor its registration. However, no trade union of workmen will be
registered under the Act unless at least 10 percent or 100 of the workmen, whichever
is l e s , engaged or employed in the establishment or industry witli wliich it is
connected. are tlie members of such a trade union 011 the date of making the
applicatio'~for registration. Besides, no trade union ofworkmen is to be registered
unless it 11,is,on the date of niaki~rgthe application, not less than seven persons as its
members; (ii) limiting the praportion of outsiders to 1 /3rdoftlie total number of office-
bearers or 5, whichever is less generally and 50 percent in the unorganised sector;
(iii) debarring Members of Council of Ministers or persons holding office of profit
(not employed in an establishment or industry with which tlie trade union is connected)
in the Centre or a state from membership oftlie executive or other office-bearer o f a
regis;ered trade tinion.
Besides specifying tlie procedure for registratio11of unions, tlie Act lays down the
guidelines forthe day-to-day working ofthe registered unions. It also defines their
rights and clbligations, important of which are as follows:

Obligatioins of Registered Unions

Unde~theamending Act, registratio11makes it obligatory for the union:
i) 7'0 allow any person above tlie age of 15 years to be a member pf the union and
e~!joy all privileges attached to me~iibership.
ii) Must have 2/3rds of the total ~iumberof tlie office-bearers from among the
persons actually employed, or engaged in any industry with wliich the trade
union is concerned. l n the unorganised sector half of the total number of office-
bl-arer:; should be person who are actually e~nployedin the establishment. A
person is to be disqualified to be a member of tlie executive or hold any other
oifice if he is below 18 years of age, 01. if lie lias been convicted of any offence
involving moral turpitude and sentenced to imprison~nentunlcss a period of five
years lias passed, or if lie is a Member of Cou~lcilof Ministers or a person
holdiny,office of profit (not ernployed in an establi~hmentor industry with wliich
tlie trade union is connected) in tlie centre or a state.
iii) Union ~.nembersIiipfee must not be less than one rupee per annum for rural
workers, Ks.3 per anniim for workers in other ~lnorganisedsector, and Rs.12 per
annum 'or workers in any other case.
iv) Maintain niembersliip register and properly audited account and make them
available for the inspection ofthe office bearers and members of tlie tunion.
v) The rult:s of the union must provide tlie procedure for tlie change of its name. its
niergerwitli any other union and its dissolution.
vi) Spmend urlion funds for the purposes specified in the Act only.
 vii) Send to the Registrar on or before the prescribed date an annual statement of Trade Union Development
and Functions
income and receipts, and assets and liabilities oftlie union audited in tlie
prescribed manner as on 3 1 March with the statement showing changes in tlie
oflice bearers and rules of the union made during the year.

I Rights of the Registered Union

i) Spending general funds on the salaries of tlie staff and office bearers, prosecution
and defence for protecting trade illlion rights, conduct of trade dispute on behalf
of the trade unions or any ~ n e ber
~ nthereof, cornpe~isatio~i of ~ne~nbersfor loss
arising out of trade disputes, and other purposes as permitted under the Act,
I
1
includirig publication of periodicals.
Can have a political fund without malting its contribution co~npuisoryor a
P ii)
b condition for the membership ofthe Union.

I
iii) Can change tlie name ofthe union, amalgamate it with some other union and
dissolve it i~nderintimation to tlie Registrar of Unions, as these changes will take
effect front tlie date they are registered by the Registrar.
iv) Can claim immunity from criminal and civil prosecution for bonafide trade i~niori
activities.
v) Can appeal against tlie order of tlie Registrar withdrawing or cancelling tlie
registration of tlie union in a Civil Court.
Registration oftlie union can be cancelled or withdrawn by tlie Registrar of Trade
Unions if it lias been obtained by fraud, or by supplying wrong information, or by
mistake or if it has ceased to exist, by giving two month notice to the Union specifying
the reason for withdrawal or caricellation. This order can be appealed against in a
Civil Court.

