THIS FILE CONTAINS THE NAMES AND ADDRESSES AND Email ids OF ZONAL OFFICES , DIVISIONAL OFFICES UNDER EACH ZONE. Retired LIC Employees Can Use the Email ids of Divisional Office OS Department for Booking Guest House Accommidation
Click below :-
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Why trade unions failed in 21st century all over the world in spite of stagnant standard of living of workers and retired? AI Mode:
Trade unions have faced a significant global decline in the 21st century, with membership density in OECD countries halving from 30% in 1985 to approximately 15% by 2024. This trend persists despite stagnant real wages and declining standards of living, primarily because structural transformations in the global economy—such as globalization, the rise of the gig economy, and digital automation—have fundamentally eroded the traditional power sources of collective bargaining.
Structural and Economic Drivers of Decline
The shift from manufacturing-heavy economies to service-oriented ones has been a primary catalyst for union decline.
Deindustrialization and Outsourcing: Manufacturing, which historically had stable employment and high union density, has been replaced by the service industry. This sector is characterized by a higher share of irregular workers and weaker solidarity. Globalization has enabled firms to relocate production to countries with cheaper labor and fewer regulations (capital flight).
The Gig Economy and Fragmentation: The rise of digital labor platforms has fragmented the workforce. Gig workers are often classified as independent contractors rather than employees, legally excluding them from traditional collective bargaining structures. Their physical dispersion and solitary work govern individual contracts, making it difficult to forge a collective identity.
Automation and AI: Technological progress and the fourth industrial revolution have introduced "techno-normative" control. Digitalization and AI allow employers to monitor workforce movements more strictly and substitute human labour with machines, undermining unions' traditional ability to stop production.
Political and Legal Hurdles: Political and Legal Hurdles
Governments in various regions have shifted from being labor-friendly to investor-friendly, enacting laws that restrict union activity.
Legal Restrictions: In countries like the UK, New Zealand, and India, major changes to industrial relations laws have weakened collective bargaining and restricted the right to strike.
Hostile Institutional Environments: Corporate resistance and "union avoidance" industries have grown, using legal and sometimes illegal tactics to thwart organizing campaigns.
Political Distancing: Traditional political allies, such as social democratic and labor parties, have increasingly distanced themselves from unions, viewing them as political liabilities.
Internal Union Challenges
Internal institutional factors have also contributed to the perceived failure of unions to adapt to modern needs.
Bureaucratization: Many modern unions are led by an entrenched, high-paid layer of officials who may not share the immediate grievances of the workers they represent. This can lead to a conservative approach focused on protecting existing positions rather than aggressive expansion.
Multiplicity and Rivalry: In some regions, like India, the presence of multiple unions within the same industry—often backed by competing political parties—leads to ideological conflict and fragmented bargaining power.
Apathy and Skill Mismatch: Younger workers are less inclined to join unions, often seeing them as outmoded or ineffective for the flexible, high-turnover nature of modern careers. Furthermore, unions have struggled to represent workers in high-tech, IT, and other emerging sectors.
Current Global Trends in Union Density (2024-2025)
Region/Country Current Status Notable Trend
OECD Average ~15% Density (2024) Down from 30% in 1985.
United States ~9.9% Density (2024) Historic low; private sector at only 5.9%.
Iceland/Scandinavia 60% to 90% Density Higher density persists where unions administer unemployment benefits (Ghent system).
Public vs. Private 41.3% vs. 10.1% Unionization remains four to five times stronger in the public sector globally. Despite these challenges, there are emerging signs of revival. Some unions are successfully organizing workers at major corporations like Amazon, Apple, and Starbucks by focusing on issues beyond wages, such as digital surveillance, the "right to disconnect," and environmental sustainability. Would you like me to provide more details on these modern union revitalization strategies?
Problems of trade unions in India: AI Overview: AI Overview
Trade unions in India face major issues like politicization, leading to rivalry and weak bargaining; financial struggles from low membership and fees; small size and fragmentation; lack of unified leadership (often outside professionals); uneven growth (neglecting agriculture/unorganized sectors); illiteracy among workers; and worker apathy, all hindering their effectiveness in protecting workers' rights.
