TRADE UNIONS.

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of their workers, and this type of suffering extends to the community as
a whole, .
Necessity of Encouragement.

, The importance of developing healthy trade unions is denied
by practically none. Government has declared its policy to be one of
encouragement, and a great majority of employers appearing before us
avowed a similar aim. While a minority of employers are frankly
opposed to trade unions, we have been struck by the considerable measure
of unanimity on this point on the part of responsible employers’ organisa-
tions and individuals, including officials in charge of Government estab-
lishments. Some employers are genuinely puzzled as to the methods
by which they can attain the aim in view. But in many cases we found
it difficult to ascertain what active steps had been taken to encourage
the growth of healthy trade unionism, whilst the attitude of some em-
ployers in their dealings with trade unions was singularly ill-calculated to
secure that end. We would urge that the repression of trade unions
because of unhealthy tendencies is unlikely to produce a healthy growth.
A movement which is facing so many difficulties cannot be expected to
begin at the stage achieved in other countries through long experience and
after many vicissitudes. Responsibility can only be developed by power
and by experience. If relationships and co-operation are to be withheld
until individual unions, or the movement generally, attain vigorous
health, that stage is likely to be long deferred.

Controversy regarding Recognition.

This brings us again to the question of “ recognition ” of trade
unions by employers. This has become the acid test, and controversy
over this question is fairly general. The expression owes its origin, so
far as India is concerned, to the relations of Government with its servants.
Until comparatively recent times, Government servants were prohibited
from submitting collective memorials and petitions. When conceded,
this right was granted only to combinations which conformed with certain
rules. These are known as the Recognition Rules, and unions which
accept them are then ordinarily granted formal * recognition ”” and are
able to conduct negotiations with Government on behalf of their members.
Private employers have tended to adopt similar methods, but there
appears to be some confusion, both among them and among some heads
of Government departments, as to the meaning and implications of the
berm. Some seem to think that “ recognition ” means that the employer
recognises the right of the union to speak on behalf of all his workmen,
or at any rate all the class for which the union caters. Influenced in
some cases by this misconception and in others, we fear, by a desire to
prevent the union from gaining in strength, recognition has frequently
been withheld on the ground that the union embraces only a minority
of the class concerned. Other reasons given for refusing recognition
are the prior existence of another union, the refusal of the union to
dispense with the services of a particular official, the inclusion of out-
siders in the executive, and the failure of the union to register under the
Trade Unions Act.