Industrial Relations in DVC

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DVC, a legacy to the people of India, emerged as a culmination of attempts made over a
whole century to control the wild and erratic Damodar River. The river spans over an
area of 25,000 sq. kilometer covering the states of Bihar (now Jharkhand) & West
The Damodar Valley has been ravaged frequently by floods of varying intensities and the
first of the major recorded flood dates back to 1730. Thereafter serious floods occurred at
regular intervals, but it was the flood of 1943 that left the worst devastation in its wake.
As a result, the Governor of Bengal appointed a Board of Inquiry headed by the Maharaja
of Burdwan and the noted physicist Dr. Meghnad Saha as member. In their report, the
Board suggested creation of an authority similar to the Tennessee Valley Authority
(TVA) of United States of America. The Government of India then appointed Mr. W.L.
Voorduin, a senior engineer of the TVA to make recommendations for comprehensive
development of the valley. Accordingly, in August, 1944, Mr. Voorduin submitted his
"Preliminary Memorandum on the Unified Development of the Damodar River".
Mr. Voorduin‟s "Preliminary Memorandum" suggested a multipurpose development plan
designed for achieving flood control, irrigation, power generation and navigation in the
Damodar Valley. Four consultants appointed by the Government of India examined it.
They also approved the main technical features of Voorduin‟s scheme and recommended
early initiation of construction beginning with Tilaiya to be followed by Maithon.
By April 1947, full agreement was practically reached between the three Governments of
Central, Bengal and Bihar on the implementation of the scheme and in March 1948, the
Damodar Valley Corporation Act (Act No. XIV of 1948) was passed by the Central
Legislature, requiring the three governments – the Central Government and the State
Governments of West Bengal and Bihar (now Jharkhand) to participate jointly for the
purpose of building the DVC. The Corporation came into existence on 7th July, 1948 as
the first multipurpose river valley project of independent India.


Damodar Valley Corporation, the first major multipurpose integrated River Valley
Project of the country, conceived in line of Tennessee Valley Authority (TVA), came into
existence on July 7, 1948 by an Act of Central Legislature.

The mission at the time of its inception was :

► Flood control

► Promotion and operation of schemes for irrigation

► Water supply for industrial and domestic use

►Navigation and drainage

► Generation, transmission and distribution of electric energy

► Promotion of afforestation and control of soil erosion in the valley area

► Promotion of public health, agriculture, industrial growth, economic and general well
being in Damodar Valley.

In keeping with industrialization in the DVC command area, power generation ,
transmission, and distribution gained priority for providing electricity to the core
industries like steel, coal, railways and other industries and consumer through respective
State Electricity Boards. However, other mandated objectives also received equal
importance as part of overall responsibility and commitment of DVC.

This emphasis on capacity addition programme for power generation gained a new
direction when Ministry of Power, Government of India started advocating for the setting
up of thermal power plants at or near pit heads and transmit power rather than
transporting coal and advised DVC to work towards adequate capacity addition during
the Tenth and Eleventh Plan in order to meet the power vision 2012 of Government of

In addition to the programme of capacity addition of 1210 MW in Tenth Five Year Plan
and 6250 MW in Eleventh Plan, DVC has decided to rejuvenate the existing units
through comprehensive overhauling and refurbishment.

Besides this, extension and augmentation of transmission network of DVC devised with
the assistance of CEA and also strengthening of the existing transmission and distribution
network are also under process of implementation.

DVC is also implementing rural electrification project in the states of West Bengal and
Jharkhand under „Rajiv Gandhi Grameen Vidyutikaran Yojana‟.


To establish DVC as one of the largest power majors of Eastern India while discharging
the responsibility of its other objects adequately.

In order to achieve this goal against the backdrop of the competitive market scenario in
the power sector, the objectives of the Corporation has been redefined.


► Generate maximum on sustainable basis through implementation of best O&M

► Rejuvenate old generating units through refurbishment / replacement / comprehensive
overhauling programme.

► Capacity augmentation through extension and green field projects

► Strengthening of the existing transmission and distribution network and augmentation
to match with the capacity addition.

► Transmit, distribute and supply reliable and quality power at competitive tariff.

► Improve the financial health of the Corporation by adoption of efficient industrial,
commercial and human resource management practices.

► Ensure optimum utilization of available water resources through effective and
efficient management and harnessing the remaining potential of Damodar basin

► Adopt measures for pollution abatement of Damodar River.

► Ensure environmental protection at plant level.

► Strengthen activities of eco -conservation in the valley area & to make Damodar
valley more Green

► Unified socio-economic development for the inhabitants of villages neighboring major
projects of DVC.

►To pursue with development of tourism at Maithon, Panchet, Tilaiya and Hazaribagh.

► Revival of Fish Farming in DVC reservoirs

► Skill development training to local youth around DVC Projects to improve their
employability & upgrading infrastructural facilities at existing Industrial Training
Institute (ITI) at Purulia, Durgapur & Chhatna in West Bengal & Chas and Hazaribagh in
Jharkhand and also setting up of the Jharkhand Govt. proposed new ITI at Kodarma as
well as new ITI at existing Chandrapura Training Institute of DVC.


The term „Industrial Relations‟ comprises of two terms: „Industry‟ and „Relations‟.
“Industry” refers to “any productive activity in which an individual (or a group of
individuals) is (are) engaged”. By “relations” we mean “the relationships that exist within
the industry between the employer and his workmen.” The term industrial relations
explain the relationship between employees and management which stem directly or
indirectly from union-employer relationship. Industrial relations are the relationships
between employees and employers within the organizational settings. The field of
industrial relations looks at the relationship between management and workers,
particularly groups of workers represented by a union. Industrial relations are basically
the interactions between employers, employees and the government, and the institutions
and associations through which such interactions are mediated. The term industrial
relations have a broad as well as a narrow outlook. Originally, industrial relations were
broadly defined to include the relationships and interactions between employers and
employees. From this perspective, industrial relations cover all aspects of the
employment relationship, including human resource management, employee relations,
and union-management (or labor) relations. Now its meaning has become more specific
and restricted. Accordingly, industrial relations pertains to the study and practice of
collective bargaining, trade unionism, and labor-management relations, while human
resource management is a separate, largely distinct field that deals with nonunion
employment relationships and the personnel practices and policies of employers. The
relationships which arise at and out of the workplace generally include the relationships
between individual workers, the relationships between workers and their employer, the
relationships between employers, the relationships employers and workers have with the
organizations formed to promote their respective interests, and the relations between
those organizations, at all levels. Industrial relations also includes the processes through
which these relationships are expressed (such as, collective bargaining, workers‟
participation in decision-making, and grievance and dispute settlement), and the
management of conflict between employers, workers and trade unions, when it arises.
Employer and employee are the two side of a coin both are necessary for the growth and

development of an organization. Without them no any organization can arises. For the
growth and development of an organization the employer and employee maintain good
and cordial relationship and this healthy relationship called Industrial relation.

