EDITORIAL (CHQ)
The BSNL came into existence on 1st October 2000 but could not evolve its own Rules
for recognition of non-executive unions as yet. The unions accepted the code of Discipline
meant only for central Trade unions as the company was then not in position to frame its
rules. In course of 4th verification the Dy. Chief Labour Commissioner who attended the
meeting on behalf of CLC stated that the PSU can formulate its own rules in consultation with
the unions.
The "SR Cell" due to obvious reasons delayed and finally bulldozed the demand of majority
of unions in the name of consensus forgetting and deliberately ignoring the difference between
unanimity and consensus. This led to litigations and filing of Writ Petitions at Chennai and
Ernakulam High Courts by NFTE BSNL and NU BSNL workers (FNTO) respectively. The
Hon'ble High Court at Ernakulum has now issued the following directions to CLC and the
management for change in rule.
1) The third respondent is directed to convene a meeting of the Trade unions of the
employees as well as the management of the second respondent and to ascertain whether
there is a consensus among the unions for effecting changes in the COD for conducting a
referendum for the purpose of recognizing the Trade Unions in the establishment. The meeting shall be convened as expeditiously as possible and at any rate within a period of two
months of the date of receipt of a copy of this judgment.
2) The third respondent is further directed of forward the proceedings of such meeting if
there is a consensus, for the purpose of being considered by the Ministry of Labour to effect
necessary changes in the COD, with the consent of the management.
Prior to this a significant development has taken place as the recognised union which had
earlier opposed for change in rule also demanded that the BSNL should frame its own rules
of recognition. Thus the unions representing more than 90% employees are in favour of
BSNL's rules for proper and adequate redressal of staff grievances and the management
should neither ignore nor bulldoze this in the interest of industrial peace and harmony. Multiple
unions with full facilities are functioning for thousands of executives without even single verification even after evolving of rules for recognition. Is this not blatant discrimination against
non-executives.
Majority should bear in mind not to crush the minority but the minority (unions representing 0.06% employees) should not veto the aspirations of almost entire non-executive
employees for new rules. Workers want that their grievances and sufferings be alleviated
through participation of maximum number of workers in the Negotiating Machineries and all
should realise this.
BSNL's Rules for Recognition
The BSNL came into existence on 1st October 2000 but could not evolve its own Rules
for recognition of non-executive unions as yet. The unions accepted the code of Discipline
meant only for central Trade unions as the company was then not in position to frame its
rules. In course of 4th verification the Dy. Chief Labour Commissioner who attended the
meeting on behalf of CLC stated that the PSU can formulate its own rules in consultation with
the unions.
The "SR Cell" due to obvious reasons delayed and finally bulldozed the demand of majority
of unions in the name of consensus forgetting and deliberately ignoring the difference between
unanimity and consensus. This led to litigations and filing of Writ Petitions at Chennai and
Ernakulam High Courts by NFTE BSNL and NU BSNL workers (FNTO) respectively. The
Hon'ble High Court at Ernakulum has now issued the following directions to CLC and the
management for change in rule.
1) The third respondent is directed to convene a meeting of the Trade unions of the
employees as well as the management of the second respondent and to ascertain whether
there is a consensus among the unions for effecting changes in the COD for conducting a
referendum for the purpose of recognizing the Trade Unions in the establishment. The meeting shall be convened as expeditiously as possible and at any rate within a period of two
months of the date of receipt of a copy of this judgment.
2) The third respondent is further directed of forward the proceedings of such meeting if
there is a consensus, for the purpose of being considered by the Ministry of Labour to effect
necessary changes in the COD, with the consent of the management.
Prior to this a significant development has taken place as the recognised union which had
earlier opposed for change in rule also demanded that the BSNL should frame its own rules
of recognition. Thus the unions representing more than 90% employees are in favour of
BSNL's rules for proper and adequate redressal of staff grievances and the management
should neither ignore nor bulldoze this in the interest of industrial peace and harmony. Multiple
unions with full facilities are functioning for thousands of executives without even single verification even after evolving of rules for recognition. Is this not blatant discrimination against
non-executives.
Majority should bear in mind not to crush the minority but the minority (unions representing 0.06% employees) should not veto the aspirations of almost entire non-executive
employees for new rules. Workers want that their grievances and sufferings be alleviated
through participation of maximum number of workers in the Negotiating Machineries and all
should realise this.
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