Recognition means an employer expressly recognizing a registered trade union for collective bargaining purposes. There are two types of recognition: voluntary and statutory. Voluntary recognition occurs when an employer recognizes a union without legal procedures, while statutory recognition involves a legal application process for unions seeking recognition from employers with 21 or more workers. Recognition criteria include a union having over 50% membership in an establishment and meeting requirements for membership, rules, and registration. Methods of verifying membership include membership verification by labor officials, check-off systems, and secret ballots. Recognized trade unions have rights like sole representation, collective bargaining, membership dues collection, and nominating representatives.
This document provides an overview of the Trade Union Act of 1926 in India. It discusses key aspects of the act including the definition of a trade union, scope and coverage of the act, process of trade union registration, requirements for trade union rules, grounds for cancelling registration, permitted uses of trade union funds, rights to inspect books, and dissolution of trade unions. It also provides a case study on how a trade union organization in Maharashtra used collective bargaining to successfully resolve a dispute between hotel workers and management over reducing annual holiday time.
There are three main approaches to industrial relations: unitary, pluralist, and Marxist. The unitary approach believes conflicts are temporary issues that can be resolved through improved management and teamwork. The pluralist approach sees conflicts as inevitable due to different groups within an organization having different aims and objectives. It advocates for collective bargaining between management and recognized trade unions. The Marxist approach views conflicts as a product of the capitalist system and sees trade unions as a means for workers to react against exploitation by management and create social change.
The document defines key terms related to industrial disputes and the Industrial Disputes Act of 1947 in India such as industrial dispute, workman, wages, and public utility service. It outlines the objectives of the act to promote amity between employers and workers. It describes features such as encouraging arbitration, setting up works committees, and empowering government authorities to resolve disputes. Finally, it explains the various authorities established under the act to handle different types and levels of disputes, such as conciliation officers, boards of conciliation, courts of inquiry, labour courts, and national tribunals.
1) The document discusses the key provisions of the Contract Labour Act of 1970 in India, which regulates the employment of contract labor.
2) It defines important terms like "contractor", "contract labor", and "principal employer".
3) The main provisions covered include registration of establishments employing contract labor, licensing of contractors, welfare measures for contract labor, penalties for non-compliance, and powers of inspection and rule-making.
The document discusses the roles and responsibilities of company directors under Indian law. It defines a director and outlines their legal position as agents of the company. There are different types of directors such as executive, outside, and independent directors. All directors must obtain a Director Identification Number. Directors can be appointed through various means and removed by shareholders, government, or courts. Their duties include attending meetings, not contracting without board consent, disclosing property transfers, and acting with good faith and without negligence.
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The document summarizes key aspects of the Industrial Disputes Act, 1947 in India. It defines an industrial dispute as a conflict between management and workers regarding terms of employment. The Act aims to promote amity between employers and employees, settle disputes, prevent illegal strikes and lockouts, and provide relief to workers during layoffs. It establishes mechanisms for conciliation and arbitration of disputes. The Act also defines common forms of disputes like strikes and lockouts, and regulates these during dispute resolution processes. It covers important terms used in the Act like appropriate government, arbitrator, wages, industry and workmen.
Recognition means an employer expressly recognizing a registered trade union for collective bargaining purposes. There are two types of recognition: voluntary and statutory. Voluntary recognition occurs when an employer recognizes a union without legal procedures, while statutory recognition involves a legal application process for unions seeking recognition from employers with 21 or more workers. Recognition criteria include a union having over 50% membership in an establishment and meeting requirements for membership, rules, and registration. Methods of verifying membership include membership verification by labor officials, check-off systems, and secret ballots. Recognized trade unions have rights like sole representation, collective bargaining, membership dues collection, and nominating representatives.
This document provides an overview of the Trade Union Act of 1926 in India. It discusses key aspects of the act including the definition of a trade union, scope and coverage of the act, process of trade union registration, requirements for trade union rules, grounds for cancelling registration, permitted uses of trade union funds, rights to inspect books, and dissolution of trade unions. It also provides a case study on how a trade union organization in Maharashtra used collective bargaining to successfully resolve a dispute between hotel workers and management over reducing annual holiday time.