Employees are the primary assets of an organization the skilled, dedicated and committed
employee‟s steers the Industries organization through join and found weather. Such
excellent employees are necessary for the enhancement of any organization. For getting
good employee‟s employer give attention toward the problem, satisfaction, welfare,
wage, etc.

And employee share there problem suggestion with employer if an organization had
good, healthy and harmonious Industrial relation between team.

In Industrial relation, the co-operation and conflict both take place. It effect on Industries
not always good or bad. If in industry the co-operation takes place, it leads to the
maximum utilization of human resource, less labour turn over rate, improve productivity,
reduce absenteeism, and aids in achieving the objective of an organization. In this
situation both the parties are satisfied with each other. They give them maximum
attention and 100% co-ordination to each other.

If the situation of conflict arises in an organization then it destroys all the discipline and
decorum of an industries strike, lockout, and retrenchment take place. Workers show
dissatisfaction from employer. The productivity reduces; increases in labour turn over
rate and absenteeism, worker not show their interest in organization.

Due to this many losses bear by the employer. The conflict arises due to unwanted
demands, grievance, and collective bargaining from the employee side.

To avoid this type of situation good Industrial relation is necessary. In context of DVC
Maithon, the industrial relation is found very good and co-ordinal. Both the employer and
employee are satisfied with each other. Then is very rear grievance and demand from
employees side in DVC Maithon management also take care for redressed of grievance.
Worker participation in management also shows near.


This study was made at DVC Maithon unit of DVC during 01.06.2009 to 31.07.2009 for
the preparation of a project report for submission to the Amity Business School, Kolkata
in partial fulfillment for the post graduate degree in Master of Business Administration.
The purpose or objective of the study is to analyze and evaluate the Industrial relation in
DVC Maithon and find out it‟s improvement in the working people in the organization.


The scope of study was confined to the jurisdiction of Damodar Valley Corporation and
special observational study at DVC Maithon.



The project report is more or less based on the information collected through various
primary and secondary sources.

Primary data - Primary data, the data which is collected from first hand sources. These
data are important because they show the current figures. Various types of methods of
collecting primary data used are

a) Interview,

b) Schedules,

c) Observation,

d) Survey.

Secondary data - Secondary data, the data is collected through journals, circulars, written
records and memorandum.


Following are the source of information

1. Information from information Department.

2. D.V.C. service regulation.

3. Interview with Personnel officer and head of other department.

4. Visiting different department.

5. Interview with Trade Union leader.

6. D.V.C. Annual report.

7. Estimate 2007-2008.

8. D.V.C. current.


The canvas of rare beauty; It is face of nature that presents itself in all its abundance, the
toybs, the moods, the vivid shades of colour and the real images. A breath taking
spectrum of sights, sounds and fragrance, the undulating hills, the meand Ering River the
gentle sway of the bough, presenting the vista of a lovely green valley “THE

Damodar Valley Corporation is India first-Multipurpose river valley project that was
originally concerned with a view to taming the turbulent Damodar River.

The river & noun as “Deonad” in the upper most reaches flow in a generally south-
easterly direction for a distance of approx 290 kms. Through the state of Jharkhand on
entering the deltaic plains of west Bengal, The river abruptly changes its course to
southerly direction ultimately, joining the river hoogly, its principle tributaries. The
Damodar is the master stream of Damodar valley. Region from its source in Khamarpat
hill it runs for about 540 kms. to meet Hoogly river. The basic area stretches for about
16609 km2. in the reaches are Maulah, Bokaro, Konar, Jamunia and Barakar.


1. Damodar valley region covers approximately an area of 26,366 km 2. in the West

Bengal and 32,113 km2 in Bihar.

2. The region stretches between 22°10‟ N and 24°50‟ N and 84°30‟E and 88° 10‟ E

3. The tropic of cancer traverses the region a little to the north of Ranchi town in the west
and Burdwan town in the east.


The erratic character of the Damodar had long been a cause of worry to the people and
Government alike. The flood of 1943 through of only 3.5 lakhs quest caused havoc to life
and property. In the same year the Bengal govt. with the notification no. 2788-I dated 14
December 1943, constituted a 10 month enquiry committee to advice on permanent
measures to central floods in the „Damodar‟ river. The committee was asked not only to
suggest long term measure of flood control but to cover development of railways, roads,
irrigation and health in Damodar Valley. The committee mooted for the first time the
India taking problem of Damodar basin on the model Tennessee Valley Authority (TVA)
of USA.

The central Technical power board surveys the service of Late Mr. N.L. Voorduin, a
senior engineer and the staff of the TVA. On the basis of the recommendation made by
the enquiry committee, He prepared the preliminary memorandum and outline of a plane
which aimed at flood control, irrigation, power generation and navigation in the Damodar
Valley. It was the subject to the scrutiny of a technical expert team from USA consisting
of two engineers, Two Indian engineer were also associated with it. The expert
committee approved the Voorduin‟s memorandum. A meeting of the Government i.e.
Bengal, Bihar and Central was held in April 1946 to consider the memorandum and
report submitted by other technical experts and its Indian associate. Out of these
deliberation emerged the Damodar Valley Project P.K. Gokhale, ICS, was appointed as
the first administration to implement this project in May 1946. S.N. Majumdar, ICS
succeeded in October of the same year.

By the special resolution drawn up in term of section 103 of the Government of India Act
1935, the Legislatures of Bihar (Presently Jharkhand) and Bengal (presently W.B.)
agreed to set up DVC. An agreed draft of the constitution of the body was prepared and
placed before constituent. Assembly of India of ISC December 1947. This was the DVC
bill, which was passed by the parliament of India on 18 Feb. 1948 and placed on the
statute boon on 27 March 1948. Out of this Act of parliament, the Damodar Valley
Corporation was born on the 7 July, 1948.


The Damodar Valley Corporation is a corporate body constitutes under the DVC Act
(Act no. 14 of 1948) Consisting of a chairman and the member to be appointed by the
central government after consultation with in state government of Bihar (presently
Jharkhand) and West Bengal. As stated in the presence of the Act, the object of
establishing the corporation is the development of the Damodar Valley in Bihar
(presently Jharkhand) and West Bengal.

(The Act received the assent of the Governor General on the 27th of March, 1948)

An Act to provide for the establishment and regulation of a Corporation for the
development of the Damodar Valley in the provinces of Bihar and West Bengal,

Whereas it is expedient to provide for the establishment and regulation of a Corporation
for the development of the Damodar Valley in the provinces of Bihar and West Bengal;

And whereas in pursuance of section 103 of the Government of India Act, 1935 (26 Geo.
5,c. 2), resolutions have been passed by all the Chambers of the Provincial Legislatures
of the said Provinces to the effect that certain matters dealt within this Act which are
enumerated in the Provincial Legislative List should be regulated in those Provinces by
Act of the Dominion Legislature

It is hereby enacted as follows:-

Part I – Introductory

Part II – Establishment of the Corporation

Part III – Functions and Powers of the Corporation

Part IV – Finance, Accounts and Audit

PartV–Miscellaneous the Schedule


(i) Flood control

(ii) Promotion and operation of scheme for irrigation water supply and drainage.

