This document discusses industrial relations, which involve employer-employee interactions that are regulated by the state. It outlines the scope, objectives, and main aspects of industrial relations, including promoting healthy labor-management relations and maintaining industrial peace. The document also discusses characteristics of labor, bargaining agents, problems faced by trade unions, types of industrial disputes and their causes. It describes the processes of conciliation, arbitration, and adjudication used to settle industrial disputes. Bipartite and tripartite negotiations are discussed along with the role of labor courts. Methods to promote industrial peace like collective bargaining are also summarized.

1. Presented by
Arbind deb
BBA 5th
semester

2. Industrial relation are an integral aspect of social relation
arising out of employer-employee interaction modern
industries which are regulated by the state in varying degree ,
in conjunction with organised social forces and influenced by
existing institutions.
.

3.  Scope of IR:
 Labour relations
 Employer-employee relations.
 The mechanism of handling conflicts between employers and
employees
 Objectives of IR:
 Establish and foster sound relationship between workers and
management.
 Avoid industrial conflicts and strikes by developing mutuality
among the interests of concerned parties.
 Main aspects of IR:
 Promotion and development of healthy , labour-management
relations.
 Maintenence of industrial peace and avoidance of industrial
strife.
 Development and growth of industrial democracy.

4.  Characteristics of labour:
 Labour is perishable.
 Labour restricted by social factors.
Bargaining Agents
 Problems of trade unions in indian industry:
 Lack of balanced growth.
 Low membership.
 Poor financial position.

5. INDUSTRIAL UNREST
Any dispute or differences between employers and
employers or between employers and workmen or between workman
and workman or which is connected with the employment or
nonemployment.
 Types of industrial disputes:
 Strikes
 Lock-outs
 Gherao
 Causes of industrial disputes:
 Economic causes
 Management practices
 Trade union practices

6. Settlement of industrial disputes
Failures of the employees and the employers to sort out their
differences
Bilaterally leads to the emergence of industrial disputes . The industrial
disputes Act, 1947 provides a legalistic machinery for settlement of
such disputes by involving the interference of a third party.
 Conciliation
 Arbitration
 Adjudication

7.  Bipartite negotiation:
An agreement (negotiation) arrived at between the management
and the workmen on their own without any interference from
Govt[under section 18(1) is referred to as bipartite settlement. It
is applicable to those who are a party to the settlement.
 Tripartite negotiation:
Tripartite agreement is arrived at during
conciliation proceedings before the conciliation officer and is
referred to as tripartite negotiation.
.

8. Labour court:
Labour court can be constituted by both central
and state govt. It consist of 1 independent person who is having
experience of being judge of a high court, district judge or additional
district judge.
 It deals with following disputes:
 Employers understanding orders.
 Dismissal of workers.
 Illegality of strike/lockout.

9. Promotion of industrial peace
 Collective bargaining:
collective bargaining is a process of negotiating between management
and workers represented by their representatives for determining
mutually agreed terms and conditions of work which protect the interest
of both workers and management.
 Classification of collective bargaining:
 Distributive bargaining
 Integrative bargaining
 Attitudinal structuring
 Intra organisation bargaining

10.  Levels of industrial disputes
 Informative and associative participation.
 Consultative.
 Administrative participation.
 Decision participation