There are three main approaches to industrial relations: unitary, pluralist, and Marxist. The unitary approach believes conflicts are temporary issues that can be resolved through improved management and teamwork. The pluralist approach sees conflicts as inevitable due to different groups within an organization having different aims and objectives. It advocates for collective bargaining between management and recognized trade unions. The Marxist approach views conflicts as a product of the capitalist system and sees trade unions as a means for workers to react against exploitation by management and create social change.
The document defines key terms related to industrial disputes and the Industrial Disputes Act of 1947 in India such as industrial dispute, workman, wages, and public utility service. It outlines the objectives of the act to promote amity between employers and workers. It describes features such as encouraging arbitration, setting up works committees, and empowering government authorities to resolve disputes. Finally, it explains the various authorities established under the act to handle different types and levels of disputes, such as conciliation officers, boards of conciliation, courts of inquiry, labour courts, and national tribunals.
1) The document discusses the key provisions of the Contract Labour Act of 1970 in India, which regulates the employment of contract labor.
2) It defines important terms like "contractor", "contract labor", and "principal employer".
3) The main provisions covered include registration of establishments employing contract labor, licensing of contractors, welfare measures for contract labor, penalties for non-compliance, and powers of inspection and rule-making.
The document discusses the roles and responsibilities of company directors under Indian law. It defines a director and outlines their legal position as agents of the company. There are different types of directors such as executive, outside, and independent directors. All directors must obtain a Director Identification Number. Directors can be appointed through various means and removed by shareholders, government, or courts. Their duties include attending meetings, not contracting without board consent, disclosing property transfers, and acting with good faith and without negligence.
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
The document summarizes key aspects of the Industrial Disputes Act, 1947 in India. It defines an industrial dispute as a conflict between management and workers regarding terms of employment. The Act aims to promote amity between employers and employees, settle disputes, prevent illegal strikes and lockouts, and provide relief to workers during layoffs. It establishes mechanisms for conciliation and arbitration of disputes. The Act also defines common forms of disputes like strikes and lockouts, and regulates these during dispute resolution processes. It covers important terms used in the Act like appropriate government, arbitrator, wages, industry and workmen.
Section 3 to 6 of the Trade Union Act 1926 gives details about Registration of Trade Union and section 7 to 10 of the Act gives details about Registration , Certificate and Cancellation of Registration.
The document summarizes the key aspects of the Employee Compensation Act, 1923 in India. The Act provides for payment of compensation by certain classes of employers to their workmen who suffer injury or disease arising out of and in the course of employment. Some of the main points covered include definitions of employee, wages and disablement; employer's liability for compensation in cases of death, injury or occupational disease; procedures for claiming compensation; and calculation of compensation amounts for death, permanent total or partial disablement.
Industrial Disputes: Dispute Settlement Methods and MachineryAjay Ram
This document discusses various methods for resolving industrial disputes between employers and employees, including collective bargaining, grievance procedures, conciliation, arbitration, and adjudication. It also defines key related terms like strikes, lockouts, layoffs, and retrenchment. Specifically, it provides 3 sentences on conciliation: Conciliation is a process by which representatives of workers and employers are brought together before a third party to resolve disputes through mutual discussion. The third party may be an individual or group aimed at persuading the parties to reach an agreement. Conciliation officers and boards can be appointed by the government to mediate in industrial disputes.
The document discusses the law of consideration in contracts. It provides definitions of consideration and explains that consideration is an essential element for a valid contract, unless under an exception. Consideration requires something of value to be done, such as an act, forbearance from an act, or a return promise, at the desire of the promisor. The document outlines several legal rules regarding consideration and exceptions to the general rule of "no consideration, no contract", including exceptions for family arrangements, assignments, and compensation for past voluntary services. It also discusses the doctrine of privity of contract and exceptions where a third party can sue or be bound by a contract.