(iii) Generation, transmission and distribution of electrical energy

(iv) Promotion and control of navigation in Damodar Valley and its tributaries and

(v) Promotion of afforestation and central of soil erosion in Damodar Valley.

(vi) Promotion of public health and agriculture industrial economic and general well
being of the residents of Damodar Valley.


Initially the main features of Damodar Valley project were:-

(i) Construction of 7 dams with a view to moderation a design flood of 10 lakhs cusecs
to the level of 2.5 lakhs cusecs out of these four multipurpose storage dam at Tilaiya,
Maithon, Panchet & Konar were constructed.

(ii) Construction of Thermal Power plant at Bokaro with a generation capacity of 2,
25,000 KW.

(iii) Construction of a power transmission grows running over more than 800 route miles.

(iv) A barrage at Durgapur with 1550 miles of irrigation canals and distribution including
an 80 mile long navigation canal where joins the river Hoogly.


(i) Thermal Power Station -

 a) Bokaro TPS

 b) Chandrapura TPS

 c) Durgapur TPS

 d) Mejia TPS

(ii) Hydel Power Station -

 a) Tilaiya HPS

  b) Maithon HPS

  c) Panchet HPS

(iii) Gas Turbine -


(iv) Major Dams and Barrage-

   a) Tilaiya

   b) Durgapur

   c) Mejia

   d) Maithon

   e) Panchet

   f) Konar

(v) DVC Command Area -

 a) 24,235 Kms.


The total installed capacity of the DVC power system is 2761.5 M.W. comprising 2535
MW from 5 thermal power stations at Bokaro „A‟ and „B‟ CTPS, DTPS, MTPS, 144 MW
from 3 hydel power stations at Maithon, Panchet, Tilaiya and 82.5 M.W. from Maithon
gas turbine station. During the year under review, total energy generation has been 7835
MW as against 8188 MU in the previous year.

Entrusted with the responsibilities of providing the vital input power for industrial growth
in the resource rich Damodar Valley region, DVC has been practically operating as a
pioneer, using latest available technologies to supply bulk power at reasonable rates to
the major industries.

DVC has maintained its lead role in the eastern region by adopting itself to the challenges
of time and technology during the course of last 59 years. DVC has been generating and
transmitting power since 1953 and has succeeded not only in meeting the needs of
consumers but has also helped to increase the demand of power which itself is an index
of development.


MAITHON POWER LIMITED a joint venture company by DVC and Tata Power has
been formed to implement 1000 MW Maithon Right Bank Thermal Power Project for
meeting    the    energy   needs   of   power    deficient   regions   on   export    basis.

BOKARO POWER SUPPLY CO LTD (BPSCL) a joint venture company of DVC and
SAIL has been established to operate and maintain the captive power and steam

generation plant, hived off by SAIL and its Bokaro Steel Plant and supply power and
steam           exclusively            to         Bokaro             Steel          Ltd.

DVC EMTA COAL MINES LTD, a joint venture company formed with Eastern
Minerals & Trading Agency for development and operation of Captive Coal Mine Blocks
and supply of coal exclusively to DVC Thermal Power Projects of 10th and 11th plan.

The total station wise generation in MU and Maximum generation in KW are indicated in
the table given below :-

   Type of power &            Max.      Energy Gen.        Max.        Energy Gen.
        Generation            Stn.          (M & WH)        Stn.         (M & WH)
 A. Thermal
 Bokaro ‘A’ TPS               86000             89.149
 Bokaro ‘B’ TPS               540000          2159.886     587000            2251.530
 Chandrapur ‘TPS’             339000          1464.694   3051000             1565.274
 Durgapur ‘TPS’               365000          1476.000   3201000             1078.468
 Mejia ‘TPS’                  580000          2699.097     575,000           2634.213
 Total – A                                   7888.826                        7529.104
 B. Hydel
 Maithon HPS                  80,000           128.406      60,000            140.500
 Panchit HPS                  80,000           141.623      80,000            137.617
 Tilaiya HPS                   4,000            10.589       4.000             10.088
 Total – B                                    280.618                         288.205
 C- Gas Turbine                                18.062                          17.720
 Grand total                                 8187.506                        7835.409

                              Tilaiya    Konkar     Maithon Panchet
Inauguration                  21.02.53 15.10.55 27.09.57      6.12.59
Height above river (meters)      30.18      48.77     50.00    40.48
Length                             366      4535      4860      6777
Width of Roadway                  3.81       5.79      6.78    10.67
Reservoir water Spread (sq.      59.57      25.90    106.19   182.81
Power Generation Capacity (Million CU.M.)
To dead storage                  75.25       60.4    207.24   182.57
To top of gate                  394.74    336.76    1361.84 1497.57
Allocation of Storage Capacity (Million CU.M.)
For irrigation of power         141.86    220.81     611.84   228.21
For flood central               177.63      55.51    542.76 1086.76
Drainage area                    984.2      997.1   6293.17 10966.1
Reservoir (
At dead storage level            363.3      410.6     132.6    119.5
At river bed level               345.9      382.2     106.7     97.5
Area of top gate                 58.08      25.09    107.23   152.97


          Name            Location            Capacity

Hydel     Tilaiya         River - Barakar     4 mw.

                          Dist.- Hazaribagh   (2×2 M.W.)

                          State - Jharkhand

          Maithon         River - Bokaro      60 M.W.

                          Dist.- Burdwan      (3×20 M.U)

                          State - W.B.

          Panchet         River - Damodar     80 M.W.

                          Dist. - Dhanbad     (2×40 M.W.)

                          State - Jharkhand


          Bokaro „A‟      Dist- Bokaro        247.5 M.W.

                          State - Jharkhand   (3×57.5+1×75)

          Bokaro „B‟      Dist.- Bokaro       630 M.W.

                          State - Jharkhand   (3×210)

          Chandrapura Dist.- Bokaro           780 M.W.

                          State - Jharkhand   (3×140 M.W.)

             Durgapur       Dist.- Burdwan       500 M.W.

                    State - W. Bengal     (2×75+1×140)

             Mejia Dist.- Bankura         +1×210

                    State - W.B.

             Grand Total-                    2787.5

Total Thermal :-

             Gas Turbine Dist.- Dhanbad 82.5 M.W.

             State - Jharkhand      (3×27.5) M.W.

             Grand Total    -       3014 M.W.




