Course Pack

Course Pack
Industrial Relations and Labor Laws
MBA: Semester III

Batch 2017-19
School of Management, GD Goenka

University
Instructor: Dr. Suman Shokeen
suman.shokeen@gdgoenka.ac.in
Faculty Lounge: A1 214
1
Table of Contents
S.N Content Page
o Number
1 Course Outline 3-6
2 Detailed Session Plan, References and Readings 7-13

3 Assessment Plan, Model Question Paper and Rubrics 14-17
for Assessment
4 Supplementary ppt’s 18 Onwards
2
HRM8702 Industrial Relations and Labor Laws L T P C
Batch 2017-19 3 0 0 3
Pre-requisites/Exposure Exposure to Basic Management Theory at Undergraduate
Level
Co-requisites None
Course Objectives:
The purpose of this course is to give an understanding to students of the key issues and
tensions which can arise in employment relations; and the nature, objectives and methods
adopted by the various parties seeking to influence the nature of those relations (e.g.
government, employers, management, trade unions and employees). The form and
structure of legal regulation of employer-employee relations is influenced by historical,
economic and political factors. Students will be expected to gain an understanding of the
various factors in the industrial relations system, the institutional relationships among the
actors, and some of the norms and rules that are developed within the labor law system.
This course would also examine the contemporary labor market behaviour and processes
and considers some of the emerging labor market issues and policies that are relevant to
the study of industrial relations. The approach is to relate theory and empirical research
from labor economics to industrial relations and institutional analyses.
Course Outcomes:
On completion of the course it is expected that students will be able to:
CO1. Demonstrate an understanding of the industrial, economic and social contexts in
which labor is regulated and understanding the role of law in regulating industrial conflicts
and trade unions
CO2.Analyse and critically assess current trends in labour, management and industrial
relations
CO3.Compare and decide to maintain and manage the harmonious relationships between
employee-employer
Course Contents:
UNIT I: Introduction 7 Hrs
Need for Labor Legislations: Indian Perspective, Labor Laws and Rapid Changing
Industrial scenario, Implementation of Labor Laws, Role of ILO, Industrial Relations-
concepts and scope, Code of discipline and Standing orders (Factories Act-1948, Child
Labor Act), Settlement measures: mediation, conciliation, arbitration and adjudication.
UNIT II: Globalization and Industrial Relations 7 Hrs

Globalization and the emerging socio-economic scenario, From disputes to relationships:
Employee engagement and High Performance Work Cultures, industrial relations in the
service economy, Challenges of IR in knowledge era, Role of State
3
UNIT III: Trade Unions and Collective Bargaining Trade Unions 10
Hrs
Trade unionism in India, Trade union legislation (The Trade Union Act-1926), Relevance of
trade unions in the 21st century, Employee relations: Employment Relationship
Philosophies (Industrial Dispute Act, 1947), Collective Bargaining: tactics and strategies,
Process and collective bargaining model, Collective bargaining in India, Effectiveness and
relevance
UNIT IV: Wages and Labor Laws 10Hrs

Minimum Wages Act, 1948, Payment of Wages Act, 1936, Payment of Bonus Act, 1965,
Equal Remuneration Act, 1976
UNIT V: Laws For Labor Welfare and Social Security 8Hrs

Social Security Legislation: An Overview, The Workmen’s Compensation Act, 1923, The
Employees’ State Insurance Act, 1948, The Maternity Benefit Act, 1961, The Employee’s
Provident Fund and Miscellaneous Provision Act, 1952, The Payment of Gratuity Act, 1972
Pedagogy:
Following pedagogical approaches are adopted:
 Student Lecture and Presentation: To support the development of theoretical construct.
 Case Study Analysis: Applicability as well as better understanding of the arguments and
reality.
 Problem Solving exercises: More interactive learning, including students on a specific
problem set and solutions to it.
Examination Scheme:
Component
End
of Internal (40)
Term
Evaluation
Case Analysis / Project Report &
Presentations/ Viva / Home
Class
Attendanc Assignments (data Analysis/
Test*
e simulations/ modelling etc) /
Reviews (Article, Book, Policy etc.)**
Weightage 05 20
(%) /
15 60
Course
Outcomes
CO 1 X X X
CO 2 X X X
CO 3 X X
4
*2 class tests to be conducted and the average of the two scores will be considered
for final assessment.
**Minimum 2 assessment methods to be adopted.
Text and Reference:
Core Text:
 Singh, Sita Ram. 2016. Industrial relations and labour laws.