DEFINITION OF INDUSTRIAL DISPUTES BY THE ID ACT, VARIOUS FORMS OF INDUSTRIAL DISPUTES, WITH THERE EXPLANATIONS ,CAUSES OF INDUSTRIAL DISPUTES AND THERE EFFECTS ALSO(POSITIVE AND NEGATIVE), THE MOST IMPORTANT IS THE PREVENTIVE MEASURES AND THE FORMS OF SETTLEMENT OF VARIOUS DISPUTES IN AN INDUSTRY LEVEL WITH PROPER EXAMPLE AND PROCESS OF ALMOST ALL THE FORMS OF DISPUTES SETTLEMENT INCLUDING CONSULTATIVE MACHINERY.
1. A void agreement is void from the beginning and cannot be considered a valid contract, whereas a voidable agreement can be terminated and avoided by the aggrieved party but is otherwise a valid contract.
2. Examples of void agreements include those made by minors or with an unlawful object, while voidable agreements result from consent obtained through coercion, undue influence, or misrepresentation.
3. A voidable agreement can be enforced unless avoided by the aggrieved party, whereas a void agreement confers no rights and creates no obligations from the beginning.
This document provides an overview of the key sections and provisions of the Indian Standing Orders Act, 1946. It summarizes each section of the Act, including:
- The scope and objectives of the Act are to minimize industrial conflict and define employment conditions for workers.
- It requires employers in establishments with 100+ workers to submit draft standing orders to certifying officers for approval.
- The certifying officer evaluates the draft and can modify it before certification. Appeals can be made.
- Once certified, standing orders must be displayed and registered. Modification requires following the same process.
- It establishes penalties for non-compliance and provides powers to exempt establishments. Overall the Act aims to bring uniformity
The Payment of Gratuity Act, 1972 provides for a mandatory gratuity payment by employers to their employees at the time of their retirement or resignation after a minimum of 5 years of continuous service. The Act applies to shops, establishments, factories and other organizations employing 10 or more persons. It requires employers to determine gratuity amounts payable and make payments within 30 days. In case of disputes, the controlling authority determines the gratuity amount after providing an opportunity to both parties. Employers who fail to comply with the provisions of the Act may be punished with imprisonment and fines.
The document summarizes the key aspects of the Trade Union Act of 1926 in India. It defines what a trade union is and outlines the objectives of forming trade unions. It discusses the registration process for trade unions including the requirements for registration, application process, and certificate provided upon registration. The document also covers the rights and privileges of registered trade unions such as protections from legal liability, and rights to own property and enter into contracts. It concludes by describing the liabilities of trade unions regarding proper use and auditing of funds.
The document outlines several measures that can be taken to prevent industrial disputes: 1) Model standing orders define terms of employment for workers and employers; 2) A code of industrial discipline voluntarily binds workers and employers to resolve issues through mutual negotiations; 3) Grievance procedures and works committees provide ways to address worker issues. Joint management councils and suggestion schemes also encourage cooperation between workers and management.
The document discusses the key characteristics and types of companies according to the Companies Act of 1956 in India. It defines a company as an association formed to carry out business with transferable shares owned by members. The key characteristics mentioned are that a company is an incorporated legal entity separate from its members, has perpetual existence, uses a common seal, and has delegated management. The types of companies are classified based on mode of incorporation, number of members, ownership, control and nationality.