On irrigation object, capital expenditure is estimated to the of Rs. 5.82 crores of which
direct expenditure is Rs. 4.78 crores. This covers target of expenditure fixed by the state
government of West Bengal for main works of Rs. 0.78 crore per extension and
improvement of Rs. 3.00 crore and for water course of Rs. 1.00 crores.


On flood control Rs. 0.003 crores towards capital expenditure has been proposed. Shares
of Dams Share of subsidiary activities, share of general over hear charges and interest
amount to Rs. 0.84 crore.


In the Budget estimate 2007-08 the gross internal resource have been worker out at Rs.
1450.38 crores. The financing projection in BE 2007-08 is through internal resource of
Rs. 1398.06 crore and Rs. 3000.00 crore through loan from financial institute.

Since DVC has already fixed a petition before appellate tribunal for review of tariff order
passed by CERC and the tariff at the end of the respective SERCS and yet to be finalized.
The entire estimate of internal resource of Rs. 932.41 crores in RE 2006-07 and Rs.
1450.60 crores in BE 2007-08 is based on existing tariff of DVC for existing units with
fund set aside for tariff contagious as per tariff order issued by CERC. The based on the
pre-assumption the DVC‟S payer before CERC appellate tribunal will receives favorable




D.V.C Maithon is also a concern of D.V.C. Maithon was established of 27 Sept. 1956
and Inaugurated by Late Pundit Jawaharlal Nehru Maithon is situated in District.
Dhanbad and State Jharkhand.

In Maithon there is a

1) Hydel power station

2) Gas turbine and

3) Maithon Dam


Situation :-

1) River - Barakar

2) Dist.- Burdwan

3) State - West Bengal

Capacity - 60 MW (3×20 MW)


Dist.- Dhanbad

State - Jharkhand

Capacity - 82.5 (3×27.5 MW)


Inauguration - 27.9.1956

Height above river - 50.00 (meter) earthen dam.

Length - 44.00 (meter) Concrete dam

Width of Round way - 6.78 (meter)

Reservoir water spread - 106.19 sq. km.

Power generation - 3×20 MW


To dead storage - 207.24 million cum.

To top of gates - 1361.84 million cubic meters


For irrigation and power - 611.84 million cubic meters.

For flood control - 542.76 million cubic meters

Drainage Area - 6293.17 million cubic meters


At dead storage level - 132.6 square kilometer.

At river bed level - 106.7 square kilometer.

Area top of gate - 107.23 square kilometer.



In this all the administration work are done all the work regarding worker, Trade union,
there grievance are done hear. The head of Administration office is Director Personnel.
They give there report directly to the Head quarter


TSC means Transmission system construction by this the formation of Grid take place
through which electricity passes. In this the grid are mode in a proper way by which
electricity passes very easily and smoothly.

In TSC the personnel department separate in this there is also Dy. Director of personnel.
The give there report directly to the head quarter.


In this department the transmission of electricity takes place. It supplies electricity
through grid. The head of this department is Chief Engineer. They give there report
directly to head quarter Kolkata. It‟s personnel department also separate. In Trans. 50
workers are working .

First shift-   7am.-12pm.

Second shift - 2pm.-5pm.

Break – 12pm-2pm


Man power position of Maithon Project. There are four groups of Employees:

                „A‟     269    239    30

                „B‟     1002   866    136

                „C‟     930    570    360

                „D‟     2201   1675   526


1.Officer Quarter at Maithon -        133

2.Officer Dormitory at Maithon -        93

3.Staff Quarter Right bank -          2573

4.Staff Dormitory at Right bank -       90

                               Total - 2889


1)              Officer Quarters -        02

2)              Staff Quarters -      179

                                          Total - 181


(i) Station club - Post office area

(ii) Recreation club - Post office area

(iii) Lake view club - Gogna

(iv) Mahila Sangh - In front of Karamchari Singh Maidan.

(v) Sahitya Parishad - 1/B road.

(vi) Maithon club - Area -4

(vii) Valley club - Area - 6

(viii) Hill view club - Left bank


(i) DVC + 2 high school (Right bank)

(ii) DVC high school (Left bank)

(iii) Kendriya vidyalaya

(iv) De Nobili School

(v) Jawahar Navoday Vidyalaya

(vi) S.B. School Class-II Area

(vii) M.E. School, Dyke area.

(viii) Primary School, Ranchi Colony

(ix) Auroma Center, Ranchi Colony


(i) C.B.S.E. Board

(ii) ICSE Board

(iii) Jharkhand Board

(iv) Kolkota Board


Dhanbad                                -       17

Dhanbad Labour                             -   06

Court & Tribunal Dhanbad Lak Adalal        -   01


           Displaced panel                    Casual panel             Compasstion
 Empanelled displaced person               Empanelled casual         Appointed = 185
 (Recasting)                   = 724       Person         = 295      from time to time
 Appointed in Gr. ‘C’ & ‘D’ = 113          Appointed      = 194      Awaiting = 212
 Appointed in Gr. ‘B’          = 11        Awaiting       = 101
 Applied for change            = 22
 of nomination
 Awaiting                      = 578

D.V.C. in a Maithon have all the facilities for there worker proper housing facilities,
education facilities etc. are provided to the worker. All the workers are happy with the
D.V.C. maithon.


In D.V.C. the Industrial relation is very good. In any industry, co-operation and conflict
both took place but in the D.V.C. the feeling of co-operation is very high between
employer and employee which make the environment better for good working condition.

In D.V.C. the employer take a proper and complete care of employee. They provide
maximum facilities to the employee. Facilities may be statutory and non statutory but It
doesn‟t matter.

Like wise employer, employee also take care the concern they given there best and
complete effort to the concern and make themselves production. They are loyal and
hardworking ready for facing any good and bad situation in concern. Due to this good
and cordial relationship, they do not face any type of bad and worst situation. Industrial
relation in D.V.C. maithon is very good and healthy and it provides them strength to face
any situation. This type of industrial relation is very rear in any concern. It shows how to
maintain relation in this type global scenario.


Industrial dispute is an important aspect of industrial relation. It is a barometer of the
relationship that exists between the employer and employee. It is a natural phenomenon
that where people will be engaged in contractual work dissatisfaction and grievance of
many kinds will emanate. Under the situation of conflicting goals, the worker will raise
their demands and the employer will try to suppress them. Under such situation
relationship between the two is bound to be strained. As a consequence of the bad
relation the number of dispute grows steadily.

As per Section 2(k) of Industrial Disputes Act, 1947, an industrial dispute in defined as
any dispute or difference between employers and employers, or between employers and
workmen, or between workmen and which is connected with the employment or non-
employment or the terms of employment or with the conditions of labor, of any person.

This definition includes all the aspects of a dispute. It, not only includes the disagreement
between employees and employers, but also emphasizes the difference of opinion
between worker and worker. The disputes generally arise on account of poor wage
structure or poor working conditions. This disagreement or difference could be on any
matter concerning the workers individually or collectively. It must be connected with
employment or non-employment or with the conditions of labour.

