INDUSTRIAL

RELATIONS

ASSIGNMENT
“Industrial Dispute”

DONE BY:
ALAN K RAJU
BBA 3 YEAR
 INDUSTRIAL DISPUTE IN
MAHINDRA

INTRODUCTION:
The case examines the industrial relations problems at
Nokia Siemens Networks factory in Oragadam, near
Chennai. The company manufactures the entire range of
telecom equipment for 2G, 3G and Long Term Evolution
(4G technology). Around 800 work in the factory.. The
case discusses the various reasons, which led to the
dispute between the management and the employees of
Nokia. It elaborates the incidents, on which the employees
have gone for a strike against the company.
DISPUTE:
Chennai factory is one of the largest manufacturing plants
of the company across the world and focused on
manufacturing entire range of equipment for 2G, 3G and
Long Term Evolution (4G technology). The company is
exporting equipment to all over the world from this plant.
The output volume is 12.86 lakh units by March 2013 ( up
from 9.78 lakh in 2011).
Almost 210 specialists at Nokia Siemens Networks India
Ltd. in Oragadam, Chennai, have been protesting since
June 6 in challenge the organization's refusal to perceive
their association.
TKM had had a history of disturbed relations between the
management and the workers. It included many strike and
disputes like the strike and lockout. The first strike at TKM
began in April 2001, and it went on for about two days.
The second one was in June the same year. In 2002, the
company decided to call the workers in two shifts to meet
the increased demand for the company's cars. The first
shift at TKM started at 8 AM and ended at 4 PM. The
workers in this shift were asked to work overtime for four
hours between 4 PM and 8 PM.
On 2005 the employees demanded hike in wage as there
was extension in the working hours, in between the strike
15 employees were suspended and 3 were fired from the
company. The management showed false reason for that
action they told that the employees had misconducted in
work place and had attacked the superiors. After the
problem the management had increased the wage 15%.
In 2006 the workers had a flash strike for the other 3
employees who had lost their job in 2005. The employees
had blocked the road, they had threated to blow LPG
cylinders, block the movement of the manufacturing of the
vehicles also they stopped the production, and the strike
illegal this time. They had mishandled the works who
were not part of the same.
In 2005 TKMEU AND CITU they both were very supportive
for the employees and the involvement of them had
resulted in an aggravation between the employees and
management and the management had made some
employees to stand against the trade union. But the trade
union had constantly supported the employees for justices
and with their support the employees managed to put
forward their demands.
In end of dispute was in 2006 both CITU and TKMEU had
supported the employees to fight against the management
to bring back the fired employees to job. On 5 February
2006 again the employees raised their voice and managed
to seek the attention of the management. On 9 February
2006 the management and the trade union
representatives were asked to present before the Deputy
Labour Commission, the order was by the state
government. On 20th February 2006 the result was
published and the management had to lift the locket.
CONCLUSION:
In my point of view, the major factors of the industrial
dispute was the unrest of labours in the work place, rude
and strict attitude of the management, poor performance
of the workers, increase the working hours of workers
from 8hrs to 12hrs, no increase in wages, no breaks during
the shift to use washrooms, dismissal of the workers,
involvement of external parties etc.
To maintain the industrial peace both the employees and
the management have to move in a mutual understanding ,
healthy relation must be maintained, a declaration stating
the disciplinary rules and work ethics at workplace should
be taken from the workers before joining, there should be
a regular meeting happening between the worker union
members and management discussing various issue and
grievances of the workers , employees could be called in
different shifts in order to avoid overtime of the
employees and overtime should not be made mandatory it
should be made volunteer and if this overtime should be
compensated optimally or rewarded, Proper break time,
lunch time should be maintained.
The case help us to understand the factors that lead to
strikes and lockouts at a factory and the impact of such
happenings on the employees and the company, study HR
policies adopted by organizations to prevent labour unrest
at the workplace. Examine the role played by the top
management in ensuring peaceful working environment
and analyse the role of external parties such as trade
unions political parties etc in disturbing the working
environment in a company.