Strikes and lockouts, weapons used by employer and employee, advantages and d...Suleyman Ally
meaning of strike and lockout.
types of strikes
Advantages and disadvantages of strikes
effects of strikes to workers, employer and the goverment
Weapons used by employees and employer
This document summarizes key sections of the Employees' Compensation Act pertaining to employer liability for work-related injuries and diseases. Section 3(1) outlines the four conditions for employer liability, including that an injury is caused to a workman in the course of employment and results in death, total or partial disability for over 3 days. Section 3(2) deals with occupational diseases, dividing them into parts A, B, and C based on required period of employment. Section 3(2A) allows the commissioner to assign responsibility for compensation between multiple employers. Section 3(3) discusses government notification procedures for applying Schedule III. Section 3(4) limits liability to diseases directly resulting from work injuries. Section 3(5)
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
1. The document discusses the key aspects of the Payment of Gratuity Act including who is eligible for gratuity, how gratuity is calculated, procedures for applying and paying gratuity, disputes resolution process, and penalties for non-compliance.
2. Key points include that gratuity is payable to employees after 5 years of continuous service and is calculated as 15 days salary for each completed year of service. The employer must determine and pay gratuity within 30 days of it becoming due and pay interest for delayed payments.
3. The dispute resolution process involves depositing disputed amounts with the controlling authority and appeals can be made within specified timelines. Non-payment of gratuity can attract penalties like imprisonment or
This document outlines the proper procedure for conducting a domestic inquiry when taking disciplinary action against an employee in India according to law. It discusses why domestic inquiries are necessary, the principles of natural justice that must be followed, and the steps involved in the disciplinary procedure including: issuing a charge sheet, holding a suspension if needed, considering the employee's explanation, issuing an inquiry notice, conducting the inquiry, preparing the inquiry report, and the final decision by the punishing authority. The overall summary is that this document provides a detailed guide to properly conducting a fair domestic inquiry when disciplining an employee according to Indian law.
The document summarizes key aspects of the Trade Union Act of 1926 in India. It discusses the objectives of establishing legal protections for trade unions, how unions are defined, and requirements for registration. Key points include:
- The Act aimed to provide legal status to trade unions by establishing a registration system.
- A trade union is defined as a combination of workers/employers formed to regulate their relations or impose conditions on businesses.
- At least 7 members can apply to register a union, providing details like member names and addresses, union name and rules.
- Registered unions must operate within certain duties like notifying address changes and submitting annual audited financial reports.
- Funds are raised
This document discusses the definitions and differences between conditions and warranties in a sale of goods contract under the Sale of Goods Act 1930. A condition is an essential term that if breached allows the innocent party to terminate the contract. A warranty is a collateral term, where a breach only permits damages but not termination. Breach of a condition can be treated as breach of warranty in some situations like if the buyer waives the right to terminate. The key difference is conditions are essential to the purpose of the contract while warranties are collateral additions.
The document discusses the various ways an agency relationship can be terminated, including by agreement between the principal and agent, revocation by the principal or agent, completion of the business task, expiry of time as defined in the contract, death or insanity of the principal or agent, insolvency of the principal, destruction of the subject matter, the principal and agent becoming alien enemies due to a change in laws or circumstances, or a change in applicable laws. It also outlines the key rights and duties of both the principal and agent in an agency relationship.
The document discusses adjudication as a means of resolving industrial disputes in developing countries. It provides definitions and explanations of adjudication, as well as describing the three-tier system of adjudication established under the Industrial Disputes Act of 1947. This system includes labour courts, industrial tribunals, and national tribunals to handle different types and levels of disputes. The roles and jurisdictions of labour courts and industrial tribunals are explained in detail.
This document provides an overview of industrial disputes and methods for their settlement under the Industrial Disputes Act of 1947 in India. It defines an industrial dispute and outlines the objectives of the Act, which include providing machinery for peaceful dispute resolution and promoting collective bargaining. Common causes of disputes are then listed, such as demands for higher wages or better working conditions. The main methods for dispute settlement discussed are conciliation, arbitration, and adjudication. Conciliation involves a neutral conciliation officer helping parties reach an agreement, while arbitration and adjudication involve a binding third-party judgment. The document explains the roles and processes involved in each method.
Section 3 to 6 of the Trade Union Act 1926 gives details about Registration of Trade Union and section 7 to 10 of the Act gives details about Registration , Certificate and Cancellation of Registration.
