Your SlideShare is downloading. ×
Industrial disputes
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Saving this for later?

Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime - even offline.

Text the download link to your phone

Standard text messaging rates apply

Industrial disputes

1,265
views

Published on

Published in: Education, Career, Business

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
1,265
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
73
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1.  According to the Act, the term industrial dispute means "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 the terms of employment or with the conditions of labour, of any person".
  • 2.  Industrial disputes are the disputes which arise due to any disagreement in an industrial relation. The term industrial relation involves various aspects of interactions between the employer and the employees; among the employees as well as between the employers.
  • 3.  In such relations whenever there is a clash of interest, it may result in dissatisfaction for either of the parties involved and hence lead to industrial disputes or conflicts. These disputes may take various forms such as protests, strikes, demonstrations, lock- outs, retrenchment, dismissal of workers, etc.
  • 4.  Demand for higher wages and allowances. Demand for payment of bonus and determination of its rate thereof. Demand for higher social security benefits.
  • 5.  Demand for good and safer working conditions, including length of a working day, the interval and frequency of leisure and physical work environment. Demand for improved labor welfare and other benefits. For example, adequate canteen, rest, recreation and accommodation facility, arrangements for travel to and from distant places,etc.
  • 6.  In India, the Industrial Disputes Act, 1947 is the main legislation for investigation and settlement of all industrial disputes. Besides, poor personnel management; government policies; psychological factors such as denial of opportunity to the worker for satisfying his/ her basic urge for self- expression, personal achievement and betterment may also result in labor problems.
  • 7.  The Act explains the consequences when a strike or lock-out can be lawfully resorted to, when they can be declared illegal or unlawful, conditions for laying off, retrenching, discharging or dismissing a workman, circumstances under which an industrial unit can be closed down and several other matters related to industrial employees and employers. The Act is administered by the Ministry of Labour through its Industrial Relations Division.
  • 8.  The Division is concerned with improving the institutional framework for dispute settlement and amending labor laws relating to industrial relations. It works in close co-ordination with the Central Industrial Relations Machinery (CIRM) in an effort to ensure that the country gets a stable, dignified and efficient workforce, free from exploitation and capable of generating higher levels of output.
  • 9.  The CIRM, which is an attached office of the Ministry of Labor, is also known as the Chief Labour Commissioner (Central) [CLC(C)] Organization.
  • 10.  The CIRM is headed by the Chief Labour Commissioner (Central). It has been entrusted with the task of maintaining industrial relations, enforcement of labour laws and verification of trade union membership in central sphere. It ensures harmonious industrial relations through:-
  • 11.  Monitoring of industrial relations in Central Sphere. Intervention, mediation and conciliation in industrial disputes in order to bring about settlement of disputes. Intervention in situations of threatened strikes and lockouts with a view to avert the strikes and lockouts. Implementation of settlements and awards.
  • 12.  To provide a suitable machinery for the just, equitable and peaceful settlement of industrial disputes. To promote measures for securing and preserving amity and good relations between employers and employees. To prevent illegal strikes and lockouts.
  • 13.  To provide relief to workers against layoffs, retrenchment, wrongful dismissal and victimization. To promote collective bargaining. To ameliorate the conditions of workers. To avoid unfair labour practices.