New Delhi : A.P.H. Publishing Corporation, 2016.
 Monappa, Arun, Ranjeet Nambudiri, and Patturaja Selvaraj. 2012. Industrial relations
and labour laws. New Delhi: Tata McGraw-Hill Education.
 Bhatia, S. K. 2008. Strategic industrial relations and labour laws. New Delhi: Deep &
Deep Publications.
Reference Readings:
 Colling, T. and Terry, M. (2010). Industrial Relations: Theory and Practice, Wiley-
Blackwell, 3rd. edition.
 Dundon, T. And Rollinson, D. (2011). Understanding Employment Relations, McGraw-Hill
Education, 2nd edition.
Mapping between COs and POs

Mapped
Course Outcomes (COs) Programme
Outcomes
Demonstrate an understanding of the industrial, economic
and social contexts in which labor is regulated and
CO1 understanding the role of law in regulating industrial PO1, PO4
conflicts and trade unions
Analyse and critically assess current trends in labour, PO2, PO4,
CO2 management and industrial relations PO5, PO7
Compare and decide to maintain and manage the
CO3 harmonious relationships between employee-employer PO4, PO5
5
finance, operations, supply chain, marketing,
DevelopIT and
an understanding
human resource
of various management functions such as
Develop the analytical skill for solving business problems
6
Become proficient and effective in using modern mathematical, statistical and
other stakeholders of the society Develop an ability to effectively communicate with customers and
with multidisciplinary environment Develop the capability of working independently and in a team
Develop general awareness and apply management skills for designing
Maintain integrity and ethics in the business environment
Develop effective leadership skills