From the point of view of the employer, an industrial dispute resulting in stoppage of
work means a stoppage of production. This results in increase in the average cost of
production since fixed expenses continue to be incurred. It also leads to a fall in sales and
the rate of turnover, leading to a fall in profits. The employer may also be liable to
compensate his customers with whom he may have contracted for regular supply. Apart
from the immediate economic effects, loss of prestige and credit, alienation of the labor
force, and other non-economic, psychological and social consequences may also arise.
Loss due to destruction of property, personal injury and physical intimidation or
inconvenience also arises.

For the employee, an industrial dispute entails loss of income. The regular income by
way of wages and allowance ceases, and great hardship may be caused to the worker and
his family. Employees also suffer from personal injury if they indulge into strikes and
picketing; and the psychological and physical consequences of forced idleness. The threat
of loss of employment in case of failure to settle the dispute advantageously, or the threat
of reprisal action by employers also exists.

A concern which able to minimize the industrial dispute can claim to maintain better
employer-employee relationship on the other hand when the industrial dispute emerge in
greater number and relation definitely show bad sign.

Industrial dispute broadly means in the common under standing, a dispute between
employer and employee. But the Industrial Dispute Act, 1947 has given it a wider

Industrial dispute divided into three parts.

1. Factor of dispute

2. Parties of dispute

 (a) Employer and employee, or

 (b) Employer and workmen, or

  (c) Workmen and workmen.

3. Subject matter of dispute. The dispute should be connected with.

   (a) The employment or non employment.

   (b) Terms of employment, or

   (c) The condition of labour of any person.

   (d) Industry the dispute should relation to an industry.


The causes of industrial dispute may be divided into economic and non economic.

Economic causes are those which related to

i. Wage

ii. Payment of dearness allowance.

iii.Bonus and fringe benefit.

Deduction from wage :-

i. Method of job evaluation

ii. Mode of payment

iii. Hours of work and methods of production.

iv. Terms and condition of employment.

Non-economic causes are largely institutional and political in nature :-

i. Recognition of the nature

ii. Membership of the union.

iii. Union security

iv. Unfair practices.

v. Subject of collective bargaining

vi. Bargaining unit.

vii. Behaviour of supervisory staff.

viii. Under emphasis on discipline.

ix. Violation of law and regulation.

x. Delay in the implementation of awards and agreement and

xi. Other political causes.

The economic and non economic causes are responsible for industrial dispute but the
economic causes are influencing more than non economic causes. Rather than economic
and non economic causes, other disputes also arise relating to employment, wage relation
on industry etc. These are.


There are different types of dispute relating employment wage relation, in industry etc. In
the concern they are written below :-

i. Related to wage :- Most of the times the disputes in any organization are because of the
wage of the employees. Mostly disputes in any concern take place because of wage.
Same is the case with D.V.C. in this concern; employees always try to increase their
wages. This type of disputes also includes disputes related to Bonus, Dearness allowance

ii. Related to provincial Latter :- Some dispute related to provincial matters is also being
raised in D.V.C. in the records first ever dispute was due to provincial feeling when
Bihari Workers were tortured by Bengali worker.

iii. Related to Termination :- Some time disputes are being related to the termination of
job employee. Employee disputed such termination and fought for justice and time it‟s
enlarged from become dispute.

iv. Related to Discharge :- Some time favouritism is seen in employment. Employees are
discharged because of major causes. They part the problem before the union and right
against it.

v. Related to duty hours :- Some of the disputes in the D.V.C. are caused due to working
hours. Some disputes related to duty hours of the employers are rated.

vi. Related to Promotion :- Some case related to promotion dispute because when suitable
persons do not get promotion and are being super seeded by other persons or when
juniors are given promotion by ignoring the seniors. This type of dispute is seen in the
concern. These types of dispute come over in D.V.C.

vii. Related to Transfer :- Some of the employees are being transferred without any
justified reason. These types of cases have been witnessed in the D.V.C. Sometimes

employee suffers transfer without any cases. The employees who suffer from the case
related to transfer fight against the dispute.

viii. Related to date of birth :- Sometime the problem of disputes related to date of Birth
also arises in the concern. A recent case of Smt. Dasi was related to her date of birth. The
concern approved her date of birth that was not tallying with the actual date of birth of
Smt. Dasi. This type of dispute abundantly occurs in the concern.


In D.V.C., mostly or generally disputes are being settled in very discipline ways.
Management and personnel Department of every concern department always try to solve
the dispute at the plant level. So, most of the disputes are solved as plant level.

But when major disputes arise, like disputes related to date of birth, promotion etc. which
can not be solved at plant level, then both parties involved, are placed before labour
court, District court Assistant Labour Commissioner as required. The dispute may be
placed at High Court or Supreme Court for its settlement.

In the concern most interesting things is that at the time of pay revision a committee
called by committee is formed by the representation of both side that is representative of
management. They take together and come on a point when the pay scale and total salary
or employee is being fined. This type of pay committee is mode after every four year for
the revision of pay of employee employed in concern.


The working environment of the D.V.C. is good which is needed for the healthy growth
of the organization. The employer and employee relationship in the D.V.C., maithon is
very good. They have good faith on each other. They understand each other problems and

need very well. The presence of the good co-operation and sound relation and better
understanding between the employer and employee powers little disputes. These types of
the small disputes are solved at the lower level and in very simplified form. In D.V.C.
Maithon very less dispute arise and people are satisfied with each other.



Industrial conflict is the product of Modern factory system. It is due to the conflict
between the interest of the buyer and seller of labour. The employer, the purchaser of
labour wants to have it and utilize it at cheapest cost where as the worker, The seller of
labour want to serve a reasonable price for it, but it is not like other commodities labour
is part and parcel of labourer, and therefore, It is unfair rather criminal to treat it as a

Thus there arises a clash between right to property and right of humanity and Industrial
conflict divergent right when human right are tried to be exploited the worker cease to
work for they refuse to be exploited.

This is called strike. Strike even today is consider to be the most effective and important
weapon in the armory of organized labour to bring down recalcitrance employer.

Lockout is a cocenia part of the strike a corresponding weapon in the hand of employer.
The manifestation of Industrial dispute takes the form of either strike or lockouts.


In most of the cases the intention of the party concerned is to serve better condition for
itself and there for act is temporary stopped. We find that such disputes arises due to a
variety of causes such as dismissal of individuals worker, retrenchment of a group of

worker or due to some major questions like wage, bonus, leave, hours of work and other
condition of work etc.


