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BY :
VARUN RATANPAL NAVONIL NAG
trade union may be defined as an organisation of employees formed on a continuous basis for the purpose of securing a diverse range of benefits . A
Steady employment
Rationalisation of personal policies Voice in decisions affecting workers Recognition and participation Gaining legislative enactments Ensuring fair and just remuneration for all
Economic benefits Platform for self expression Check on arbitrary functions of management Security Employer employee relation Sense of participation Sense of belongingness Background factors
Compenstion refers to a wide range of financial and non financial rewards to employees for their service rendered to the organisation. It is paid in the form of wages, salaries and employee benefits such as paid vacations, insurance, maternity leave, free travel facility, retirement benefits etc. Monetary payments are a direct form of compensating employees.
Demand
for and supply of labour Organistion·s ability to pay Cost of living Productivity of workers Labour unions Government Prevailing wage rates
Failure
to inform employees regarding wage plans and proposed procedures in establishing incentives. Failure to have supervisors play a major role in setting up of incentive plans. Failure to maintain standards and wage incentives once they have been established The practice of setting temporary standards in new plants or on new operations should be kept to a minimum.
Ensuring that each and every employee get fair wages for the work that he/she has done Informing the employees regarding change in wage plans Have proper supervision in setting up of incentive plans Recognise the caliber of talented people and high level of competency required to establish and maintain wage incentives properly.
Trade unions should into account, analyse, and try to establish standards for spoilage or basis whereby there is a clear understanding that incentives payment applies only to the production of acceptable work.