4.6 FUNCTIONS OF TRADE UNIONS

The underlying idea offorming a trade union is to acquire collective strength for:

1 i) Protecting and advancing terms arid conditions of employment of its members;

I
ii) Negotiating and setting terms and conditions of employment and remuneration;
iii) Improving tlie status arid working arid living conditions of workers;
iv) Promoting econornic and social interests of its members.

I
Some i~nionshave also as their objectives to undertake social security measures where
the State lias not assumed this responsibility, and organise welfare activities and
organise then1 to become literate leaders and union-conscious.

I
Froni the above ob.jectives reflected in various theories of trade i~nions(summarised in
Appendix B) it is obvious that the primary function of a trade union is to promote and
protect the interest of its members. The i~riiondraws its strength from the firrids and
general support provided by its members. It has, therefore, to strive to secure better
wages and improve their terms and conditioris of eniployrnent and generally to
advance their economic and social interests so as to achieve for them a rising standard
of living.
Originally and traditionally tlie only function oftrade i~nio~is
was econo~nic,that is,
rescuing workers from exploitative employ~nentand working conditions, and use their
collective strength to ensure workers adequate and fair wages, reasonable working
hours. safe and healthy conditions at work, periodical rest and leave, some essential
amenities at work place like wliolesorne drinking water, first aid, washing and resting
facilities. 111fact, most of the early demands of the unions which caused disputes
Trade Clnionis~n healthy working conditions, and job security. It is gradually that tlie i~nionsstarted
adding 1.0 tlie list oftheir demands such facilities as housing, medical aid, recreation,
constiti tion ofwelfare fi~nds,and social security rneasures like sickness, disability,
maternity benefits, gratuity, provident fi~nd,and old age and family pension.

Social Functions
Besides tlie main economic fi~nctionsconsisting basically of organising i~nionsand
in-~prov~ n gtheir terms and conditions of employ~nentto enable workers to meet their
pl-ysical needs, some unions have now started undertaking and organising welfare
activities and also providing variety of services to tlieir members and so~iietimesto tlie
coni~ni~nity ofwhich they are a part, wliicli may be grouped i~nderfollowing heads:
i) Welfare activities provided to improve tlie quality of work life including
orsanisation of mutual fund, cooperative credit societies for providing housing,
cooperative stores, cultural programmes, banking and medical facilities and
training for women in various crafts to help them to supplement tlieir family
in(:on~e.
ii) Education: Education of members in all aspects of their working life including
in- proving tlieir civic lift:, awareness in the environment around them,
enhancement of their knowledge particularly in regard to issues that concern
them, tlieir statutory and other rights and responsibilities, workers' participation
scheme, and procedure for redressing tlieir grievances. Some central union
organisations are also assisting tlie Government in implementing the Workers'
Etlucation Scheme.
iii) Publication of periodicals, news letters or magazines for establishing
ccmmi~nicationwith their members, making the latter aware of union policy and
stiind on certain principal issues and personnel matters concerning members,
such as births, deaths, marriages, promotion and achievements.
iv) Research: Of late, this is gaining importance and is intended ~nainlyto provide
updated information to i~nionnegotiators at the bargaining table. Sucli research
is to be more practical tliau academic, co~icerningproblems relating to day-to-
d2.y affairs oftlie i~nionand its activities and union and nianagement relations.
Some oftlie research activities are : (i) collection and analysis of wage data
including fringe benefits, and other benefits and services tlirougli surveys of
cclmparative practices, data on working conditions and welfare activities; (ii)
preparation of background notes for court cases and also position papers for
i111io11
officials; (iii) collection and analysis of macro data relating to tlie
economy. industry sectors etc.
A I1 tlie above mentioned activities and services are considered normal activities of
unions in the Trade Unions Act which stipulates tlie objectives on which general fillids
ol'tlie i~nioncan be spent.