and implementing environmental and sustainable solutions in the society
IT tools like ERP for business situations and problems
Course PO
Course Title PO1 PO3 PO4 PO5 PO6 PO7 PO8
Code 2
Industrial
HRM
Relations and 1 2 3 3 2
8702
Labor Laws
1=weakly mapped
2= moderately mapped
3=strongly mapped
7
Session Plan
Session 1: UNIT I: Introduction – Need for Labor Legislations, Indian Perspective,
Labor Laws and Rapidly Changing Industrial scenario
The session will focus on a brief review of many of the Industrial relations and the labor
laws in the Indian perspective and setting up the tone for the subject in specific. The course
contents will be discussed in order to emphasize the importance of the same for both
internal assessment and end-term examination. Different criteria and modules will be
elaborated for final internal assessment as per the decided weightage.
Session 2: UNIT I: Implementation of Labor Laws, Role of ILO
Core objective of the session will be to familiarize the students with basics of Labor laws
and their implementation as per the Government instructions. ILO as an important
organization will be discussed in detail including its formation, purpose, functions and role.
Core Text Reading: Singh, Sita Ram. 2016. Industrial relations and labour laws.
New Delhi: A.P.H. Publishing Corporation, 2016.
Reference Reading: Colling, T. and Terry, M. (2010). Industrial Relations: Theory and
Practice, Wiley-Blackwell, 3rd. edition.
Session 3: UNIT I: Industrial Relations – concepts and scope
This session will emphasize on what are Industrial relations, the parties to it and need for
industrial relations. Scope of industrial relations will also be discussed in context of a
comparison of the present with the past and the future to come.
Session 4 and 5: UNIT I – Code of discipline and Standing orders (Factories Act 1948,
Child Labor Act)
This session will emphasize on the concept of Code of Discipline and Standing orders and
their importance. In detail, two Acts will be discussed namely as Factories Act 1948 and the
Child Labor Act with the latest amendments, if any.
8
Session 6 and 7: UNIT I – Settlement measures: mediation, conciliation, arbitration
and adjudication
In this session the students will be introduced to the various measures of settlement like
mediation, conciliation, arbitration and adjudication with proper differentiation between
all along with their merits and demerits.
Session 8: UNIT II: Globalization and Industrial Relations and the emerging socio-
economic scenario
Globalization plays a major role in the ultimate growth of the industry both nationally and
internationally. Hence, this session will introduce the need and relationship between
globalization and industrial relations and the relative impact of the emerging socio-
economic scenario.
Session 9 & 10: UNIT II - From disputes to relationships: Employee engagement and
High Performance Work Cultures
This session will introduce the concepts of disputes to building and maintaining relations
amongst the employees in the industry. It will also emphasize on employee engagement
activities within the organization and focusing upon building a work culture for high
performance.
Session 11: Industrial relations in the service economy
In this session the students will be required to prepare something beforehand and discuss
the same in class in lieu of the ongoing industrial relations in context of a service economy.
Session 12 & 13: Challenges of IR in Knowledge Era and Role of State
9
In this session the students will be taught about the various challenges of IR the present
day of knowledge management and the relative role of the state a s a whole to consider the
same.
Session 14: Internal Assessment - I
Session 15: UNIT III – Trade unions and Collective bargaining – Trade Unionism in
India
In this session a discussion will be initiated as to how the concept of collective bargaining
emerged and how it led to the formation of Trade Unions in India with a detailed discussion
of its history.
Session 16 & 17: Trade Union Legislation (Trade Union Act – 1926), Relevance of
Trade Unions in 21st Century
This session will help the students to review the entire process of HR Panning and
understand the tools required for the management to judge which one to opt and follow, if
required with the expected changes in the same.
Session 18 and 19: Employee relations: Employment Relationship Philosophies
(Industrial Dispute Act, 1947)
In this session, the Industrial Disputes Act, 1947 will be discussed in detail so as to
elaborate on need for cordial employee relations and the various philosophies behind the
same.
10
Session 20: Collective Bargaining: tactics and strategies

This session will introduce the students to concepts and need for collective bargaining, the
various tactics adopted by the employers and the employees and the strategies for the
same.
Session 21: Process and collective bargaining model
In this session the procedural steps of collective bargaining will be discussed along with
collective bargaining model.
Session 22 and 23: Collective bargaining in India, Effectiveness and relevance
This session will focus upon the ways in which collective bargaining is executed in India
specifically. Its effectiveness and relevance will also be discussed.
Session 24: Mid semester exam of Units 1,2,3
Session 25, 26 and 27: UNIT – 4 Wages and Labor Laws – Minimum Wages Act, 1948
This session will focus on the various Acts in specific prevailing in India. Minimum wages
Act 1948 will be discussed in details with definitions and examples.
11
Session 28 and 29: Payment of Wages Act, 1936
This session will introduce the Payment of wages Act 1936 with important definitions and
examples.
Session 30 and 31: Payment of Bonus Act, 1965
This session will introduce the Payment of bonus Act 1965 with important definitions and
examples.
Session 32 and 33: Equal Remuneration Act, 1976
This session will introduce the Equal remuneration Act 1976 with important definitions
and examples.
12
Session 34 and 35: UNIT V: Laws For Labor Welfare and Social Security; Social
Security Legislation: An Overview, The Workmen’s Compensation Act, 1923
This session will introduce the laws for welfare and social security. The concept and need
for social security will be discussed in detail along with the Workmen’s compensation Act
1923 with relevant definitions and examples.
Session 36: The Employees’ State Insurance Act, 1948
This session will introduce the Employees’ state insurance Act 1948 with important
definitions and examples.
Session 37: The Maternity Benefit Act, 1961
This session will introduce the maternity benefit Act 1961 with important definitions and
examples.
Session 38 and 39: The Employee’s Provident Fund and Miscellaneous Provision Act,
1952
This session will introduce the Employee’s provident fund and miscellaneous provision Act
1952 with important definitions and examples.
13
Session 40 : The Payment of Gratuity Act, 1972
This session will introduce the payment of gratuity Act 1972 with important definitions
and examples.
Session 41: Internal Assessment – II
Session 42: Mid semester exam II
14
Assessment
1. Written Test: Two attempts will be given and average of the two score will be
marked out of 15 marks.
Model Question paper
Course: Industrial Relations and Labor Laws
Programme: MBA Semester: - III (ODD-2018-19)

