Obligations Of Management

•    The management in each organization should recognise the union appropiate to its particular industry and should accord reasonable facilities for the normal functioning of the union in all its undertakings.

•    It is the duty of the management to discover any interference with the rights of the employees to enrol as members, discrimination, restraint or coercion against employees, because of recognised activity of trade unions. Discrimination of employees and abuse of authority in any form, use of abusive language should also be discouraged. Generally the management should respect the provision of the ILO (International Labour Organization) Convention No.98.

•    The management has the obligation again to take action for settlement of grievances and implementation of settlements, awards, decisions and orders as speedily as possible.

•    In cases of misconduct the management has a duty to distinguish between misdemeanours justifying immediate dismissal and those where discharge must be preceded by a warning, reprimand, suspension or some other form of disciplinary action, and to arrange that all such disciplinary action should be subject to appeal.

•    The management should recognise the right of every employee to approach management on personal problems and agree always to make accredited representatives available to listen to the day to day problems of employees.

•    The management should also impress upon its staff the contents of this Charter and to take appropriate action where an enquiry carried out by order of management reveals that the spirit or contents of this charter have been contravened.

•    It is also very important for the management to recognise that it is under duty to maintain democracy in all its undertakings that affect its personnel. Again it should discourage any breach of the peace or any civil commotion by employers or their agents.