Politic!alFunctions
For discharging above fi~nctionsunions have to operate not only 011 social, economic
and civic fronts, but also on political front. Unio~isliave to influence Government
policy decisio~isin tlie interest of workers. Legislative support wliicli unions require
for realising some of their objectives and achievement of their long-term interests has
taken them into tlie region of politics. Unions are not only to contribute in tlie
formulation of policies but liave also to see that policies are implemented. I n several
countries therefore, political process of tlie Government and participation in it have
been attracting the interest of unions increasi~igly.Whether a union gets directly
associated with a political party, or has its ow11wing, slioi~lddepend upon Trade Union Development
and Functions
circumstances in each country. Considering that such political action / association is
legitimate. the Trade Unions Act, 1926, per~nitsthe constitution of separate political
fi~nclto facilitate political action bya union.
The type and tlie extent of unions' participation in the political process of the
Govern~nentdepends largely i~ponthe stage of economic and social development. It
ranges frotn the joint consultation at the plantlind~~stry level to work on bodies like
tlie Economic and Social Council in France, Planning Co~nmissionin Sweden, or the
Economic Council i n Denmark. 111a number ofcountries law specit'ies tlie activities in
wliicli tlic i~nionsmay engage. I n Sweden and Netherlands unions are made
responsible for tlie implementation oftlie labour and social security legislation. TIILIS,
while a i~nionli~rictionsin the interest of its niem bers. it should also accept community
responsibilities. Co~isciousnessofthis wider responsibility will vary from country to
country, depending LIPOII tlie extent of wage employment. In a country like India wliere
self-c~iiploynientis sizeable, unions have to ~naltespecial effort i l l understanding the
intcrest of the total commu~iity.Tliis aspect oftlie role of unions in a developing
economy Iias been empliasised in our successive five year plans. It is i n recognition of
this fact tliat tlie very first Planning Advisory Board constit~~ted in 1950, had two
lahour rcpresentatives on it. Since then tlie labour representatives have been
associated witli Development Councils set up for individual industries and otlier
tripartite bodies like tlie Indian Laboi~rConference and Advisory Boards at the
Central and State levels in the formulation and iniplementation of labour programmes.
Tliis has enabled trade i~nionsto perform tlieir primary function for meeting the basic
needs of their members as listed by the First National Labour C o ~ n ~ i i ~ s son
i oLabour
~i
( 1969). The fi~nctionsare:
(i) Securing for worlters fair wages; (ii) Safeguarding security of tenure and
improvement in service conditions; (iii) enlargement of opportunities for promotion
and training; (iv) improvement of working and living conditions; (v) provisio~ifor
educational, cultural and recreational facilities: (vi) promotion of individual and
collective welfare; (vii) Facilitation oftechnological advance by broadening the
i~nderstandi~ig of workers witli their industry; (viii) offering responsive cooperation in
improving levels of prodi~ctionand productivity, discipline, and high standard of
quality.
I n fact, most of tlie i~nionsat craft. illlit and plant levels wliicli are still described as
fighting unions, attend mostly, if not only, tlie basic needs of their members mentioned
above at (i) to (vi). It is only tlie trade i~nionorganisation which are attending to some
extent tlie functions and needs ~ne~itio~ied at (vii) and (viii). Tliis is attrib~~ted
mai~ilyto
tlie fact that ernploylnent and service conditions of workers still need considerable
improvement. So, tlie primary function of unions still remains that of improving the
eco~iomicconditions of workers either by collective bargaining, or by other peacefill
means, or by direct or militant action.
Activity B
Explain the fi~nctionsof trade ~ ~ n iof
o ~your
i orga~iisatio~i
or any organisation you are
