Report of the Royal Commission on Labour in India

Bibliographic data

Monograph

Identifikator:: 1850495947

URN:: urn:nbn:de:zbw-retromon-233603

Document type:: Monograph

Title:: Report of the Royal Commission on Labour in India

Place of publication:: London

Publisher:: His Majesty's Stationery Off.

Year of publication:: 1931

Scope:: xviii, 580 S.; graph. Darst., Kt.

Digitisation:: 2022

Collection:: Economics Books

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Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: Chapter X. - Railways - continued

Collection:: Economics Books

RAILWAYS, 161 further efforts being made to remove cause for complaint. Where large numbers of workers are employed, there must be cases in which dis- siplinary action has to be taken, but this makes it all the more neces- sary that the workers should understand that steady work, reasonable sficiency and good conduct will ensure security of tenure. They should also feel assured that, when their service or conduct falls short of the required standard, opportunities for explanation will be provided, and shat their services will not be terminated without due enquiry, and, if lesired, ample rights of appeal to higher authorities. Service Agreement. We therefore recommend that all classes of workers should enter into a simple service agreement. This should provide for a pro- bationary period of twelve months, during which the administration should have the right to dispense with the services of any worker con- sidered unsuitable. After twelve months’ approved continuous service, the engagement should be confirmed and made terminable on one month’s notice or on payment of one month’s wages in lieu of notice. In addition to such other terms and conditions as may be necessary, there should appear in all agreements a declaration to the effect that wn employee is liable to have his service terminated in any of the following circumstances :—. (1) in consequence of his conviction by a criminal court, (2) for serious misconduct, (3) for neglect of duty resulting in, or likely to result in, loss to Government or to a railway administration, or danger to life, (4) in particular branches for indebtedness, (5) for inefficiency or unsatisfactory service, (6) on reduction of establishment. We further recommend that the power of terminating arn employee’s service should reside solely in the district and divisional officers or officers superior to them. It should be understood that reports of offences must be submitted in the ordinary course by super- vising subordinate or assistant officers. Appeals against Dismissal or Discharge, An employee having been confirmed after twelve months’ con- tinuous service, when charged with an offence which, if proved, is serious 2nough to render him liable to dismissal or discharge, should be furnished with a charge sheet setting out particulars of the allegation against him, This should be returnable within seven days of its receipt, together with an explanation duly signed by the recipient. The competent officer, 1.e., the district or divisional or superior officer, on receipt of the charge sheet, may make such enquiry as he thinks proper and, if the case is to be proceeded with, summon the employee to appear before him. If the employee so elects,

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