basic class ppt for simple approach

1. Industrial disputes in India
Definition :
 A disagreement between an employer and employees.
 An industrial dispute may be defined as a conflict or
difference of opinion between management and worker on the
term of employement.
 As per section 2k of industrial dispute act ,1947 , an industrial
dispute is defined as any dispute or difference between
workmen and employers, or employers and employers , or
between workmen and workmen and which is connected with
the employement or non employment or the term of
employement or with working condition of labour , or of any
person…

2. Causes of industrial dispute
• The main causes of industrial disputes are:
• WAGES:::::::
Low wages of industrial workers constitute a major cause of industrial disputes in
the country. Wages have not been rising in proportion to the rise in prices. This has
forced the labourers to demand higher wages, consequently leading to disputes.
• BONUS:::::::
The demand for bonus or increase in bonus has been the second major cause of
industrial disputes. The workers feel that they should have a greater share in the
profits of the industrial concern. Non-acceptance of this fact by the employers has
been a source of friction among the employers and the workers.

3. WORKING CONDITION:::::::
The demand for improvement in working conditions such as lesser working hours,
security of job, better safety measures in the factory, leave, canteen, gratuity
facilities, etc., are also responsible for many industrial disputes.
OTHER CAUSES:::::::
The demand for improvement in working conditions such as lesser working hours,
security of job, better safety measures in the factory, leave, canteen, gratuity
facilities, etc., are also responsible for many industrial disputes.

4. MEASURES RELEATED
• Enactment of the Factories Act, 1948 and other labour laws for
regulating conditions of work in factories.
• Introduction of schemes like profit sharing, workers participation in
management, subsidised industrial housing etc.
• Framing of Industrial Employment, (Standing Orders) Act, 1948 for
defining conditions of employment and for framing model service
rules.
• Adoption of ‘Code of Discipline’ (1958) by both employers and
workers for settlement of disputes and avoiding direct action.

5. Thanks………