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Unit 13: Industrial Relations

For these are achieved by commenting upon matters of concern or endeavour to compose any Notes
material difference of opinion in respect of such matters.

Composition of Works Committee

A works committee consists of representatives of employer and workmen engaged in the
establishment. The number of representatives of workmen shall not be less than the number of
representatives of the employer. The composition committee is so fixed as to give representation
to the various categories, groups and classes of workmen and to the sections, shops or departments
of the establishments. The total number of people shall not exceed 20. The representatives of
employer all be nominated from the technical, managerial or supervisory category, who should
be in direct touch with the working of the establishment. The representatives of workers shall
be elected from among themselves.
Meeting of the Committee

The committee may meet as often as necessary, but not less than once in three months. At its first
meeting, the committee shall regulate its own procedure. It shall meet ordinarily during the
working hours of the establishment.

Functions of the Works Committee

According to Section 3(1) (2) of the Industrial Disputes Act, the works committees "promote
measures for securing and preserving amity and good relations between the employer and the
workmen; and to that end, comment upon matters of their common interest or concern and
endeavour to compose any material difference of opinion in respect of such matters".
In order to remove the vagueness in the exact scope and functions of the works committee, the
17th session of the Indian Labour Conference at Madras drew up, in July 1959, an alternative list
of items which the works committee could deal with and a list of items which they should not
deal with.
The latter, which were beyond the scope of the works committees and were reserved for the
collective bargaining process, included wages and allowances; bonus and profit-sharing, bonus,
rationalization; fixation of work-load; pay-scales, retrenchment and lay off, victimization for
trade union activities, leave and holidays; incentive schemes; housing and transport; provident
fund, gratuity and other retirement benefits.
So actually what was let to discuss conditions of work-lighting, ventilation, temperature,
sanitation, etc., amenities-supply of drinking water, rest-room, medical and health services, safe
working condition; administration of welfare fund, educational and recreational activities,
encouragement thrift, saving, etc.
These communities deal with day-to-day questions of interest to both the management and the
employees. These questions cover a wide range, bear upon the daily life of the workers, and
with satisfactorily at the initial stages, they lead to disputes.

Joint Management Council

These communities give labour a greater sense of participation and infuse a spirit of co-operation
between the two parties without encroaching upon other people's sphere of influence, rights
prerogatives. These communities also aim at making the will of the employees effective in the
management, insure the operation of the private-owned concern in conformity with national

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