a research on PTCL union labors that why conflicts rises these days , actual scenario and recommendations

1. LABOR RELATIONSPTCLREWARD CLASHES

3. M MUSLIM

4. M SHEHZAD

5. M JAVAID

7. Union is being regulated by law of IRO

9. HISTORY OF TRADE UNIONS emergence of the trade unions. first union become the main body. Organization may have as many unions. first union who registers becomes CBA Collective Bargaining Agent.

10. History of Trade Unions Second union that registers has certain conditions. requires one third of the membership Is less in authority then the first union. Power is less then the CBA.

11. History of Trade Unions For the third union: Has more conditions then the formal. Should acquire two fifth of the membership. After that CBA conducts a secret ballet or a referendum. negotiates with the management for the employees.

12. History of Trade Unions IRO ( Industrial Relation Ordinance ) Regulates the trade unions Labor dependent requirements. legal requirements for the union. How it registers When it registers How many members Other legal requirements

13. History of Trade Unions Currently CBA has been in power again. Last two years it was facing problems. It is performing since last 2 months. Recent referendum took place on 27th Jan, 2010.

14. TRADE UNION ACTIVITIES Work in contact with the employees Negotiate with the management Know about employees personal problems. Help them in improving their work problems. Issues related working environment. Difficulty working with certain subordinates.

15. TRADE UNION ACTIVITIES Unions misinterpret their powers. Misuse means to fulfill tasks. violate rules and regulations. Involvement of politics. Personal interests.

16. TRADE UNION RIGHTS AND RESPONSIBILITIES: Politics and personal favors have changed the concepts of unions. Provided all legal rights to the employees. The concept of Child wishes from parents. Give rights by bargaining or negotiating with the management. Correct conduct of any dispute between firm and employee

17. TRADE UNION RIGHTS AND RESPONSIBILITIES: Make sure grievance procedures are in correct position. If any dispute take it accordingly. Any problem report it correctly. Hence not to deviate from the real concept of trade union.

18. MANAGEMENT RESPONSIBILITIES FOR TRADE UNION: Management would love to support the trade unions. Proper grievance and proper administering. Provides code of conduct, rules or laws. Certain legal orders Acknowledge negative tasks. Take action against any illegal activities.

19. MANAGEMENT RESPONSIBILITIES FOR TRADE UNION: Employees not liking unions are provided right environment. Keep them away from unions. In contact with individuals. Keep the employees promoted and motivated. Spends millions on retention of employees.

20. News 50,000 Telecom workers join countrywide strike Hudreds of arrested still unheard

21. MANAGEMENT-UNION DISPUTES: Last year on Aug 19, 2009. Ended on Sep 9th, 2009. Many employees on strike during referendum. Political influence. Riots and problems. Right parameters by management but union refused to accept.

22. LEVELS OR CATEGORIES OF THE EMPLOYEES: 3 categories: Regular Employees. Contractual Employees. NCPG ( National Compensation Pay Grade)

23. DISPUTES AND RESOLUTION TECHNIQUES USED BY MANAGEMENT: Keeping the employees retained. Who don’t join unions are kept away. Awareness campaigns are taken into existance. Making sure everything runs smoothly.

24. FUTURE ACTIVITIES OF THE MANAGEMENT: Unions now need 15% membership This how only 3 or 4 can emerge. Making of modules Awareness campaigns Training of management. Training of employees.