Question 1: Give a suitable name to the present case.

Answer: IR issue and its consequences: A case study of the Dish Ends Ltd
Question 2: what were the reasons for the industrial unrest in the
company?
Answer: The reasons for the industrial unrest were:
-

Company management was not serious to listen workers demand

initially.
The union committee was not cooperative with management. They
were arrogant also
Due to focusing only one side interest, fruitful dialogue didn't happen
between company management and union committee. So, gap created
between them.
Not showing proper leadership role by anyone from both sides in this
crisis situation for the interest of the company.
Not practicing proper human resource culture from the beginning, likenot having HR personnel in the organization from the beginning, not
accepting the union committee at first, not managing the worker and
make them to feel company issue like- huge financial crisis.

Question 3: Was the dismissal of the trade union leader and the committee
members justified?
Answer: Yes, it is justified. Several bad incident done by the trade union
leader Ramesh and eight committee members resulted this action. Before
they were dismissed they were suspended with pending enquiry.
Management took feedback from the staff and workers and then charges
sheet issued against them and they were called for domestic inquiry as per
rules. The charges sheets were related to (i) Violence inside the factory
premise, (ii) assault on the people of management (iii) declaration of illegal
strike. Beside this they forced and threatened workers. After proper
completion of inquiries the management took decision for the dismissal of
the trade union leader and the committee members based on the findings of
the inquiry officer.
Question 4: What is your response to the removal of 35 casual workers?
Answer: This decision was taken based on the fact that the casual workers
were absent from the workplace for more than 3 months. But need to go
more details on this issue as this is a human issue. These 35 people were not

directly involved in violence. And there was chance that they had not joined
due to threaten of own life risks by union members. In the same time
company might not sent any pre-notice to them instructing them to join. So,
our feeling is that 35 casual workers should be given one more opportunity
considering the scenario.

Question 5: What is the legal position regarding the casual workers in the
recognition of trade unions?
Answer: Workers has right to form a union so that they can help organization
and also discussing with them fulfill their demand. But it should happen
under a proper legal frame work. It should be approved by government.
As per this case study initially Ramesh took the lead from the casual
workers to form a union under the leadership of S.R Kanitkar who is an
advocate. This time they informed the company management for the
formation of the union. But not applied to government labor court. So, we
can understand that it has no legal position. Later in a different scenario
again Ramesh went to another leader Dr. Sawant wished to join Sawants
union Mazdoor Congress of Engineering Workers. Still it has no legal
position. Finally we see another leader - Kishor Salvi, taking support from
maximum workers formed Shramik Sena Union. They discussed with
company management also and applied to local industrial court of thane for
its recognition under the MRTU and PULP act 1971. And they got certificate of
recognition from Dish end ltd.