Since the formation of DVC many strikes were took place for the fulfillment of various
demands by various the union of the concern. Major strikes are -

i. First major strike take place in D.V.C. was called by D.V.C. Staff Association on 12th
Jan. 1958 for indefinite period. The management was not interested in any kind of
negotiation. The strike was called on often 242 days.

ii. On September 28, 1970 one day liken strike successfully took place. The management
declared it illegal and did not care for it. Seeing this attitude of the management the joint
front of both the recognized union called a 4 day strike from 24 Nov. to 26 Nov. 1970.
The strike was 60% successful.

iii. In the year 1979, both the recognized union DVC Karamchari Sangh and DVC staff
association called dharna, Gherao for wage pay receiving of group „B‟ and „C‟ employee
and initiate bonus, Management brought union on the table of settlement and reached on
the settlement and strike notice withdraw.

iv. Other Trade Union called strike on 22nd and 23rd of Sept. 1980. Management
declared it illegal and the strike could not be successful.

v. Another a pen-down and tool down strike was called on 17th of March in 1988 by
Joint Front i.e. association of four unions, regarding adhoc relief which was related to the
Center Government employee‟s adhoc relief.

Since 1988 there were no major industrial disputes or strike occurred in D.V.C. and no
any lock-out took place in D.V.C. since its establishment. In context with D.V.C.
Maithon last strike were take place in 12 August to 14 August 1998. Duration of strike
was 3 days. It is for pay revision.


Different types of the strikes which had taken place in the D.V.C. have summarized
below :-

1.Authorized strike and unauthorized strike.

a. Authorized strike :- In this type of strike all the information regarding strike is given to
management. The management is given the total information regarding the start of the
strike, when the strike is starting, when it is ending, what is the reason of the strike and
which level of the employee is going for the strike.

b. Unauthorized strike :- In this type of strike no information is given to the management.
No formal preparation takes place for these types of strikes. Strike can take place

2. General and particular strike :-

a. General strike :- In general strike, all the workers of the concern participate in the

b. Particular strike :- In this type of strike only worker of the plant or the establishment
take place.

3. Types based on the techniques:-

a. Slow down strike :- In this type of strike worker do not actually stop working but they
low down the pace of their work. Such strike is a common type in the concern.

QUICK STRIKE :- In quick type of strike worker remain in their place of work, but
they stop work for a brief period i.e. for a few minutes or a few hour.

SIT DOWN STRIKE :- In a sit down strike also worker remain in their work place but
they do not work. They duration of the stoppage in a sit down strike is longer the in a


Mostly strikes and dispute in any organization took place because of economic
dissatisfaction. Also in Damodar Valley Corporation we see most of the strikes were
occur for pay revision, increasing allowance, bonus, D.A. etc. which all are economic
cause. Bu uneconomic cause like provincial, different type of facilities like medical,
educational facilities for the children of employees, providing recreation etc. an also
become the curses for strike in different year in the corporation so for.


The co-operation between labour and management is the basic requirement for the
successful functioning of modern Industries. It opposite interest takes place between both
the parties. It develops into a conflict or dispute. Labour agitation against management
and it stops the development and production in the industries. Therefore for the
fulfillment of interest of both the parties, good labour management co-operation‟s very

The term labour management co-operation refers to the joint effort of labour and capital
to find out solutions and remedies of problem, common to both. Co-operation represents
joint decision making in matter of admittedly common interest. Various committees are
formed in order to take care of the lobour.


In the Damodar Valley Corporation, labour management co-operation is maintained well.
Management is very much interested in making their relation peaceful and harmonious.
Worker of the concern are very much conscious about their participation in decision
making process. Worker‟s representative participates in pay revision with equal right. A
pay committee is made for pay revision in which equal member of representation from
both side appointed. Worker‟s representations come only from recognized trade union of
the concern i.e. D.V.C. Karamchari Shangh. In this concern many other important
decision are being taken by bipartite body. Any kind of dispute is settled by bipartite
body. When the corporation faces any problem, labour and management solve it jointly.

In Damodar Valley Corporation the labour management co-operation is very good and
well maintain.


For the welfare of employee‟s and their children Damodar Valley Corporation has
various committees. They are described below:-

(1) Canteen committee: - There are provision of canteen in each and every project and its
branch office where lunch, tea, coffee, milk etc. are provided to the employee at a very
cheap rate.

Member of Committee :-

a. Two representative of labour group.

b. Two representative of management group.

They maintain high quality of the lunch and also administrate whole canteen necessities.
If some changes are required then it is resolved with the management.

2. Housing committee :- Damodar valley corporation providing housing facilities to their
worker. Therefore problem related to the house solve by the corporation.

Member of Committee :-

a. Representative of equal number from both employer and employee side.

b. After interval of fixed period gather at join meeting to discuss any problem relating to

3. Grievance Committee :- For setting any kind of dispute arising in the concern, DVC
has provided a grievance committee. This committee is to solve every industrial dispute.
Most of them are being settled by this committee.

Member of Committee : It consist equal number of member from employer and employee

4. School Committee :- There are many primary and secondary school run at different
project of D.V.C. for providing educational facilities to children of DVC employee, DVC
management wants are development of employee‟s children. For all round development
of its employee children school management committee provides sorts material to all

Member of committee: -

a. Representation of management group.

b. Representation of guarding group in equal number.

They suggest school for all round development of students.

5. Commercial works committee: - In this the committee is set up to check commercial
work of the concern and these two committees are: -

a. Collection committee - It collect revenue checks rally, units and cost.

b. Production supply committee - It check the all India power supply of electricity.

6. Production Committee: - There are two committees

a. System committee.

b. Generation committee.

In system committee member of committee check the system of power generation is
proper or not.

In generation committee - Committee check the power generation take place properly or
not in the system.

7. Hospital Committee: - In this committee the member of committee check the work of
hospital take place properly or not medicine are available in hospital or not.

Member of Committee:-

a. High level in-charge of Medical.

b. Finance representative.

c. Representative of personnel.

d. Worker representative.

All different committee have been made for the welfare of employee of Damodar Valley
Corporation which makes the labour management co-operation very strong and healthy.



The main element in the origin and growth of unions of worker in every country has been
more or less same. Trade union plays important role in the growth of any organization.
Union in any organization may be devastative or may be fruitful for the organization.

As soon as DVC bill was passed as the first multipurpose project of independent India,
inception of construction work of five major novel projects were commenced at Tilayia,
Konar, Bokaro Thermal, Durgapur, Barrage and Maithon Dam. During the formative
years of DVC, the setting up of large scale, major projects were started with the help of
manpower. Unfortunately in the beginning, the importance of the personnel Department
dealing with the manpower was never realized. Worker were getting daily wage and there
jobs were on the mercy of supervision and supervisory staffs. The absence of collective
action they were ruthlessly exploited and had to work hard for long hours from sunrise to
sunset in the dark and dingy areas and under very tidy condition as well on the daily
wage basis. So following the exploitation some of the worker started to protest against
the management of DVC. But protest by an individual‟s worker could have no effect on
the management of DVC.