The document summarizes the key aspects of the Employee Compensation Act, 1923 in India. The Act provides for payment of compensation by certain classes of employers to their workmen who suffer injury or disease arising out of and in the course of employment. Some of the main points covered include definitions of employee, wages and disablement; employer's liability for compensation in cases of death, injury or occupational disease; procedures for claiming compensation; and calculation of compensation amounts for death, permanent total or partial disablement.
Industrial Disputes: Dispute Settlement Methods and MachineryAjay Ram
This document discusses various methods for resolving industrial disputes between employers and employees, including collective bargaining, grievance procedures, conciliation, arbitration, and adjudication. It also defines key related terms like strikes, lockouts, layoffs, and retrenchment. Specifically, it provides 3 sentences on conciliation: Conciliation is a process by which representatives of workers and employers are brought together before a third party to resolve disputes through mutual discussion. The third party may be an individual or group aimed at persuading the parties to reach an agreement. Conciliation officers and boards can be appointed by the government to mediate in industrial disputes.
The document discusses the law of consideration in contracts. It provides definitions of consideration and explains that consideration is an essential element for a valid contract, unless under an exception. Consideration requires something of value to be done, such as an act, forbearance from an act, or a return promise, at the desire of the promisor. The document outlines several legal rules regarding consideration and exceptions to the general rule of "no consideration, no contract", including exceptions for family arrangements, assignments, and compensation for past voluntary services. It also discusses the doctrine of privity of contract and exceptions where a third party can sue or be bound by a contract.
DEFINITION OF INDUSTRIAL DISPUTES BY THE ID ACT, VARIOUS FORMS OF INDUSTRIAL DISPUTES, WITH THERE EXPLANATIONS ,CAUSES OF INDUSTRIAL DISPUTES AND THERE EFFECTS ALSO(POSITIVE AND NEGATIVE), THE MOST IMPORTANT IS THE PREVENTIVE MEASURES AND THE FORMS OF SETTLEMENT OF VARIOUS DISPUTES IN AN INDUSTRY LEVEL WITH PROPER EXAMPLE AND PROCESS OF ALMOST ALL THE FORMS OF DISPUTES SETTLEMENT INCLUDING CONSULTATIVE MACHINERY.
1. A void agreement is void from the beginning and cannot be considered a valid contract, whereas a voidable agreement can be terminated and avoided by the aggrieved party but is otherwise a valid contract.
2. Examples of void agreements include those made by minors or with an unlawful object, while voidable agreements result from consent obtained through coercion, undue influence, or misrepresentation.
3. A voidable agreement can be enforced unless avoided by the aggrieved party, whereas a void agreement confers no rights and creates no obligations from the beginning.
This document provides an overview of the key sections and provisions of the Indian Standing Orders Act, 1946. It summarizes each section of the Act, including:
- The scope and objectives of the Act are to minimize industrial conflict and define employment conditions for workers.
- It requires employers in establishments with 100+ workers to submit draft standing orders to certifying officers for approval.
- The certifying officer evaluates the draft and can modify it before certification. Appeals can be made.
- Once certified, standing orders must be displayed and registered. Modification requires following the same process.
- It establishes penalties for non-compliance and provides powers to exempt establishments. Overall the Act aims to bring uniformity
The Payment of Gratuity Act, 1972 provides for a mandatory gratuity payment by employers to their employees at the time of their retirement or resignation after a minimum of 5 years of continuous service. The Act applies to shops, establishments, factories and other organizations employing 10 or more persons. It requires employers to determine gratuity amounts payable and make payments within 30 days. In case of disputes, the controlling authority determines the gratuity amount after providing an opportunity to both parties. Employers who fail to comply with the provisions of the Act may be punished with imprisonment and fines.
The document summarizes the key aspects of the Trade Union Act of 1926 in India. It defines what a trade union is and outlines the objectives of forming trade unions. It discusses the registration process for trade unions including the requirements for registration, application process, and certificate provided upon registration. The document also covers the rights and privileges of registered trade unions such as protections from legal liability, and rights to own property and enter into contracts. It concludes by describing the liabilities of trade unions regarding proper use and auditing of funds.
