The persistent demand for equal wages for contract labour remains a perennial issue, often catalyzing conflicts and industrial unrest. By misinterpreting the law, unions often exploit opportunities to instigate disputes or unrest by demanding wage parity based on their skewed interpretation of regulations. Capitalizing on the relative ease of targeting the principal employer rather than the contractor, unions frequently initiate disputes solely against the principal employer, neglecting to involve the contractor as a party. Regrettably, employee relations (ER) professionals often fail to delve into the nuances of the law, merely functioning as conduits by forwarding such disputes to top management without attempting to mediate. This hands-off approach complicates matters further.
When confronted with such issues raised by workers or unions, ER professionals must proactively address and resolve them at their level. Merely passing the responsibility to top management and informing the union of the management’s decision without engaging in a meaningful resolution...