Worker of DVC, had therefore to join together at least to maintain, if not to improve this
bargaining power against the management, where joint action was inadequate, the
practice which workers evolved was joint with draw from work. It was the labour protest
on organized scale though the support of same philanthropist personalities that organized
the first labour union named „Staff association” is 1950. The objective of this labour
union were to unite the DVC‟s worker, to promote welfare activities to get congenial
condition of work, spread literacy among the DVC employee and redress grievances
through constitutional method. The association was not affiliated to any Central trade
union at that time but their unity attempted to enhance the working condition of the
workers in this own limited sphere of activities. This union only focused public attention
to the necessity of improving the working condition in the DVC.

Further “Karamchari Sanga” was formed in 1955. Gradually due to increasing political
participation in industries by so many central leaders sharamik Union 1978, employee
association was formed in 1983.


The important forces that make the employees join a union are as follows:
i. Greater Bargaining Power :- The individual employee possesses very little bargaining
power as compared to that of his employer. If he is not satisfied with the wage and other
conditions of employment, he can leave the job. It is not practicable to continually resign
from one job after another when he is dissatisfied. This imposes a great financial and
emotional burden upon the worker. The better course for him is to join a union that can
take concerted action against the employer. The threat or actuality of a strike by a union
is a powerful tool that often causes the employer to accept the demands of the workers for
better conditions of employment.

2. Minimize Discrimination :- The decisions regarding pay, work, transfer, promotion,
etc. are highly subjective in nature. The personal relationships existing between the
supervisor and each of his subordinates may influence the management. Thus, there are
chances of favoritisms and discriminations. A trade union can compel the management to
formulate personnel policies that press for equality of treatment to the workers. All the
labour decisions of the management are under close scrutiny of the labor union. This has
the effect of minimizing favoritism and discrimination.

3. Sense of Security :- The employees may join the unions because of their belief that it is
an effective way to secure adequate protection from various types of hazards and income
insecurity such as accident, injury, illness, unemployment, etc. The trade union secure
retirement benefits of the workers and compel the management to invest in welfare
services for the benefit of the workers.

4. Sense of Participation :- The employees can participate in management of matters
affecting their interests only if they join trade unions. They can influence the decisions
that are taken as a result of collective bargaining between the union and the management.

5. Sense of Belongingness :- Many employees join a union because their co-workers are
the members of the union. At times, an employee joins a union under group pressure; if
he does not, he often has a very difficult time at work. On the other hand, those who are
members of a union feel that they gain respect in the eyes of their fellow workers. They
can also discuss their problem with‟ the trade union leaders.

6. Platform for self expression :- The desire for self-expression is a fundamental human
drive for most people. All of us wish to share our feelings, ideas and opinions with
others. Similarly the workers also want the management to listen to them. A trade union
provides such a forum where the feelings, ideas and opinions of the workers could be
discussed. It can also transmit the feelings, ideas, opinions and complaints of the workers
to the management. The collective voice of the workers is heard by the management and
give due consideration while taking policy decisions by the management.

7. Betterment of relationships :- Another reason for employees joining unions is that
employees feel that unions can fulfill the important need for adequate machinery for
proper maintenance of employer-employee relations. Unions help in betterment of
industrial relations among management and workers by solving the problems peacefully


Trade unions are formed to protect and promote the interests of their members. Their
primary function is to protect the interests of workers against discrimination and unfair
labour practices. Trade unions are formed to achieve the following objectives

In brief the objective of various trade unions in DVC.

i. To secure increasing member of workers in the DVC manager and their full

ii. To promote, social and political interest of the working classes.

iii. To established just good industrial relation.

iv. To established a socialist society in D.V.C.

v. To safeguard and promote the interest, right and privileges of the DVC worker.

vi. To secure and maintain worker‟s freedom of speech freedom of association, freedom
of assembly, right to strike, right to work and maintain and the right to social security.

vii. To provide full opportunities for the development of mental and physical personality
of the workers.

viii. To arrange for adequate housing facilities.

ix. To get effective recognition of the right of collective bargaining.

x. To co-operate with the organization in the D.V.C. having similar aims and objects.

xi. To ameliorate the economic and social condition of the working class.

xii. To get effective recognition of collective bargaining.

xiii. To provide L.T.A. as per new pay scales etc.

xiv. To regulate promotion on seniority basis and also to implement of slide over.


i. Some union believe on the adoption of peaceful means, consistent with he Gandhian
philosophy of co-trusteeship.

ii. Union uses all the legitimate, peaceful and democratic method.

iii. Strike is the last method union used.



In DVC, registrations of Trade union are democratic according to the Trade union Act
1926. Any seven or more member of the Trade union by subscribing their names to the
rule of trade union and by otherwise complying with the provision of the Act, may apply
for its registration where application for registration has been made, It is not to be
deemed to have become invalid merely by reasons of the fact that at any time often the
date of the application, but before the registration of the trade union. Some of the
applications have ceased to be the member of trade union or have given notice in writing
to the registrar dissociating themselves from the application.

Every application for registration is to be accompanied by a copy of the rules of that trade
unions and particular in respect of name, occupation and address of the member making
the application, the name of the trade union and the addresses of the head office and title,
name, ages, address and occupation on its office bearers. If a trade union has been in
existence for more them one year before the making such an application, a general
statement of the assets and liabilities of the trade union has to be submitted along with the

application. If the appointed registrar satisfied with the term and condition he may
registered the trade union.


Damodar Valley Corporation is a multipurpose plan which help in development of
national economy Employee‟s of DVC also form trade union. There are 7 Trade unions
but all the trade unions are not recognized. The management of the Organization
recognized only such trade union who believes in the development of the concern and the
rules and polices of the very union are similar to the objective of the concern, who belief
in solving problem by legal method, that is collection bargaining, settlement, agreements
and does not believes in destruction, Management give there recognitions to only two
union namely.

a. DVC Karamchari Sangh

b. DVC Staff association.


In D.V.C. the relation between employers and employee are very positive and sound.
Trade unions always try to increase the production and make the concern very sound and
objective to keep the interest of corporation in this mind. Trade unions help in
maintaining peace in the concern. They try to solve this problem on unit level by simple

They go through process to solve problems, avoid strikes or other harming demonstration
against the management. They believe in collective bargaining and come on a table to
settle problem or to make any agreement related to the welfare of the labourers. That is
why they are very low number of disputes grievance in the concern. Trade unions help in
creasing power. They participate actively with the management or employer in increasing
production. In this way trade union in the D.V.C. always try to make and maintain better
industrial relation.



Generally relation between labour and management is found dissatisfactory when results
unexpected destruction activities like strike, lock out, Gherao etc. which happen in
industry. Industry then come to know that there is one kind of dissatisfaction prevailing
there which is harmful for the development of industries and which is called grievance

Grievance are exist on any side either on management side or on labour side,
Management feels that labours do not help in increasing productivity and labours feels
that management ignores their welfare. There complaints are called grievance.


