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Industrial Dispute after Covid-19 Pandemic

What type of industrial disputes may arise and how HR managers as well as HR professionals should be dealing with workplace disputes when people will return to work after the novel corona virus lockdown.

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Industrial Dispute after Covid-19 Pandemic

  1. 1. 1 Industrial Dispute After Covid-19 Pandemic
  2. 2. 2 Table of Content Contents Page Letter of Transmittal 3 Acknowledgement 4 Introduction 5 Present World Scenario 6 Present Workplace Scenario 6 Employee’s Views 7 Employer’s Views 8 Addressing the Disputes 9 Conclusion 10
  3. 3. 3 Introduction Industrial dispute means the disagreement between the employer and the employee in a business organization regarding employment related issues. Very often it turns into violence, law suit or work stoppage. Covid-19 stands for corona virus diseases 2019. On the other hand, pandemic means when a diseases spread throughout a large region. So, Covid-19 Pandemic refers to the current worldwide health crisis what is created by Novel Corona Virus. The whole world is now facing severe financial as well as social crisis on behalf of this pandemic. An unusual situation is remaining in all the workplaces in our country. Hopefully soon, when this pandemic will be over, and the people will return to regular workplace routines, their will surely some disputes to be aroused. Since the HR managers deals with all the issues with manpower, it is time they took preparation for the upcoming industrial disputes. Present World Scenario The whole world is facing a unique crisis what they have never faced. Well, the world have faced multiple epidemics in the past centuries, but in this globalized modern world, this pandemic is like a brand new form of crisis to be dealt with.
  4. 4. 4 No matter whether a country is developed, developing or undeveloped, they all are dealing this crisis from the same angle but with different capacity. Present Workplace Scenario Some businesses are totally shut downed now, some are operating in a limited capacity and some are running with almost full activities; depending on the type of business. Factories producing FMCG, Pharmaceuticals, Agricultural items are currently wide open. And so their corporate offices, but in a limited way. It is because these products are essential for consumers to live. Banks are operating their services with limited timelines. Same applies for the NGOs. Educational institutions are totally closed for the time being. And no need to discuss about hospitals or clinics. Some businesses managed to arrangements for their employees to work from home whose works are computer basis like telecommunications or call centers etc. Marketing professionals are working in the markets but in a very limited phase. Other job holders attending offices with shorten hours. A lot of small businesses and medium businesses have been shut down for good. Some are having huge business downtimes. A large number of people lost their jobs. And some has had salary cut downs.
  5. 5. 5 In our country, our largest industry is the most problematic of all. RMG and Textile. A huge number of factories do not have work orders. These factories are closed for the time being. Their workers lost their jobs without receiving wages. Some factories are running low insufficient work orders. They laid off most of the workers for the time being. So, most industrial disputes will be aroused within this sector. And no matter in which industry a workplace belongs to, majority of the disputes will be related to salary. Employee’s Views Where the business activities are running almost smoothly, there will be almost zero chance of disputes. Same applies for whom are working from home. The businesses that are shut down, workers are suspecting of not getting their due wages. Same applies for the temporarily closed or factories with laid offs. Where office hours are shortened, employees may suspect that they may not receive the full salary. Same applies where not whole week office hours are maintained. In some workplaces where employees are more demanding may complain about the hygiene or health safety in the office.
  6. 6. 6 And last but not least, almost all the employees may suspect that they may not receive the festival bonus or other compensations. Not to mention, the probability of losing their present job. Employer’s Views There is no employer in this world who can say that they are not affected by the ongoing pandemic and did not face any sort of financial loss. Where businesses are running almost regular routine, employers there may not think about any sort of cut offs. Same applies for the large and renowned businesses. But where employees are working from home, their employer may want to consider cutting off some allowances like dearness allowance or others. And where office hours or weekly working days have been shortened for now, employers there may get the idea of not paying off the full gross salary. There are always some dishonest employers who seek to take advantages under any circumstances. In the chance of this pandemic crisis they may force to terminate some employees they do not like. And at last but not least, the shutdown businesses may not try to pay up the due salary of the laid off workers even though they can afford.
  7. 7. 7 All above these may and may not will generate from just one focus point which is making up the financial loss. Addressing the Industrial Disputes The HR managers are the part of employees though they work for the interest of the employers. They are one of the few people in the organizations who understand both the employers and employees perspective. If there is any particular govt. instruction, the HR should know about this and should inform their employer. And advise them to follow the regulations but not escaping the legal obligations. Whatever the disputes arise, this is the role of HR managers to inform the employees about the financial scenario. If the employees come to know how much financial loss their employers have faced, they would understand what they should ask for. On the other hand, despite of all the severe financial loss, the employers should know that their employees are human being, not machines. The HR managers should remind the employers that their employees have families to support. So whatever cut offs they want to make, they must have to think about it first. People will be concerned about health safety at workplace more than ever while returning to office. So the HR should be prepares to propose and implement some extra new initiatives to ensure workplace hygiene.
  8. 8. 8 If the HR managers can inform their employers and employees the above points in a convincing way; surely there will be less industrial dispute to be aroused and these few industrial disputes will be able to be handles easily. Conclusion While we are discussing about the upcoming industrial dispute after Covid-19 arena, it is actually already here at our workplaces. Very soon HR professionals as well as the management will be dealing with this. Employees have to consider the financial loss of their companies, on the other hand, the employers have to consider the family crisis of their employees, on account of this pandemic situation. The ultimate role of the HR managers here should be bridging and balancing the perspectives of the two sides in order to deal with the industrial disputes peacefully and successfully. ………………………….

What type of industrial disputes may arise and how HR managers as well as HR professionals should be dealing with workplace disputes when people will return to work after the novel corona virus lockdown.

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