familiar with. Co~npareand contrast tlie functions of important trade unions i n India.
 i
-- i
1
STRENGTHENING OF TRADE UNIONS
4.7 -
-
Some oftlli: weaknesses of trade 1.1nio1isin India are: small ~ne~nbersliip, paucity of
f i ~ ~ l dpoliticalisation
s, arid mi~ltiplicityof ~ ~ n i o nand
s , outside leadership. These
inherent wcakrlesses intensify inter-union rivalries and reduce bargainin;: power of
union:; and their effectiveness in attaining their main objective of improviug
e~nplcymer~t and working conditions oftheir members. For strengthening unio~lsit is
necessary that tlieir wealinesses are minirnised, if not totallyeradicated, and sooner it
is dont: the better for reducing conflicts and improving union-managen~entrelations.
All these problems were considered in detail by the First National Co~nmissionon
Lahour i 1969), and it recomnie~idedtlie following measures for resolving them:
i) Tllz 7'r,adeUnions Act, 1926 should be amended to provide for:
a) C'oii1pulsoi.y registrrrtion qftlniow. (Cnmnzent:Although tlie Trade UIIions
ACI, 1926 was amended in the year 2001, the amending Act has not ~ n a d c
any special provisions for compulsory registration).
b) Rcc!zlcfiow ofpercerrfugeofnu:side~*.r
assqffice hc.are7)s.
(Comment: Although the Trade Unions (Amendment) Act, reduced tlie total
nu~nberof oi~tsidersas office-bearers to 1 /3rdor 5 , whichever is less, there is
no guarantee that such restrictior? in tlie number of outsiders will actually
chec:k the uridesirable effects oftlie outside leadership).
c) M)r/rh/ysuh,rcriptioi~fi,rurliou; 7ncn~hel*.vhip
111c;!y be incr.euL~ed@on7
25pai.c.e
to K.1. I .
iCornnient: This suggestion was made by tlie tist NCL in 1969. Interestingly.
after a lapse of 32 years, the second National Commission prescribed Re.1 as
subscription fcc per annum for rural workers, Rs.3 per annum for workers in
the i~norganisedsectors, and Rs. 12 per anncm for workers in any other case.
Even ifthese subscription fees are prescribed per month, the same would not
improve the financial position ofthe i~nions.Assuming that tlie ~ ~ n i o fail
n s to
gct political funds and donations, the unions should work out appropriate
sol~~trons as to how to i111prc)vetheir financial position. One possible soli~tio~l
is l l ~ athe
l unions can take up some consultancy work in the rural areas, for
example, assisting the Ciran~Panchayats in ~naintainingtheir accounts etc.)
d) 7-/1em1ininlu17lrz~inlherI " C Y Z I ~ ~ ~ C Lstarting
/,~O~ tr new zrwio17 shozrltll~c~
ruisccl'fi,
I O % o j c?fr~'gz~/ur
c n p / o ~ ~ rof'cr
c s plant ,vubject to u nlinirnunl c?f 7 or I00
is /O~I)L'I'.
\.i,/ri~.hevor
(Comment: The 'I'rade Unions (Amendment) Act, 2001 has incorporated a
ncw provision i n tlie Trade Unions Act, 1926 in this regard. 'llie new
r~rovisionmay reduce the problem of ~nultiplicityof unions to some extent).
e) i.!n encr11lirrgprovi.sionn~~r,v
be mczdc /open,lit check-cqf.sy,sten~fbr
collec~ionof rr~enrhershiyszrbscription 011 de'emarzd b.y u rc.copi.~cdzmion.
ii) Forniation of craft unions should be discouraged. Craft unions operating in a
~~nit/industrysl~oiildamalga~nateinto an industrial i~nion.Formation ofcentre-
cum-industry and national i~idustl-ialfederations shci~ldbe encouraged.
iii) Steps s110~1ldbe take11to promote internal leadership and give it a more
responsiblt: role. The ex-employers should not be treated as outsiders.
(The 'Trade Unions (Amendment) Act, 2001 has i~icorporatedtlie suggestion of
the fisst NClL with regard to the outsiders.)
iv) LJnity in the tradc union movement has to grow fro111within.
v) Collective bargaining should be the main method of settlement ofdisputes.
f
vi) An independent authority for illlion recognition will hasten the process of inter- Trade Union Development
union rivalry. (Tlie Second National Corn~nissionon Labour (2002) made a and Functions
sin1i lar suggestion.)
vii) Apart froni paying attention to the basic responsibilities towards their members,
unions should also take social responsibilities such as (a) pro~notionof national
integration; (b) influencing tlie socio-economic policies of the cornniunity

