This presentation is helpful for students studying INDUSTRIAL RELATIONS & LABOUR ENACTMENTS.

1. INDUSTRIAL RELATIONS AND
LABOUR ENACTMENTS
Dr. D.S. YADAV
(Associate Professor)
SUBMITTED BY:SUBMITTED TO:
SWATI GOKANI
NIDHI VERMA
POOJA LAWANIYA
(MBA 3rd SEM.)

2. WHAT IS
DISCIPLINE?

3.  Discipline means orderliness in work & conduct. In
organizations, it means situations in which all employees
follow, rules, regulations, & procedures of the
organization while discharging their tasks, duties, &
responsibilities. Maintaining discipline among
employees is an integral part of the functions of
management. It is essential to promote & maintain
discipline for higher productivity & industrial growth. A
disciplined workforce can meet the challenges of
competition & can achieve organizational objectives in a
better way. Discipline also improves morale, labour
relations & co-operation among emplyoees.

4. To maintain harmonious relations and
promote industrial peace, a Code of Discipline
has been laid down which applies to both
public and private sector enterprises. It
specifies various obligations for the
management and the workers with the
objective of promoting cooperation between
their representatives.
CODE OF DISCIPLINE

5. NATURE OF DISCIPLINE
 Positive & Negative in Nature.
 Standard Behaviour.
 Element of Control Process.
 Voluntary or Impose.
 Right of the Management.
 Driving Force.

6.  Maintain peace and order in industry.
Promote constructive criticism at all levels of
management and employment.
Avoid work stoppage in industry.
Secure the settlement of disputes and
grievances by a mutually agreed procedure.
Avoiding litigations.

7. It prohibits strikes and lockouts without proper
notice and also prohibits victimization,
intimidation, violence by both the parties.
There shall be no one sided action in any
matter by either party.
The workers will not indulge in any trade
union activity during working hours.

8. The employers will not increase work loads
without prior agreement with the workers.
The union shall discourage the negligence of
duty, careless operation, damage to property,
disturbance of normal work and
insubordination.
Prompt action should be taken against those
officers who instigate the workers for the
breach of its discipline.

9. IMPORTANCE OF DISCIPLINE
 Improves Performance.
 Increase Organization's Gain.
 Provides Protection.
 Corrects Behaviour.

10. There should be no strike or lockout without
prior notice.
No unilateral action should be taken in
connection with any industrial matter.
No deliberate damage should be caused to a
plant or property.
Actions that disturb cordial relationships
should be avoided.

11. TYPES OF
DISCIPLINE
SELF CONTROLLED DISCIPLI
NE
ENFORCED DISCIPLINE

12. TYPES
Self Controlled Discipline: In self controlled
discipline the employee brings her or his behavior in to
agreement with the organizations official behavior code,
i.e. the employee regulate their activities for the common
good of the organization. As a result the human beings
are induced to work for a peak performance under self
controlled discipline.
 Enforced Discipline: Is a managerial action enforces
employee compliance with organization’s rules and
regulations i.e.it is a common discipline imposed from
the top here the manager exercises his authority to
compel the employees to behave in a particular way.

13. ASPECTS OF DISCIPLINE
POSITIVE ASPECT
NEGATIVE ASPECT

14. ASPECTS
 Positive Aspect: Employees believe in and support
discipline and adhere to the rules, regulations and desired
standards of behavior. Discipline takes the form of
positive support and reinforcement for approved actions
and its aim is to help the individual in molding his
behavior and developing him in a corrective and
supportive manner. This type of approach is called
positive approach or constructive discipline or self-
discipline. This aspect takes place when employees get
their salaries,incentices,promotions,etc on time.

15.  Negative Aspect: Employees sometimes do not believe
in and support discipline. As such, they do not adhere to
rules, regulations and desired standards of behavior. As
such, disciplinary program forces and constraints the
employees to obey orders and function in accordance with
set rules and regulations through warnings, penalties and
other forms of punishment. This approach to discipline is
called negative approach or corrective approach or
punitive approach. This approach is also called autocratic
approach

16. APPROACHES TO DISCIPLINE
 Human Relation Approach: In human relation
approach, the employee is helped to correct his
deviations. His total personality is considered, as is his
interaction with his colleagues, his family background,etc.
and then appropriate punishment for misconduct is
awarded.
 Human Resources Approach: Under this approach,
the employee is treated as resource and the act of
indiscipline are dealt by considering the failure in the area
of development, maintenance and utilization of human
resources.

17.  Group Discipline Approach: The group as a whole
sets the standards of discipline, and punishments for the
deviations. The individual employees are awarded
punishments for their violation under the group discipline
approach.
 Leadership Approach: In this approach, every
supervisor administers the rules of discipline and guides,
train and control the subordinates regarding disciplinary
rules.
 Judicial Approach: In this approach, indisciplinary
cases are dealt on the basis of legislation and court
decisions. The Industrial Employment Act, 1946, to a
certain extent, prescribed the correct procedure that
should be followed before awarding punishment to an
employee in India.

18. TYPES OF DISCIPLINARY
ACTIONS
Verbal
Counseling
Written
Warning
SuspensionTermination
Others

19. TYPES
1.Verbal Counseling:
 This is generally the first step. However, for a
serious problem, skip this step.
Verbal warnings should always be done privately.
Verbal counseling sessions should be documented by
a formal memo or informal note in the employee’s
personnel file.

20. 2. Written Warning:
The date of the warning include.
The employee’s name.
The name of the supervisor administering the
warning.
A description of the misconduct or inadequate
performance.
The date of the misconduct or poor performance
A signature line for the supervisor.
A signature line for the employee, indicating his
receiving only.
A signature line for the witness.

21. 3. Suspension:
 This may range from one day to two weeks
or more, depending upon the circumstances,
and is almost always unpaid.
Next step may be suspension of increasing
length or directly go to termination.
Whatever it is, should be stated in the
suspension letter.

22. 4. Termination:
 Before termination, the personnel file and all
relevant documents must be reviewed to ensure that
the termination is appropriate and defensible in a
subsequent lawsuit.
Some behavior warrants automatic dismissal, like:
Violent behavior or threats of violence.
Drug and alcohol use on duty.
Carrying a weapon on company property.
Theft, destruction of company property.
Insubordination.
Abandonment of job.

23. 5. Other Forms of Disciplinary Actions:
 Demotion,
Transfer and
Reduced raises or bonuses.
Many employees can be very satisfactorily
managed by economic concerns, such as
bonuses and raises.