Time: 01 hrs. Max. Marks: 15
Instructions:
Attempt any Three Questions from Section A (each carrying 2 marks); any Two Questions from
Section B (each carrying 4 marks). One mark will be Awarded for Attempting both the Attempts
SECTION A (Attempt any Three Questions)

1. “Collective Bargaining assumes Collective wisdom of both labour and management [02]
“.Discuss.
2. What is the legal status of a Registered Trade union? [02]
3. Is a person entitled to any interest, if the payment of Gratuity is delayed by the [02]
employer?
4. When does a strike become illegal? [02]
SECTION B (Attempt any Two Questions)

5. Define the term factory, occupier, adult, adolescent, young person, worker and [4.5]
manufacturing process as used in the Factories Act, 1948.
6. Write briefly how trade unions are registered and certificates of certificate of [4.5]
15
registration thereof under the Trade Unions Act, 1926?
7. What is ESI fund? What are the purposes for which the fund may be expended? [4.5]
2. Case Study Analysis: This will be an individual based assessment where students
will be given a case to analyse in depth. Cases will be given form the topics in
Industrial Relations and Labor Laws. Students will be marked on their performance
out of 10 marks.
3. Assignment and Presentation: Each individual student will be given an application
based assignment question. The assignment should be of minimum 3-5 pages. A
presentation of the same will be conducted in class. This will carry 10 marks.
4. Attendance: This will carry 5 marks based on the percentage of attendance.
Rubrics for Assessment
The assessment will be based on following Rubrics:
Rubrics : Case Analysis / Article Survey

Marks 0%-30%
Percentage 30%-50% 50%-70% 70%-90% 90%-100%
Criteria Fail Average Good Very Good Excellent
Creativity and Fails to Inadequate Adequate Well established Extended

Problem Inquire, Inquiry, Inquiry, Inquiry, Inquiry,
Solving Evaluate, Evaluation, Evaluation, Evaluation, Evaluation,
Analyze and Analysis and Analysis and Analysis and Analysis and
Solve. Lack of solution solution. solution solution
Original Presented. Presents some presented. presented with
Thinking Original out of the box
Thinking thinking.
Analytical and Lacks in Identify the Have Have a clear Be able to

Numerical Identify the quantities understanding understanding of explain why or
skills quantities that are of the issue but the issue and be why not a
that are involved in not able to able to restate it solution makes
involved in the issue. restate it in in one's own sense.
the issue. one's own words.
words.
Reflecting Fails to Understands Fails to Recognize basic Go beyond
Competencies Understand the material recognize basic patterns from solving the
in given Domain the material carefully, or patterns from prior context problem at
carefully, or contemplate prior context that are hand to
contemplates s the that are applicable to optimizing the
the situation situation applicable to new context process in a
new
carefully in carefully in new context
environment
16
given given or situation
Domain Domain
Independent Does not join Joins a Gives input Gives input Takes an active
and Team Work a group group and/or and/or position in
cooperatively cooperativel recommendatio recommendation group by
and y and ns but not very s confidently and assigning tasks
Acknowledge Acknowledg confident and is respect differing and/or
members of e members neutral with points of view speaking for
the group of the group differing points the group and
of view Encourage and
acknowledge
the work of
other group
members
Rubrics : Report / Presentation / Assignments