i through active pa~-ticipationin tlie for~nulationoftliese policies; and (c) instilling

in tlieir members a sense of responsibility towards industry and community.
Tlie Government has taken some initiative to promote internal leadership by laying
emphasis on training of labour leaders tlirougli Workers' Education Sclierne. But the
result of tlie same lias not been quite encouraging.
The trade unions, particularly tlieir central organisations, can also help by forging
b unity among themselves and also following the Inter-Union Code of Conduct, which
tlie INTIJC, AITUC, HMS and LITUC agreed (in the Indian Labour Conference) to
observe for maintaining harmonious inter-union relations. Tlie details of the Code of

I Conduct, 1958 are given in Appendix C.

4.8 SUMMARY
In this unit we have considered the growth oftrade unions in India since tlie middle of
the 19'"century. Trade union movement in Indian has been following tlie same course
as in the developed countries. But it lias not been so turbulent as in Great Britain and
USA, ancl some other coiuntries. Quantitative growth of trade unions has been
tremendous (see Appendix D). Perhaps in no other country the number of unions at
craft, pla~it/u~iit,
industrial and national levels is so large as in tliis country. But tliis
does not retlect the real strength oftlie trade unions, which is niuch less. Qualitatively
the growtli lias not been so healthy as in some countries. It still suffers from so many
weaknesses, such as: sniall membership, paucity of funds, multiplicity,
politicalisation, external leadership, and inter-union rivalries.
Functions oftrade unions have also been examined explaining how they have been
operating not only in the economic front, but also 011 social, civic and political fronts.
While many unions are still struggling to improve wages and employment and
working conditions of tlieir members, but there are a few unions which are financially
somewhat sound, and they are undertaking welfare, educational and cultural activities.
Most of the central labour organisations are operating on political front, and some of
them are participating in tlie formulation and implementation of the Governments'
labour policies and enactment of labour legislation.

4.9 SELF ASSESSMENT QUESTIONS

I) Discuss tlie developments in the trade union movement in India in the pre-
Independence period.
2) Write a short note on the splits in the Indian trade union movement in the post-
Independence period.
3) Brietly cle5cribe the present position oftrade u~iionsin India.
4) What are your suggestions for strengthening the trade unions in India?
5) Briefly discuss the trade union scenario ofan industrial area with which you are
faniiliar.
 <
--
4.1 0 FURTHER READINGS
--
1
(;o\ crriment of Iirdia, Ministry of Labour and Etnployment and Rehabilitation. 1969.
Ri)l)or./o f /hc Nuliotral C7o~~irni.s.sion
on L~lhi)t/r,
Delhi. I
I(;kj
171% -7-
)Ij. 1993. MS-24. Block-2,IJnit-4, Trucie (Inion Development and Funclioris,
I9 1
S.D, S.B. Deodhar and Saraswatlii Sankaran. 2003. L~lhourIVelfire, T r ~ ~ d e
l'i~i~ckar,
i~rrro~ri.\ri/
U I I L ~ ~ I I ~ Z I Srelation,^,
/~~LI/ Mi~mbai:Himalaya Publishing House.
Rac~.F.bI. and Vikrant Patwardha~i2000. "Indian Trade Unions : On the Brink of
in C.V. Venkata Ratnam and Pravi~iSinha (Eds.) 2000. Trode Union
Ext~~lctic~i?"
I
C'IIL ~ ~ I L ' T T ~LI/P S/he Beginnit~gOJ the 2 I" Century, New Delhi: Excel Books,
pp. 1 2 4 - , 42.
Snrnr a. A .M . 1 998. I~~~lustrial
Relritic~ns:C'o~rceptzruland Legal Frunze~jouk,
M uinbai: Himalaya I'ubl isliing House.
Relations in Indiu: Shfting Paradigms . Delhi :
Sen, 12at1la. 2003. Il~d~wtuinl
Macir~ill:~n India L,td.
Shalwa, Raldev R. and Ishwar Dayal. 1999. "Emerging Challenges and Changing
liolc of .I rade IJnio~is"in A. Sivananatliiran and C.S. Venkata Ratnam (Eds.) 1999.
(;iol~rrli.\ir/iorr
CC Lubozrr hf~~nc~genren/
Rc.1ation.r in South Asiu, New Delhi:
Inte; ~iational1,abour Organisation, pp. 123-147.
I ; ~ . Indu Bala Sinlia and Seema Priyadarshini Sliekliar. 2003. indrlstt*iul
S J I ~ ~P.1i.N.
liclr ion.v, TI'UL/C>
lr Unions, rind Labour Legi.sl~~/io~z,
Delhi : Pearson Edi~cation(Pvt.)
L.td.
1C.N. 1967. Luhnur-Mu~iagrme~it
Sub~.anisi~ian, Relutions in Indiu, Bombay: Asia
 Trade Union Development
APPENDIX A: TRADE UNION TERMINOLOGY and Functions

