BIPARTITE BODIES:

Bipartism is a system of industrial relations where social and labour issues are discussed between trade unions and management, usually at the enterprise level .The bipartite consultative machinery comprises two important constituents, via .,the works committees and the joint management councils. These are purely consultative, and not negotiating bodies. This consultative joint machinery- with equal representation of the employers and the workers has been set up exclusively for dealing with disputes affecting the plant or industry.

Evolution of Such Bodies:

The importance of bipartite consultative machinery was first recognized as early as in 1920, when a few joint committees were set up in the presses controlled by the Government of India. They were also introduced in Tata Iron and Steel Company at JamshedpurThe importance of bipartite consultation was further highlighted by the First-Five-Year Plan which maintained: ―There should be the closest collaboration, through the consultative committee at all levels, between employers and employees for the purpose of increasing production, improving quality, reducing cost and eliminating waste. The second Plan also stressed the need for ―joint consultation and progressively associating the workers and technicians, wherever possible, in management

.Bipartite Bodies:

The two important constituents of bipartite consultative machinery are (A) Works Committee, (B) Joint Management Councils. A brief review of these bodies is given here.

1. Works Committees:These committees have been regarded as the most effective social institution of industrial democracy and as a statutory body, established within the industrial units with representatives of the management and workmen, for preventing, and settling industrial disputes at the unit level. The works committee can be formed by any enterprise, employing 100 or more workers. Its objectives are:

(i) To remove the causes of friction in the day-to-day work situation by providing and effective grievances-resolving machinery

(ii) To promote measures securing amity and good relationship; (iii) To serve as a useful adjunct in establishing continuing bargaining relationship (iv) To strengthen the spirit of voluntary settlement, rendering recourse to conciliation, arbitration and adjudication rather infrequent; for these are achieved by commenting upon matters of concern or endeavour to compose any material difference of opinion in respect of such matters

2. Joint Management Council:

These committees give labour a greater sense of participation and infuse a spirit of co-

operation between the two parties without encroaching upon each other‘s sphere of influence, rights and prerogatives. They establish a channel of close mutual interaction between labour and management which, keeping tension at a low level, generates a co-operative atmosphere for negotiation and settlement. These committees also aim at making the will of the employees effective in the management; ensure the operation of the private-owned concern in conformity with national interests and provide for a popular agency for supervising the management of nationalized undertakings. In brief, such committees try to promote industrial goodwill and harmonious relations through better understanding of employees by management and of management by workers. To accomplish this goal, the works committees are entrusted with a number of functions which are of benefit to management as well as employees