Gro wth o f Trade Unio n Mo vement

Trade unions in India, as in most other countries, have been the natural outcome the modem factory
system. The development of trade unionism in India has chequered history and a stormy career.

Early Period: Efforts towards organising the workers for their welfare were made, during the early period
of industrial development by social workers, philanthropists and other religious leaders mostly on
humanitarian grounds. The first Factories Act, 1881, was passed on the basis of the recommendations of
the Bombay Factory Commission, 1875. Due to the limitations of the Act, the workers in Bombay Textile
Industry under the leadership of N M Lokhande demanded reduced of hours of work, weekly rest days,
mid-day recess and compensation for injuries. Bombay Mill owners’ Association conceded the demand
for weekly holiday. Consequently, Lokhande established the first Workers’ Union in India in 1890 in the
name of Bombay Mill hands Association. A labour journal called “Dinabandu” was also published.

Some of the important unions established during the period are: Amalgamated Society of Railway
Servants of India and Burma (1897), Management the Printers Union, Calcutta (1905) and the Bombay
Postal Union (1907), the Kamgar Hitavardhak Sabha (1910) and the Social Service League (1910). But
these unions were treated as ad hoc bodies and could not serve the purpose of trade unions.

Modest Beginning

The beginning of the Labour movement in the modest sense started after the outbreak of World War I in
the country. Economic, political and social conditions of the day influenced the growth of trade union
movement in India. Establishment of International Labour Organisation in 1919 helped the formation of
trade unions in the country. Madras Labour Union was formed on systematic lines in 1919. A number of
trade unions were established between 1919 and 1923. Category wise unions, like Spinners’ Union and
Weavers’ Union, came into existence in Ahmedabad under the inspiration of Mahatma Gandhi.

These unions were later federated into an industrial union known as Ahmedabad Textile Labour
Association. This union has been formed on systematic lines and has been functioning on sound lines
based on the Gandhian Philosophy of mutual trust, collaboration and non-violence. All India Trade Union
Congress The most important year in the history of Indian Trade Union movement is 1920 when the All
India Trade Union Congress (AITUC) was formed consequent upon the necessity of electing delegates for
the International Labor Organization (ILO). This is the first all India trade union in the country. The first
meeting of the AlTUC was held in October, 1920 at Bombay (now Mumbai) under the presidentship of
Lala Lajpat Rai. The formation of AlTUC led to the establishment of All India Railwaymen’s Federation
(AIRF) IN 1922. Many Company Railway Unions were affiliated to it. Signs of militant tendency and
revolutionary ideas were apparent during this period.

a) Period of splits and mergers:

The splinter group of AITUC formed All India Trade Union Federation (AlTUF) in 1929. Another split by
the communists in 1931 led to the formation of All India Red Trade Union Congress. Thus, splits were
more common during the period. However, efforts were made by the
Railway Federation to bring unity within the AITUC unity. These efforts did bear fruit and All India Red
Trade Union Congress was dissolved. Added to this, All India Trade Union Federation also merged with
AITUC. The unified AITUC’s convention was held in 1940 in Nagpur. But the unity did not last long.

The World Was II brought splits in the AITUC. There were two groups in the AITUC, one supporting the
war while the other opposing it. the supporting group established its own central organisations called
the Indian Federation of Labor. A further split took place in 1947, when the top leaders of the Indian
National Congress formed another central organisations.

b) Indian National Trade Union Congress:

The efforts of Indian National Congress resulted in the establishment of Indian National Trade Union
Congress (INTUC) by bringing the split in the AITUC, INTUC started gaining membership right from the
beginning.

c) Other Central Unions:

Socialists separated from AITUC had formed Hind Mazdoor Sabha (HMS) in 1948. The Indian Federation
of Labour merged with the HMS, Radicals formed another union under the name of United Trade Union
Congress in 1949. Thus, the trade union movement in the country was split into four distinct central
unions during the short span of 1946 to 1949. Some other central unions were also formed. They were
Bharatiya Mazdoor Sangh (BMS) in 1955, the Hind Mazdoor Panchayat (HMP) in 1965 and the Centre of
Indian Trade Unions (CITU) in 1970. Thus, splinter group of INTUC formed Union

Trade Union Congress, the split in the Congress Party in 1969 resulted in the split in INTUC and let to the
formation of National Labour Organisation (NLO).

At present there are twelve Central Trade Union Organizations in India:

▪ All India Trade Union Congress (AITUC)

▪ Bharatiya Mazdoor Sangh (BMS)

▪ Centre of Indian Trade Unions (CITU)

▪ Hind Mazdoor Kisan Panchayat (HMKP)

▪ Hind Mazdoor Sabha (HMS)

▪ Indian Federation of Free Trade Unions (IFFTU)

▪ Indian National Trade Union Congress (INTUC)

▪ National Front of Indian Trade Unions (NFITU)

▪ National Labor Organization (NLO)

▪ Trade Unions Co-ordination Centre (TUCC)

▪ United Trade Union Congress (UTUC) and

▪ United Trade Union Congress - Lenin Sarani (UTUC - LS)

