Industrial Dispute & Worker's Participation in Management

1. Industrial Dispute &
Worker’s
Participation in
Management

2. Definition of Industrial Dispute
As per section 2(62) in the definition
chapter of Bangladesh labor law 2006-
”Industrial dispute means any dispute or
differences between employers and
employers or between employers and
workers or between workers and workers
which is connected with the employment or
nonemployement or the terms of
employment or the condition of work of
any person.”

3. Causes of Industrial Dispute
 Instable political situation
 Intervention of political leader in labor
management with ill motives
 Inadequate knowledge of workers and
their leader about law
 Lack of trade union
 Lack of balanced wage structure
 Lack of job security
 Lack of responsibility among the workers

4. Causes of Industrial Dispute
 Defective labor law
 Transfer of industry from public to
private
 Favoritism in employment
 Misbehavior of management
 Working environment and condition
 Promotion policy
 Create conflict between workers & trade
union

5. Settlement Procedure of Industrial Dispute
Communicate in writing to
other party
Arrange meeting within 15
days

6. Settlement
MOU to Govt.
If no meeting is arranged within the time or no
settlement within one month from first meeting,
any of the parties may within 15 days report and
request him in writing to concilliator.
Call a meeting of the parties
within 15 days
Settlement If no settlement within 30 days of
the receipt of the requests the
conciliator shell deem to have
failed or conciliation may confuse
for such period of by the parties.
If the conciliator fails, the conciliator shall
persuade the parties to refer the dispute to an
arbitrator.

7. Parties don’t to refer dispute to
arbitrator, the conciliator shall within
31 days of the failure of the conciliation
give a certificate of failure pf the
parties
Make a joint request to an
arbitrators agreed upon by
them
Strike & Lockout
Arbitrator shall give award within
30 days from the date of reference.
Arbitrator is final and no appeal
shall lie against it.
The party may, within 15 days from the receipt of COF
from the conciliator serve a notice of strike or lockout.
The notice shall contain a period of 7 to 14 days time for
commencement shall be specified.

8. Dispute raising party may make an application to the labour
court or adjudication for the dispute.
CBA shall serve notice of strike with the consentof three
fourth of it’s member obtained in a secret ballot held for this
purpose under the super vision of a conciliator.
If strike or lock out commences any party make an
application to the labour court for adjudication.
If strike or lockout more than 30 days the Govt. may
prohibit the strike or lockout.
Govt. may prohibit a strike or lockout at the time before the
expiry of 30 days of its continuance. It is causing serious
hardship to the community or is prejudicial to the natural
interest.

9. In PUS the govt. may prohibit a strike or lockout at the time
either before or after the commencement of a strike or
lockout.
Govt. shall refer the dispute to the labor court for
adjudication .
Labour court shall make its award expeditiously possible
within exceeding 60 days, from the date of references, labour
court may make an interim award an any matter of dispute.
In an establishment a newly built or owned by foreigners or
built with foreign aid , strike or lockout shall be prohibited
for a period of 3 years from the date of production.

10. Definition of Workers
Participation in Management
Worker Participation in management may
be defined as principles of ensuring
industrial democracy through mutual
understanding, faith , trust and co-
operation of worker and management by
establishing effective communication
system for attaining the whole hearted
involvement of each work in the area of his
competence and concern with a view to
maximizing results in regard to the
achievement of the organizational goals
and individual well being.

11. Planning
Organizing
Motivating
Controlling
Area of participation
supervision & job
enlargement.
Doing Workers
Managerial
Hierarchy
Employees
Directors
Work
Council
Suggestion
Schems
Area of
Collective
Bargaining
Union
Hierarchy
Concept of WPM

12. Objective of WPM
 Promote peace & Harmony
 Promote Industrial Democracy
 Improve Moral of employees
 Best utilization of human resources
 Increase productivity with joint effort
 Create good communication system
 Mutual understanding
 Less resistance to change
 Creativity and innovation

13. Reason for failure of WPM in BD
 Lack of initiative or interest
 Ideological difference
 Delay of implementation
 Narrow scope of participation forms with
limited issues
 Dual role of workers as spokeman and co-
managers
 Born to serve and not to rule
 Lack of lower level participation

14. Measure for making successful of
WPM
 Strong and truly representative trade union
 Should agree on objective of an organization
 Should be provided proper training to the
workers
 Trust should remain on both side
 Should provide time to build up the
relationship