Industrial Dispute Act 2

7/28/2019 Industrial Dispute Act 2

1/29

INDUSTRIAL DISPUTEACT,1947

BY: KUNAL BHARGHAV (22 MBA 2012)SAKSHI GUPTA (45 MBA 2012)


2/29

Disputes mainly relate to the strife between employers and their

employees.

According to the Industrial Dispute Act,1947 sec

(2(k)),Industrial disputes mean any dispute or difference between

employers and employers, or between employers and workmen, or

between workmen and workmen, which is connected with the

employment or non employment or terms of employment or

with the conditions of labor of any person.


3/29

Causes of industrial Disputes:

Causes of Industrial disputes may be grouped into fourcategories :

(A) Industrial Factors

(B) Managements Attitude towards workers

(C) Government Machinery ; and

(D) Other Causes


4/29

(A)Industrial Factors :Under this category, some of the causes of dispute may be :

(i) An industrial matter relating to employment, work,wages, hours of work, privileges, the rights and obligationsof employees and employers, terms and conditions ofemployment including matters pertaining to :

(a) dismissal or non-employment of any person(b) Registered agreement , settlement or award : anddemarcation (establishing limits) of the functions of an

employee

(iii) An industrial matter in which both the parties aredirectly and substantially interested.(iii) disputes arising out of unemployment, inflation,

change in the attitude of employers and rivalry amongunions.


5/29

(B) Management Attitude Towards Labor :(i) Management s unwillingness to talk over any dispute

with their employees.

(ii) Managements unwillingness to recognize a particular trade

union , delegating enough authority to the representatives,etc.(iii) unwillingness to negotiation and settlement of disputes.

(iv) Managements insistence to take care of recruitments,

promotion etc without consulting the concerned employees

(v) Managements unwillingness to provide services and

benefits to its employee's


6/29

(C) Government Machinery :

(a)Though there are number of enactments for promotion of

harmonious relations, it is ineffective and unsatisfactory due to

various reasons like their irrelevancy in the context of the

challenges of present industrial climate /culture, incapability of

understanding and answering imperatives of development,

improper and inadequate implementation by many employers.

(b) The governments conciliation machinery has settled a very

negligible number of disputes .


7/29

(D) Other Causes :

(i)Affiliation of the trade unions with a political party, where the

latter may instigate the trade unions to conduct strikes, lockouts ,

gheraos etc.

(ii) Political instability, centre- state relations, sometimes resultinto industrial conflict.

(iii) Other potential factors like corruption in industry and

public life, easy money, etc can also result into industrial

disputes.


8/29

Industrial disputes are basically of two types ,i.e.

Strikes and Lockouts.

Strikes :Strikes are a result of more fundamental maladjustments,

injustices and economic disturbances.

Strike is a temporary cessation of work by a group of employees

in order to express grievances or to enforce a demand concerning

changes in work conditions.

Strikes are divided into three types .They are Primary strikes,

secondary strikes and other strikes.


9/29

I.Primary strikes are generally against the employer with whom

the dispute exists. They are :

(i) Stay Away Strikes: In this strike workmen stay away from

the work place. They organize rallies, demonstrations, etc.

(ii) Stay-in or sit Down Strikes : In this strike, workmen come

to the place , they stay at the work place but they dont

work.

(iii) Tools Down, Pen Down Strike : Here the strikers lay down

their tools in case of factory workers , office workers lay

down their pens,


10/29

(iv) Token or Protest Strikes : It is of very short duration and is

in nature of signal for the danger ahead. In this strike workers

do not work for an hour or a day.

(v) Lightening or Wild cat strike : In this strike, the strike is

done without any prior notice or with a shortest notice.(vi) Go Slow : In this strike, the workers intentionally reduce

the speed of work.


11/29

(

vii) Work to rule : In this strike, the strikers undertake thework according to rules or job description.

(viii) Picketing : It is an act of protesting by the workmen in

front of the premises of the employer.

(ix) Boycott: It aims at disrupting the normal functioning of

the enterprise.(x) Hunger Strike : This type of strike is resorted to either by

the leaders of the union or by some workers all at a time for a

limited period or up to the period of settlement of disputes.


12/29

II Secondary Strike : Secondary strikes are against a thirdparty. These strikes are sympathetic strikes.

III. Other Strikes : These strikes are in the form of general,

particular, political and bandhs.

Lockouts:

Lockout means the closing of a place of business ofemployment or the suspension of work, or the refusal by the

employer to continue to employ any number of persons

employed by him.


13/29

PREVENTIVE MEASURES OF INDUSTRIALDISPUTES

LaborWelfareOfficer

TripartiteandBipartiteBodies

StandingOrders

GrievanceProcedure

CollectiveBargaining

StrongTrade

Unions

Labor Co-Partnership and

Profit sharing


14/29

1]Labor Welfare Officer : Section 49 (1) and (2) of theFactories Act, 1948 specifies that every factory wherein500 or more workers are ordinarily employed at least onewelfare Officer must be appointed, where the number of

workers are in excess of 2500,the assistant and / oradditional welfare officers are required to be appointed toassist the Welfare Officer.The functions of Labor Welfare Officer includes :

(I) Labor Welfare Functions :Advice and assistance inimplementing legislative and non-legislative provisionsrelating to :


15/29

(a)Health &Safety(b)Working conditions(c)Sanitation & Cleanliness(d)Recreation(e)Welfare Amenities

(f) Workers Education(g)Services like Co-operative grain shops, housing cooperatives.(h)Formation of welfare committees.(i) Housing

(j) Implementation of welfare Acts.(II) Labor Administration Functions :These may cover:(a)Organizational Discipline(b)Safety & Medical administration(c)Wage& salary administration

(d)Administration of Legislation covering Industrial Relations


16/29

(III) Labor Relations Functions: These may consist of :

(a)Administration of standing orders.

