Handling methods of Industrial disputes and different forms of strikes.

1. Handling methods of industrial
disputes

2. “
PREVENTIVE METHODS
1 • Workers participation in management
2 • Collective bargaining
3 • Grievance procedure
4 • Standing orders

3. 3
Workers Participation In Management :It is a method whereby the workers are allowed to be consulted and to
have a say in the management of the unit.
Work committee
Joint management council
Collective bargaining: It is a process in which representatives of employers and employees meet and negotiate
an agreement about the nature of future relationship relating to employment between the two.
 Shop council
 Joint council

4. 4
Grievance procedure: it is a procedure through which disagreements between workers and
management may be settled.
Open door policy: The employees are free to meet the top executive of the organization
and get their grievances redressed
Step ladder procedure:
supervisor
(writing)
Head of the
department
Joint
grievance
committe
Chief
executive

5. 5
Standing orders :These are the matters regulating the terms and conditions of employment in industrial
undertakings. The aim of standing orders is to prevent the emergence of industrial strikes over the conditions of
employment.

6. SETTLEMENT MECHANISM
6
The methods under the industrial disputes act 1947 for the settlement of industrial disputes
are referred to as settlement mechanism. It comprises of following.
1.Conciliation
2.Court of enquiry
3.Voluntary arbitration
4.Adjudication

7. 7
1. Conciliation
It is a method of resolving an industrial dispute with the help of a third party who intervenes in the dispute situation by the
request of either or the both parties. Conciliator assist the parties in the negotiation, decision making and also help to remove
the bottlenecks.
2. Court of enquiry
If conciliation proceedings fail to settle the dispute, the government may appoint court of enquiry to enquire any matter
connected with or relevant to the industrial dispute. The court of enquiry may consist of one or more person to be decided by
the appropriate govt. The court shall submit it's report to the appropriate govt within six months from the commencement of
the enquiry. This report is submitted by the govt within 30 days of its receipt.

8. 8
3.Voluntary arbitration
Voluntary arbitration is getting an industrial dispute settled through an independent person called arbitratorarbitrator who is
appointed by the parties which is involved mutually or voluntarily. It is a democratic method. It saves money and time of
both parties involved in the dispute. The appropriate govt shall publish the arbitration agreement within one month of its
receipt.
4.Adjudication
Adjudication is a settlement of an industrial dispute through intervention by a third party appointed by the appropriate
government. The dispute can be referred to adjudication if both the employer and the recognized trade union agree to do so.

9. FORMS OF INDUSTRY DISPUTES
STRIKES:
• A strike is a very powerful weapon used by trade unions and other labor associations to get
their
demands accepted.
• There are different types of strikes:
 General strike
 Economic strike
 Sympathetic strike
 Stay away strike
 Stay in strike
 Sit in strike
 Tool or pen down strike
 Token or protest strike
 Lightning or cat call strike
 Go slow strike
 Hunger strike

10. FORMS OF INDUSTRY DISPUTES
 LOCKOUTS
A lockout is a work stoppage in which an employer prevents employees from working.
 PICKETING
When workers are dissuaded from work by stationing certain men at the factory gates, such a step is known
as picketing.
 GHERAO
A collective action initiated by a group of workers under which members of the management are prohibited
from leaving the industrial establishment premises by workers who block the exit gates by forming human
barricades.

11. TYPES OF INDUSTRIAL
DISPUTES

12. INTEREST
DISPUTES
• Interest disputes are also called disputes of interest or economic disputes.
• Dispute arises from the demand for higher wages , job security, and other benefits
• Interest disputes must be properly negotiated or bargained or compromised as far as possible.
12

13. “
Dispute of right means a dispute relating to the interpretation and/or
application of existing rights in the collective relationship between the
parties, whether such arises through the employment relationship, collective
agreement or by law, which would be justiciable through the CCMA, court of
law or ay other forum established by agreement between the parties.
RIGHTS
DISPUTES

14. UNFAIR LABOUR
PRACTICES DISPUTES
14
• The management many times discriminate their workers and
this leads to unfair labor practice disputes
• It can be in the form of putting pressure on employees, salary
deduction, heavy workload, hiring new employees etc.…
• Such disputes can be settled through conciliation or through
Industrial Disputes Act.

15. RECOGNITION DISPUTES
Recognition Dispute : It arises when the management of an
organization refuses to recognize a trade union for the purpose of
collective bargaining or to represent it's member employees in case of
a conflict or dispute.
Types :-
• Day to day
• Formal
• Informal

16. Handling methods of industrial
disputes

17. “
PREVENTIVE METHODS
1 • Workers participation in management
2 • Collective bargaining
3 • Grievance procedure
4 • Standing orders

18. SETTLEMENT MECHANISM
18
The methods under the industrial disputes act 1947 for the settlement of industrial disputes
are referred to as settlement mechanism. It comprises of following.
1.Conciliation
2.Court of enquiry
3.Voluntary arbitration
4.Adjudication

19. FORMS OF INDUSTRY
DISPUTES
19
STRIKES: A strike is a very powerful weapon used by trade unions and other labor
associations to get their demands accepted. There are different types of strikes Primary
strikes and Secondary strike.
LOCKOUTS: A lockout is a work stoppage in which an employer prevents employees from
working.
PICKETING: When workers are dissuaded from work by stationing certain men at the
factory gates, such a step is known as picketing.
GHERAO: It denotes a collective action initiated by a group of workers under which
members of the management are prohibited from leaving the industrial establishment
premises by workers who block the exit gates by forming human barricades.

20. THANK YOU