Role of HR in Strike Arbitration

Role of HR in Strike Arbitration

HR plays a crucial role in strike arbitration, acting as a mediator between employees and management to resolve disputes and maintain workplace harmony. Here are key responsibilities of HR in this process:

Facilitating Communication: HR ensures clear communication between the company and employees or unions, helping both sides express their concerns and demands.

Mediation Support: HR often serves as an internal mediator, helping to de-escalate tensions before arbitration becomes necessary. They may work with external arbitrators if the situation requires third-party intervention.

Documenting Agreements: HR is responsible for documenting all agreements made during the arbitration process, ensuring that both parties are aware of the terms and conditions.

Ensuring Compliance: Post-arbitration, HR ensures that the agreed-upon solutions are implemented in line with company policies, labor laws, and union agreements.

Employee Relations Management: HR works to rebuild trust and maintain morale among employees post-strike, ensuring a smooth return to work and addressing any lingering grievances.

Legal and Policy Adherence: HR ensures that arbitration processes align with labor laws, union contracts, and organizational policies, avoiding future disputes.

By managing these roles effectively, HR helps minimize disruptions, promotes a fair resolution, and strengthens labor-management relations.

Location: Padi Pudhu Nagar Main Rd & 12th St, Padi Pudur Nagar, Anna Nagar West, Anna Nagar West Extension, Chennai, Tamil Nadu 600050, India

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