(b)Settlement of Grievances.

(c)Settlement of Disputes through statutory procedures.

(d)Trade unions& union management relations

(e)Steps to increase productivity efficiency.


17/29

Tripartite and Bipartite Bodies :Industrial relations in India have been shaped largely by the

policies and practices of Tripartite and Bipartite bodies.

The purpose of consultative machinery is to bring thepartners together for mutual settlement of differences in

spirit of cooperation and goodwill.

Bipartite consultative machinery comprises two parties i.e.employees and employer, the important bipartite body isworks committees.


18/29

Works Committee : Works committees greatly contribute in

prevention of industrial disputes. It is represented by an equal

number of representatives of each party and the method of their

appointment are also laid down in agreements or enactments.

Objectives and Functions :

(a)To promote industrial goodwill.

(b)To secure cooperation from employers and employees.

(c)To ensure the cooperation of private concerns.

(d)To provide for a popular agency for supervising the management

of nationalized undertakings.


19/29

3] Standing Orders :Majority of the industrial disputes are

related to conditions of employment.

To prevent this, Standing orders are formulated. It was made

obligatory that standing orders should govern the conditionsof employment under the Industrial Employment (Standing

Orders ) Act of 1946.

The Standing Orders regulate the conditions of employment

from the stage of entry to the stage of exit.


20/29

4] Grievance Procedure : Grievance generally arise from day to- day working relations. Grievances of the employees arereaddressed by the management. Management can prevent theoccurrence of industrial disputes by solving the individual

problems.

5] Collective Bargaining :Collective bargaining helps for settlement of issues and

prevention of industrial disputes. It occurs whenrepresentatives of a labor union meet managementrepresentatives to determine employees wages and benefits, tocreate or revise work rules and to resolve disputes or violations

of the labor contract.


21/29

6]Strong Trade unions :Trade union is the most suitable and

effective agency to conduct collective bargaining on behalf ofthe workers. A powerful bargaining may be achieved by strongtrade unions, which enable the workforce to maintainharmonious relations with the management.

7] Labor Co-partnership and profit sharing :Good industrialrelations can be maintained through proper partnership and

profit sharing; employer gives a portion of total profits toworkers in addition to their normal wages. This sort of attitudeof management would create psychological conditions favorablefor industrial peace.


22/29

Settlement of Disputes:

Whatever may be the cause of industrial disputes, the

consequences are harmful to all stakeholders- management,

employees, economy and the society . For management, disputesresult in loss of production, revenue, profit, and even sickness of

the plant.

Employees would be hard hit as the disputes may lead to

lockouts and consequent loss of wages and even jobs.


23/29

Settlementofdispute

GrievanceProcedure

Code ofDiscipline

CollectiveBargaining

Conciliation

Arbitration


24/29

Collective Bargaining:

Collective bargaining helps for settlement of issues andprevention of industrial disputes. It occurs whenrepresentatives of a labor union meet managementrepresentatives to determine employees wages and benefits,

to create or revise work rules and to resolve disputes orviolations of the labor contract.The bargaining is collective in the sense that the chosenrepresentative of the employees (i.e. union ) acts as a

bargaining agent for all the employees in carrying outnegotiations and dealings with the management. On theemployer side, it is collective in those common situations inwhich the companies have joined together in an employerassociation for the ur oses of bar ainin with a union.


25/29

Code of Discipline : The code of discipline defines duties andresponsibilities of employers and workers. The objectives of thecode are:1. To ensure that employers and employees recognize each

others rights and obligations.2. To promote consecutive co-operation between parties

concerned at all levels.3. To eliminate all forms of coercion, intimidation and

violence in IR.4. To avoid work stoppages.5. To facilitate the growth of trade unions.6. To maintain discipline in the industry.


26/29

Grievance Procedure : This is another method of resolving disputes.

Grievance is any discontent or dissatisfaction, arising out of employment

relationship, which an employee thinks , believes or feels to be unfair,

unjust or inequitable. A grievance procedure is a formal process which is

preliminary to arbitration, which enables the parties involved to attempt

to resolve their differences in a peaceful and orderly manner.

It enables the company and the trade union to investigate and discuss the

problem at issue without in any way interrupting the peaceful conduct of

business. When the grievance redressal machinery works effectively, it

satisfactorily resolve most of the disputes between labor and management.


27/29

Arbitration :

Arbitration is a procedure in which a neutral third party

studies the bargaining situation, listens to both the parties,

gathers information and then makes recommendations that are

binding on both the parties. Arbitration is effective means ofresolving disputes because it is :

1. Established by the parties themselves and the decision is

acceptable to them.

2. Relatively expeditious when compared to courts and

tribunals.


28/29

Conciliation : Conciliation is a process by which the representatives of

workers and employers are brought together before a third party with a

view to persuading them to arrive at an agreement by mutual discussion

between them. The third party may be an individual or a group of

people. The third party may also be called as mediators.

In Concialition , the ultimate decision rests with the parties themselves

but the conciliator may offer a solution to the dispute acceptable to

both the parties and serve as a channel communication. Such a solution

is not a binding on the parties


29/29

THANK YOU

Industrial Dispute Act 2

Documents