The management manages relationship has the quality of reciprocity. Management as to
fulfill its accountability to manage before expected accountability from the managers.
The accountability of the managers comprises the obligation to ensure the legitimate dues
of the manager flow to them.


The personnel Department in all major field formation has been strengthened end by the
posting of senior personnel Managers.

As many as 20 additional welfare inspector/officers have been posted in the field‟s
formation to interact personality with the staff to identify and resolve their grievance.

The fields units have been subdivided into different zones such as work place, hospital,
colony and school. Each Zone has been allocated to an individual welfare inspector. The
inspector visits these places to meet the individual employees and the member of their
families and register their grievances if any.

In addition to inspection as available in their respective office of every working day
between 12.00 hrs. and 14.00 hrs. to register the grievance of employees. The employees
are allowed to visit the welfare inspectors officers with them prior permission form shift
in charge.



At the first stage grievance are allotted to welfare inspector, welfare officer and personnel
managers of unite, as the case may be. Then officer take up the matter with the concerned
department to settle the issue whenever, necessary, the employees are (counseled) to
appreciate the relevant rules in respect of their particular grievance.

The grievance, if of local nature are attempted to be disposed of with in the unit as
promptly as possible as but not later than 30 days from thereof.


The matters which can not settle locally are referred by the unit to the Director of
Personnel. The Director of Personnel communicates the at earliest possible but in any
case, within 60 days of receipt.

If the Grievance is not settled within 16 day from the date of its original recording the
employee is free to write direct to the chairman, such a complaint is an acknowledgement
by the chairman by a commitment that a further communication will follow within a
fortnight. As rule, the grievance is settled within this period and a final decision
communicates the grievance person.

And agreed employee may appeal to the competent authority with 30 days against the
management‟s decision. Depending upon the nature of the grievance, the employee may
be heard in person. The appeal is disposed of within a month of the receipt of the


Each welfare inspector maintains a register showing the following :-

i. Name of person conducted daily.

ii. Grievance Collected/received daily.

iii. Progress of settlement of Grievance.

iv. Weekly summary of receipts and disposal.

v. Monthly summary of receipts and disposal.

vi. Each units head serest to chairman a monthly statement.

ROLE      OF    THE      GRIEVANCE          PROCEDURE        IN   PROVIDING         GOOD

At local level, when small grievance are presented before the grievance settling
committee and monthly coordination meeting, representation of both the parties come on
a table. They talk together try to understand and solve the problem. It helps in develop
good Industrial relation. When labour talks face to face with management they feel
themselves that they are also family member of the concern and not just a labour or wage
earner. It gives satisfaction to labour class.

In monthly co-ordination meeting Important and general grievance are considered. Here
unit heads and departmental heads considers grievance with chairman and decide
guidelines. It means chairman of the concern directly meets the problem of grievance of
labour also helps in developing good Industrial Relation.

The chairman during his frequent visits to the machinery, consult the unit head personnel
managers and welfare officer and inspector.

If the grievances are, not settled in the certain given period, suffering employees are free
to complain directly to the chairman. The chairman will personally accept it and will
follow. The process of settlement take place within a fortnight and final decision will be
communicated to related person. In this way employee can personally and directly
convey his on her grievance to the head of the concern. This type of grievance procedure
helps in providing good industrial relation.


DVC is the oldest public corporation and the multipurpose project which was initially
started to meet certain objectives. Initially flood control, irrigation, afforestation,
navigation, etc were the main objective of the organization. But its priority has been
shifted to power generation. Now the corporation gives much emphasis on power
generation then the objective.

DVC is a big concern and in order to execute there objective. It employed huge number
of manpower. This manpower is the back bone of DVC. To maintain and improve the
quality and satisfaction of consumer, it can takes good and proper care of there
manpower and develop good relationship between them. The Industrial relation in DVC
is good and healthy. In this concern both of them take good and proper care of each other
and they take care the concern for establishing the relationship Employer provide all the
necessary facilities to the employee and the employee provide all the effort and
experience to the concern and both of them take complete care of the concern. For
establishing this relationship employer provide all the necessary facilities to the employee
and the employee provide all the effort and experience to the concern. Due to good
relation very few disputes arises in the DVC. If any dispute takes place it can be handle at
very lower lever. Strike, lockout also does not take place for very long time in this
concern. This show that how to maintain good relation in these type of changing scenario.

This concern fulfils all the requirement of good industrial relation.


What is needed for the proper development of the organization, everything is present in
this organization. But we know that nothing is free from error, so is the case with the
DVC. Both the parties are satisfied with their work but sometime the distinction remains
in their view which some time proves to be disastrous for the organization. The
distinction in the view causes stoppage of the work which affects the organization work
in various ways. Some time work speed goes down as the worker don‟t show their
interest in their work because of the dissatisfaction.

Inspite of all these, still there is chance of improvement. To my extent there are certain
measures that can taken to improve and which will prove beneficial for improving the
industrial relation in DVC :-

i. Some of the lower level employee doesn‟t feel comfortable to talk with the upper level
management. This creates the huge gap between the employer and the employee. For the
proper growth of the organization this employee and employer relationship should be
taken care. If the employees don‟t communicate with the employer then proper message
cannot be passed. . So Increase the communication between corporate level and unit
level. And the process of communication should be easy so that the unit level feel free to
ask and recommend their view.

ii. The work of the trade union is to primarily improve the working condition of the
employees and also help the organization to run better. Trade union don‟t take proper
care of employee they just do their routine worker.

iii. Earlier various types of decisions were influenced by the external such as Political
Parties. In order to maintain healthy relation in the corporation the intervention of the
external forces should be taken care. They affect the internal environment of the
corporation. So, the corporation should try to resolve the problem arising in between.
Reducing political and outsider influence in day to day affairs.

iv. It is well known fact that betters the training, better will be the productivity. So, the
employees should be provided with excellent training programme. This will enhance their
skill and efficiency. Working is important but working in proper direction is more
important. Give good and enhanced training and more emphasis on performance
appraisal and development of employee.

v. Bringing loyalty amongst employee and improving the work culture.

vi. When the employees do their work properly then the productivity of the corporation
increases. The efficiency of the worker/employee is totally dependent on the amount of
wage received. If productivity increases but the wage of the employee remains same then
employee will be unsatisfied. And hence the productivity decreases. So according to the
increase in the productivity the wage of the employee should link. So, wage should be
linked with the productivity.

With this I do stop my writing. The corporation should pay some attention to my
suggestion. This will help the corporation to increase the efficiency and the performance
of the corporation in the future.


1. Personnel Management & Industrial relation - C.B. Mamoria.

2. D.V.C. Service regulation - D.V.C. Publication

3. D.V.C. Current - D.V.C. Publication

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Description: this project shows the employer and employee relation in DVC. It deals with introduction,Environment, grievances,legal right and conclusion and suggestion.