Trade Union: Sidney and Beatrice Webb define a trade unio11as "a co~ltinuous
association of wage earners for the purpose of maintaining and improving the
conditions of their worlting life". This classical definition still holds good so far
as actual practices of unions are concerned.
Under the Trade Unions Act, 1926 this term is defined as any combination whether
temporal-y or permanent. formed primarily for the purpose
. . ofregulating the relations
between workmen and employers, or for imposing restrictive conditions on the
condi~ctof any trade or business, arid incli~desany federation of two or more trade
unions. In other words, the term union applies not only to co~nbinationand
associations of employees only. but also to that of the employers.

Trade Union Movement: This term apples to all the various types of long
term associations of worlters that appear in industrialised and partially
industrialised econonlies.

Organised Labour: This term is used to distinguish members of unio~lsfrom

i~on-memberor iulorganised employees. In a restrictive sense it is solnetimes
used to apply to members of unions affiliated with tlie nation-side associatioil
and may exclude members of unaffiliated unions. This niea~lsco~ltinui~lg long
term association of employees formed and maintained for thc specific purpose
of advzlllcing and protecting the interest of ~llenlbersin their working relatio~lsl~ips.

Trade Unionism: This term refers to thc organised needs, wished, aspirations
and attitudes of the working class. Traditionally it has ascribed to workers'
organisations, a particular philosophy and function of col lective representation
to project and pronlotc interest of workers within a given socio-economic
system.

APPENDIX B: TRADE UNION THEOKIES AND TYPES

OF UNIONS

Theories of Trade Unionism

There is no one theory of Trade Unionism, but many coritributors to these theories are
revolutionaries like Marx and Engels, Civil servants like Sydney Webb, academics
like Common and Hoxie and labour leaders like Mitchell. Important theories oftrade
ilnionism are as follows:
a) Pol//icul Rcvolu/ionar~vTheor"yc?fI.ubol/r~blor~etrlcn/ofA4crrx crnd Errgel\: This
theory is based on Adam Smith's theory of laboirr val~~e. Its short rill1 purpose is
to elimrnate competition arnong labour, and tlie ulti~natepurpose is to overthrow
capitalist businessman. Trade unionis~nis a class struggle, and proletarians have
nothing to lose but their chains and they have a world to win.
b) The FVehh.~Theory oJb~dt~,s/rial Denmcr-acy:The Webb's book '111dustr~al
Democracy' is the Bible of trade unionism. According to the Webbs, trade
unionism is an extension of democracy from political sphere to industrial sphere.
The Webbs agreed with Marx that trade i~nionismis a class struggle and modern
capitalist state is a transitional phase which will lead to democratic socialis~n.
Trade Unionism They considered collective bargaining as tlie process which strengthens labour.
c) Cole's Theory of Union Connol oflndustry: Cole's views are given in his book
"World of Labour" 1913. His views are somewhere in between Webbs and
Marx. He agrees tliat i~nionis~nis a class struggle and the ultimate is the control
of industry by labour and not revolution as predicted by Marx.
d) Cotnmon ',r. Environnzentul Theory:Common was sceptical of generalisations and
believed only that which could be proved by evidence. He agreed that collective
bargaining was an instrument of class struggle, but he su~nmarisedthat
i~ltirnatelythere will be partnership between employers and employees.
e) Mitchell's Economic Protection Theory ofTrade Unionism:Mitchell, a labour
leader, co~iipletelyre.jected individual bargaining. According to him unions afford
economic protection too.
f) Sinion '.s Tlleory ofMonopolistic, anti-Democratic Trade Unionisnz: Simon
denounced trade unionism as rnonopoly founded 011violence. And he claimed
monopoly power has no use save abuse.
g) Perlman 's Tlieory of'the "Scurcity Consciousness" oj'Manual Workers:
Perlma~iwrote two books -A History of Trude Unionisn~in U S . and A Theory
ofLaho21rMovement. He considered unionism as class struggle and considered it
as communism of opportunity. He considered free competition as sin.
11) IIoxie'sFimctionulC~l~asificutionofUnioni,mz:Hoxieclassitiedunio~iismo~itlie
basis of their functions as : Busines.~Unionism for protecting the interests of
various craftmen, Uplifi Uniorzi.snz for the purpose of contributing better life
such as association of sales engineers etc. Revolutionury Unionism, which is
eager to replace existing social order, Predatory Unionisnl, which rests 011 tlie
support of others.
i) Ttmn~rihuuni',Y Theory oj>WunVs. Machine: According to Tunnenbuunz,
i~nionislnis born of insecurity caused by machine, and unionism overcomes this
insecurity.