Marks 0%-30%
Percentage 30%-50% 50%-70% 70%-90% 90%-100%
Criteria Fail Average Good Very Good Excellent
Written and Fails to write Writes and Produces a text Express ideas in Develops and
Oral and speak in speaks in and dialog specific, explains points
Communication context that context that which have a concrete in clear,
can be read can be read logical language and specific
aloud aloud relationship to develop some language,
understandab understandab one another and specific providing
ly ly are in relation examples concrete
to the Inquiry referents for
key concepts
that the
audience can
easily
understand.
Makes an
effective use of
the PPT.
Independent Does not join Joins a group Gives input Gives input Takes an active
and Team Work a group cooperatively and/or and/or position in
cooperatively and recommendatio recommendatio group by
and does not Acknowledge ns but not very ns confidently assigning tasks
Acknowledge members of confident and is and respect and/or
members of the group neutral with differing points speaking for
the group differing points of view the group and
of view encourage and
acknowledge
the work of
other group
members
17
Reflecting Fails to Understands Fails to Recognize basic Go beyond
Competencies Understand the material recognize basic patterns from solving the
in given Domain the material carefully, or patterns from prior context problem at
carefully, or contemplates prior context that are hand to
contemplates the situation that are applicable to optimizing the
the situation carefully in applicable to new context process in a
new
carefully in given Domain new context
environment
given Domain
or situation
Self Confidence Fails to Participates Monitors the Participates in Demonstrates

and Awareness participate in in the quality of the an
the development his/her own development of understanding
development of a personal acceptance of a personal of the role of
of a personal academic responsibility educational physical well-
academic portfolio to and responds to plan by being in
portfolio to advice interacting with achieving
document
document or counseling faculty educational
her/his
her/his where and others in and personal
educational educational
appropriate shaping and goals
growth. growth.
refining his/her
educational
goals
Leadership Gives a very Gives an Shows Looks Keeps the

few indication impression of occasional signs comfortable and group on track
of presence of reluctance or of insecurity confident in by managing
leadership uncertainty about leading, exercising time, providing
qualities about or is overly leadership coaching or
exercising confident about duties guidance,
leadership own leadership using humor,
skills or resolving
differences, as
needed and
Intervenes
when tasks are
not moving
toward goals
18
Supplementary ppt’s
19

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Industrial Relations and Labor Laws

MBA: Semester III

School of Management, GD Goenka

Instructor: Dr. Suman Shokeen

2 Detailed Session Plan, References and Readings 7-13

UNIT II: Globalization and Industrial Relations 7 Hrs

UNIT IV: Wages and Labor Laws 10Hrs

UNIT V: Laws For Labor Welfare and Social Security 8Hrs

 Singh, Sita Ram. 2016. Industrial relations and labour laws.

Mapping between COs and POs

Develop the analytical skill for solving business problems

Develop general awareness and apply management skills for designing

Maintain integrity and ethics in the business environment

Develop effective leadership skills

Session 20: Collective Bargaining: tactics and strategies

Session 28 and 29: Payment of Wages Act, 1936

Session 30 and 31: Payment of Bonus Act, 1965

Session 37: The Maternity Benefit Act, 1961

Session 40 : The Payment of Gratuity Act, 1972

Session 41: Internal Assessment – II

Session 42: Mid semester exam II

Course: Industrial Relations and Labor Laws

Programme: MBA Semester: - III (ODD-2018-19)

SECTION A (Attempt any Three Questions)

SECTION B (Attempt any Two Questions)

Rubrics for Assessment

The assessment will be based on following Rubrics:

Rubrics : Case Analysis / Article Survey

Criteria Fail Average Good Very Good Excellent

Creativity and Fails to Inadequate Adequate Well established Extended

Analytical and Lacks in Identify the Have Have a clear Be able to

Rubrics : Report / Presentation / Assignments

Criteria Fail Average Good Very Good Excellent

Self Confidence Fails to Participates Monitors the Participates in Demonstrates

Leadership Gives a very Gives an Shows Looks Keeps the

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