Multiplicity and Recognition of trade union
The multiplicity of trade unions is a major problem among the
t r a d e u n i o n s . T h is m u l t i p l e t r a d e u n i o n i s m i s s e e n m a i n l y b e c a u s e
of the political outsiders wanting to establish their unions for
t h e i r o w n v i e w of i n c r e a s i n g t h e i r p o l i t i c a l i n f l u e n c e a l t h o u g h i n
the urban areas. The existence of different conflicting or rival
organisations, with divergent polit ical views, is greatly
r e s p o n s i b l e f o r i n a d e q u a t e a n d u nh e a l t h y g r o w t h o f t h e m o v e m e n t
Within a single organization one comes across a number of
g r o u p s c o m p r i s i ng o r ‘ i n s i d e r s a nd o u t s i d e r s ’ , ‘ n e w c o m e r s ’ ,
and ‘old-timers’, moderates’ and radicals’, and ‘high’ and low
c a s t e ’ p e o p l e . T h i s d e v e l o p s s m a l l s i z e u n i o n s w h i ch a r e n o t
h e l p f u l f o r t h e wo r k e r s o r e m p l o ye e s a n d c r e a t e s p r o b l e m s s u c h
as:
• Rivalry between the unions
• Lack of ability among the leaders and members.
• Low bargaining power.
• Lack of funds to help its members.
• Lack of unity among worker

Reco gnitio n o f Tra de Unio n

The underline idea of former trade union is to negotiate and bargain with employers to improve
the service and employment conditions of workers on their behalf. This collective bargaining
process can be possible only when employer recognises a trade union as bargaining agent and
agree to negotiate with it because it is difficult to negotiate with multiple trade unions in a single
organisation.
The Trade Union Act, 1926, the only Central Law, which regulates the working of the unions
does not have any provision for recognition of trade union. Some attempts were made to include
compulsory recognition in the Trade Union Act in 1947, 1950, 1978 and 1988, but it could not be
materialised. There are, however, state legislations like Maharashtra Recognition of Trade Union
and Prevention of Unfair Labour Practices Act 1971, Madhya Pradesh Industrial Relations Act,
1960 and other states like Gujarat, Andhra Pradesh and Orrisa etc. which have gone for such
legislations, of late.
The usual methods used to determine union strength, which is the basis of the recognitions are
following:
1. Election by Secret Ballot:
Under which system, all eligible workers of an establishment may vote for their chosen union,
elections to be conducted by a neutral agent, generally the Registrar of Unions, in a manner very
similar to the conduct of general elections. Once held, the results of the elections would remain
valid for a minimum period, usually two years.
2. Check-Off method:
Under which each individual worker authorizes management in writing to deduct union fees
from his wages and credit it to the chosen union. This gives management concrete evidence
about the respective strengths of the unions. But the system is also prone to manipulation,
particularly collision between management and a favored union. Sometimes, genuine mistakes
may occur, particularly when the number of employees is large. It also depends on all unions
accepting the method and cooperating in its implementation.
3. Verification of union membership
Method by the labour directorate as adopted as a resolution in the same session of the ILC and
used widely in many establishments. This process is carried out by the labour directorate, which
on the invitation of unions and management of an organisation or industry, collects particulars of
all unions in a plant, with regard to their registration and membership. The claim lists of the
unions, their fees books, membership records and account books are scrutinised for duplicate
membership. Under a later amendment, unions also with lists of members in order to avoid dual
membership. After cross checking of records, physical sampling of workers, particularly in cases
of doubt or duplication, a final verified list is prepared for employers, unions and the
government.
4. Rule of Thumb or intelligent guessing by management or general observation
To assess union strength, either by the response at gate meetings, strikes or discussions with
employees. This is not a reliable method, particularly in large establishments and can also be
subject to change at short intervals.
Of the above methods the first one is universally accepted method used all over the world but
there has been no consensus amount among the trade unions on that in India.
The Second National Commission of Labour (2003) considered the issues seriously and
made the following recommendations:
▪ We recommend that the negotiating agent should be selected for recognition on the basis
of the check off system. A union with 66% membership be entitled to be accepted as the
single negotiating agent, and if no union has 66% support, then unions that have the
support of more than 25% should be given proportionate representation on the
negotiating college.
▪ Secret ballot is logically and financially a difficult process in certain industries. Check-off
system has the advantage of ascertaining the relative strength of trade unions. Check-off
system should be made compulsory for all establishments employing 300 or more
workers. For establishments employing less than 300 workers also the check-off system
 would be the preferred mode. Recognition once granted, should be valid for a period of
four years, to be coterminous with the period of settlement.
Recognised unions have certain rights,
▪ the right to raise issues with the management,
▪ right to collect membership fees within the premises of the organisation,
▪ ability to demand check-off facility,
▪ ability to put up a notice board on the premises for union announcements,
▪ ability to hold discussions with employees at a suitable place within the premises
▪ right to discuss members’ grievances with employer,
▪ ability to inspect before hand a place of employment or work of its members, and
▪ nomination of its representatives on committees formed by the management for
industrial relations purposes as well as in statutory bipartite committees.