3 DISPUTES IN JET AIRWAYS
Industrial Disputes are a result of conflicts or difference of opinion between the employer and the employees on the terms of employment.
Forms of Industrial Disputes:
1) Strike: Stopping of work by an employee or a group of employees to pressurize the management to accept their demands.
2) Lockout: The employer shuts down the workplace to put pressure on the employees to accept their terms and conditions.
3) Gherao: The Union members surround their employer in his office and do not allow him to leave.
4) Picketing: When some men stop the employees to enter the place of work in order to attract attention of common man about the dispute going on in the company.
5) Boycott: When workers boycott the use of company product
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Since the aviation industry was going through a tough phase at that period, experts felt that this was the way to streamline operations and remain competitive.
In the first phase, they lay off almost 850 cabin crew and in the second phase, around 1100 employees from all the departments including pilots, cabin crew, ground staff, services and management. The employees opposed saying that this had been done without giving them any prior notice. A lot of political parties and organisations also opposed following which, the chairman of Jet, Mr. Naresh Goyal reinstated the employees a day later saying he was totally unaware of these happenings and got to know about it only from media.
Although a month later, in November 2009, Jet announced that it would consider about 5-20% salary cuts for its staff, depending upon the rank of the officials in order to handle the aviation
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Total of 500 pilots were reported sick and went unanimously on leave. The management obtained an ex parte order from the Bombay High Court by virtue of Sections 22 and 23 of the Industrial Disputes Act restraining the NAG from striking but that did not work. The strike continued for 14 days causing an approximate loss of 15crores daily and hardships to innumerable customers due to cancellation of flights. The pilots maintained that they would not return to work until the management took back four colleagues who were sacked. Two of them were allegedly shown the door 45 days ago for forming a union – the National Aviators Guild (NAG) – while the other two were sacked as the protest action began. The four-day strike had led to the cancellation of nearly 700 flights, costing hardships to over 28,000 passengers.
To deal with the situation, the airline set up a crisis management centre to continuously monitor the situation. At the crisis centre, a team of 15 personnel from planning, revenue management and public relations worked round-the-clock to reschedule various flights and monitor the
The main cause of the strike was when the American Federation of Labor (AFL) started to hire unskilled workers into the steel industry. The skilled jobs that the AA worked in were starting to fade away. The AA was not pleased,
This strike was a battle over several issues. One factor that escalated the strike intensity was the pensions battle. Billons of dollars in pensions were on the line. The Teamste...
The strike was generally non-violent. The majority of the strikers were reformist, ("revolutionary socialism", which believes that there must be a revolution to fundamentally change a society.) not radical. They wanted to amend the system, not destroy it and build a new one.
The Pullman Strike of 1894 was the first national strike in American history and it came about during a period of unrest with labor unions and controversy regarding the role of government in business.5 The strike officially started when employees organized and went to their supervisors to ask for a lowered rent and were refused.5 The strike had many different causes. For example, workers wanted higher wages and fewer working hours, but the companies would not give it to them; and the workers wanted better, more affordable living quarters, but the companies would not offer that to them either. These different causes created an interesting and controversial end to the Pullman strike. Because of this, questions were raised about the strike that are still important today. Was striking a proper means of getting what the workers wanted? Were there better means of petitioning their grievances? Was government intervention constitutional? All these questions were raised by the Pullman Strike.
This strike involved the workers of General Motors and they were unhappy with how much they were getting payed in relation to how much profit General Motors was bringing in. They also were concerned with the notion of being fired with no warning and no help after they were layoff with no unemployment insurance. The workers that were still at the plants had no control over about of hours to be worked, or when the lines would speed up. With the workers at high tension they formed the Sit down strike (The 1937 Flint Sit- down Strike). The strike need to be this was for a few reasons, one, all the workers would not leave the building because if they held a normal strike then they would just all be fired and replaced with other people. Another reason was because although there was an early union that started in 1935, the United Automotive Workers (UAW), they are still a new union that did not have respect with he companies to negotiate with them. Also, by locking themselves inside with the machinery, the GM had to react in a peaceful way so that their machines would not be damaged(Rubenslein Ziewacz, 241). Another big step for Unions was on August 28, 1963. This was event was called the March on Washington and took place at our nations capital. Although many people now know the March on Washington to be about civil rights and freedom it was originally about Jobs and the rights of workers. My people gathered to hear Dr. King speak about freedom, but the Union officials were their as well supporting what they were fighting for as well (The 1937 Flint Sit- down
David Brody argues that the rise of contractual or collective bargaining relationships during the post WWII era formalized the relationship between employers and unions, but simultaneously began to put a break on shop floor activism. Explain Brody’s argument and, where relevant, incorporate Weber’s theory of bureaucracy.
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
Sheasley, Chelsea B. "'Super-size' Strike: Why Fast-food Workers Walked out for Higher Wages." The Christian Science Monitor. The Christian Science Monitor, 29 Aug. 2013. Web. 17 Nov. 2013.
In order to make collective bargaining successful unions, and their members, must reach a greater understanding of all aspects and conditions with the company that employs the members. Concessions must be made on both ends to achieve a result that is satisfactory and improving. Common grounds for agreement include wages, hours, and the conditions in the workplace. Occasionally, when concessions can’t be reached strikes may result.
These conditions led to massive anger. Workers were joining unions like the American Federation of Labor (AFL) in growing numbers, seeking a solution to their difficult circumstances. Unfortunately, the AFL leadership tried to win favor with the bosses by siding with them and rigging the union structures to maintain their privileged positions. But these lead to defeats for the workers and there demands.
In this case, some workers had remained absent treating a particular day as holiday. On ground of misconduct, these workers were dismissed from service.
The airlines was expected to cut up to 5,000 jobs and spend a maximum of 850 million ringgit (US$236 million; euro198 million) in compensation packages as part its plan to return to profitability, making it one of the country's biggest corporate retrenchment exercise.
... with the aggrieved worker and representative meeting with the supervisor involved, followed by an appeal system with strict time limits and ultimately ending in binding arbitration. When management and the union cannot resolve a grievance submitted by a union, the union must decide whether to proceed to the final step of the grievance procedure: arbitration. Arbitration is an adversary proceeding like a trial in court. An arbitrator’s function is usually to interpret the collective bargaining agreement between the parties, not to apply his or her standards of what is right in a given situation. The courts have sought to compel labour and management to a peaceful resolution of grievances through arbitration. The Supreme Court has given support to the arbitration process in a series of decisions, and judicial deferral to arbitration has become a basic tenet of national labour policy.
Likewise, industrial action gives the worker a line of protest against unfair hours or miserly wages. Theoretically, if taking industrial action was outlawed, the management could impose any terms and contract changes that they wished ...
Naresh Goyal, the founder Chairman of Jet Airways, India’s premier airline, has over 4 decades of experience in the Civil Aviation industry.