' F y pes of Unions

From tlie theories of trade unions ~iientionedabove it appears that unions vary widely
in their gc!als, tlieir gilideliries of policy, strategy for attaining their objectives and their
dc:tailed tactics and progranlmes. Broadly. all the unions caal be classified under the
following heads:
i) Revolutioi.rury Ur~ions:
Silcli unions believe in tliedestruction of existing social
and economic order and development of a new one. For attaining this objective
they may propose a major shift in power and authbrity and severe use of force
for this purpose.
ii) R ~ f o r ~ l iUnions:
~st Such unions work and propose changes within the existing
social and political framework of society.
iii) Uplifi Unions: They advocate extensive reforms well beyond the area of working
conditions i.e. changes i n the taxation system, limitation of property, abut ition of
death sentence awl voting requirements.
1 ) Business Unions:They depend on collective bargaining for attaining their
objectives and arriving at some collective agreement or contract.
b) (Z.tfi Unions: These unions cover members of single craft.
i ) I n ~ h l . ~ t rUnions:
i~l Industrial unions cover workers with a variety of skills
e~nployedin a single industry e.g. Coal Industry or Steel Industry.
vii) Affilicrtedcrnd Norr-uBiliated Unions: Such unions may or may not be affiliated
to central or national or international unions.
 Trade Union Development
APPENDIX C: INTER-UNION CODE OF CONDUCT. 1958 and Functions

We, thc representatives of four central organisations, namely, INTUC, AITUC, HMS
and UTUC agree to observe the following basic principles for maintaining har~nonious
inter-union relations.
1) Every employee ill an industry or unit shall have the freedom and right to join a
union of his choice. No coercion shall be exercised in this matter;
2) There shall be no dual membership of unions (In the case of representative
unions, this principle needs further exa~nination).
3) There shall be unreserved acceptance of, and respect for democratic functioning
oftrade unions.
4) There shall be regular and de~nocraticelections ofexecutive bodies and office
bearers of trade i~nions.
5) Ignorance and or backwardness of workers shall not be exploited by any
organisation. No organisation shall make excessive or extravagant demands.
6) Casteis~n.com~nunalismand provincialis~nshall be eschewed by all unions.
7) '171iere shall be no violence, coercion, intirnidation, or personal vilification in
inter-union dealings.
8) AI I Central Labour Organisations shall combat the for~natio~i
or continuance of
company unions.

APPENDIX D: TRADE UNION MEMBERSHIP IN INDIA

Table A: Number of Registered Trade Unions and Membership of Unions Submitting
Returns in India, 1930-31 - 1946-47

Year No. of registered No. of trade unions I Membership of unions

trade unions submitting returns I submitting returns
2,19,1 15

Source : Government of India, Ministry of Labour, Various Issues of Indian Labour

Year Book. 21
Trade Unionism Table B: Number of Registered Trade Unions and Membership Unions Submitting
Returns in India, 1947-48 - 1997
I Year No. of registered No. of trade unions Membership of unions
trade unions submitting returns submitting returns
(in thousand)
Source : Government of India, Ministry of Labour, Various Issues of Indian Labotrl*
Yew Book and Pocket Book of Labour Statistics.