Maruti Suzuki Labour Unrest at Manesar Plant

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Information about Maruti Suzuki Labour Unrest at Manesar Plant

Published on January 4, 2017

Author: ShubhamMongia

Source: slideshare.net

1. SU BM I TTED BY: SHUBHAM MONGIA (11509750) PRESENTATION ON Labour Unrest at Manesar Plant of Maruti Suzuki

2. INTRODUCTION ABOUT MARUTI SUZUKI  Maruti Suzuki India Limited, formerly known as Maruti Udyog Limited, is an automobile manufacturer in India.  Founded in 1981  Revenue: 58,612 crore (2016)  Number of employees: 12,900 (2015)  Slogan: Way of Life  It is a subsidiary of Japanese automobile and motorcycle manufacturer Suzuki Motor Corporation.  As of January 2016, it had a market share of 47% of the Indian passenger car market.  The company is headquartered at New Delhi.

3. INTRODUCTION ABOUT MANESAR PLANT  Day of strike : 18th July, 2012  Workers on strike : 2000 workers  Place : Maruti Suzuki Factory at Manesar  Loss : Rs. 6 billion  Slow down of production

4. WORKERS DEMAND  Five fold increase in salary  Monthly conveyance allowance of Rs.10,000  Laundry allowance of Rs.3,000  Corporate gift with every new car launch  A house for every worker  Compensation and normal weekend/holidays  Current four paid weeks of vacation be increased to 7 weeks.  Increase in leaves

5. REASONS OF STRIKE  Difference in salary pay.  Harsh working conditions  Focus on Hiring contract workers  Wage disparities.  Very less Hikes (2009-2012)

6. Cont….  Trust issues  Communication Gap  Lack of intelligence and information.  Workers perception getting Negative

7. MANAGEMENT REACTION  Sealed the gates and placed a row of security guards.  500 workers were dismissed.  Government passed it as an illegal strike.  Announced Lockout  No pay During Lockout  Change in Policy

8. Cont…..  De-recognize Maruti Suzuki Worker’s Union.  Plant Re-opening  Managing Directors apology.

9. WHAT MARUTI COULD HAVE DONE  Demonstration of the policy  Promoting the improved condition  Fresh recruitment of permanent workers  Employee Labour Relationship should have been maintained  “Good Conduct Bond”  Retention of Employees

10. CONCLUSION  Regular Meetings  Demand of new union can be fulfilled if the union is not politically influenced.  Management’s Approach  Treat workers in the factory as humans.  Grievance Redressal committee should be set up.

11. Thank You

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