Key Problems:
Politicization & Rivalry: Unions are often affiliated with political parties, causing internal clashes (inter-union rivalry) and prioritizing political agendas over worker welfare, making unified action difficult.
Financial Weakness: Low membership and small membership fees (stagnant at 25 paise for decades) leave unions underfunded, limiting their operational capacity.
Small Size & Fragmentation: Most unions are small, weakening collective bargaining power; this fragmentation hinders a united front.
Outside Leadership: Control by professional politicians and lawyers, inexperienced in manual work, can shift focus from worker issues to personal or political gain.
Uneven Growth: Union presence is concentrated in large industries, leaving vast unorganized sectors (like agriculture) and small-scale industries vulnerable to exploitation.
Worker Apathy & Illiteracy: Fear of repercussions (pay cuts, punishment) and low understanding of union functions deter workers from joining, notes MBA Knowledge Base and Studocu.
Lack of Internal Leadership: Politicized leaders often discourage grooming internal talent, creating dependency and lack of continuity, according to ResearchGate.
Management Indifference: Some employers are unreceptive, and the lack of strong recognition laws for representative unions weakens their position, notes Scribd.
Solutions Proposed: Developing internal leadership, Unifying for stronger bargaining, Ensuring financial stability and paid office bearers, Expanding to the unorganized sector, and Stronger recognition laws for unions. (While AIIEA has no recognition when AIBEA has and the former had not any inclination to reprieve the same for 44 years and both differed from RBI staff union in passively resisting their Boards of management/GOI for decades for Retirees who suffered from no pensions to pittance of it in a staggered manner While LIC gave 10 lalhs crores of windfall profit to GOI)
LIC temporary employees latest News 2025
In 2025, the primary news regarding LIC temporary employees centers on ongoing legal battles for regularization (permanent status) and back wages in the Supreme Court.
1. Supreme Court Legal Proceedings (2025)
Curative Petition & Hearings: The Supreme Court of India has been actively hearing petitions filed by worker federations. In October 2025, the court issued a formal notice to LIC regarding a curative petition filed by the All India National Life Insurance Employees Federation (AINLIEF) [7, 13].
Verification Process: A Supreme Court-appointed committee (led by former judges) has been verifying the claims of temporary workers [7, 13]. For those lacking 30-year-old documents, the committee indicated that affidavits may be accepted as proof of service [13].
Mass Regularization Rejected: Despite some positive hearing notes, the Supreme Court recently reiterated that mass absorption of over 11,000 workers without a standard recruitment process is not permissible under Articles 14 and 16, as it is viewed as a "backdoor entry" [4].
2. Regional Judicial Developments
Bombay High Court (Nagpur Bench): In April 2025, the court directed LIC to consider the regularization claims of 56 temporary Class-IV employees [32]. It ruled that denying them benefits granted to similarly situated colleagues was discriminatory [32].
Contempt Petitions: Legal cases continue against LIC leadership, including a civil contempt case (Diary No. 5162/2025) involving the Tamilnadu Terminated Full Time Temporary LIC Employees Association [1]. Current Status and Numbers:(Another AI Mode)
Absorption Count: While the 2022 order denied mass absorption, earlier schemes (such as one from 2011) resulted in the appointment of 4,770 Class IV workers to regular posts. For the 2022 specific order, the focus remains on monetary compensation rather than new absorptions.
Beneficiaries of Compensation: The verification committee invited claim representations through September 15, 2022. While the final verified count of those who have already received the ₹50,000 per year payment has not been officially updated in a consolidated public total, the pool of potential claimants identified in the litigation was roughly 11,780 to 12,000 employees (When retirees had no sympathy on low wage workers for four decades due to their mentors they will not have sympathy but contempt repeatedly by SC like this case unlike SBI absorbed thousands appointed initially on temporary basis)
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