The document outlines several measures that can be taken to prevent industrial disputes: 1) Model standing orders define terms of employment for workers and employers; 2) A code of industrial discipline voluntarily binds workers and employers to resolve issues through mutual negotiations; 3) Grievance procedures and works committees provide ways to address worker issues. Joint management councils and suggestion schemes also encourage cooperation between workers and management.
The document discusses the key characteristics and types of companies according to the Companies Act of 1956 in India. It defines a company as an association formed to carry out business with transferable shares owned by members. The key characteristics mentioned are that a company is an incorporated legal entity separate from its members, has perpetual existence, uses a common seal, and has delegated management. The types of companies are classified based on mode of incorporation, number of members, ownership, control and nationality.
Strikes and lockouts, weapons used by employer and employee, advantages and d...Suleyman Ally
meaning of strike and lockout.
types of strikes
Advantages and disadvantages of strikes
effects of strikes to workers, employer and the goverment
Weapons used by employees and employer
This document summarizes key sections of the Employees' Compensation Act pertaining to employer liability for work-related injuries and diseases. Section 3(1) outlines the four conditions for employer liability, including that an injury is caused to a workman in the course of employment and results in death, total or partial disability for over 3 days. Section 3(2) deals with occupational diseases, dividing them into parts A, B, and C based on required period of employment. Section 3(2A) allows the commissioner to assign responsibility for compensation between multiple employers. Section 3(3) discusses government notification procedures for applying Schedule III. Section 3(4) limits liability to diseases directly resulting from work injuries. Section 3(5)
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
1. The document discusses the key aspects of the Payment of Gratuity Act including who is eligible for gratuity, how gratuity is calculated, procedures for applying and paying gratuity, disputes resolution process, and penalties for non-compliance.
2. Key points include that gratuity is payable to employees after 5 years of continuous service and is calculated as 15 days salary for each completed year of service. The employer must determine and pay gratuity within 30 days of it becoming due and pay interest for delayed payments.
3. The dispute resolution process involves depositing disputed amounts with the controlling authority and appeals can be made within specified timelines. Non-payment of gratuity can attract penalties like imprisonment or
This document outlines the proper procedure for conducting a domestic inquiry when taking disciplinary action against an employee in India according to law. It discusses why domestic inquiries are necessary, the principles of natural justice that must be followed, and the steps involved in the disciplinary procedure including: issuing a charge sheet, holding a suspension if needed, considering the employee's explanation, issuing an inquiry notice, conducting the inquiry, preparing the inquiry report, and the final decision by the punishing authority. The overall summary is that this document provides a detailed guide to properly conducting a fair domestic inquiry when disciplining an employee according to Indian law.
The document summarizes key aspects of the Trade Union Act of 1926 in India. It discusses the objectives of establishing legal protections for trade unions, how unions are defined, and requirements for registration. Key points include:
- The Act aimed to provide legal status to trade unions by establishing a registration system.
- A trade union is defined as a combination of workers/employers formed to regulate their relations or impose conditions on businesses.
- At least 7 members can apply to register a union, providing details like member names and addresses, union name and rules.
- Registered unions must operate within certain duties like notifying address changes and submitting annual audited financial reports.
- Funds are raised
This document discusses the definitions and differences between conditions and warranties in a sale of goods contract under the Sale of Goods Act 1930. A condition is an essential term that if breached allows the innocent party to terminate the contract. A warranty is a collateral term, where a breach only permits damages but not termination. Breach of a condition can be treated as breach of warranty in some situations like if the buyer waives the right to terminate. The key difference is conditions are essential to the purpose of the contract while warranties are collateral additions.
The document discusses the various ways an agency relationship can be terminated, including by agreement between the principal and agent, revocation by the principal or agent, completion of the business task, expiry of time as defined in the contract, death or insanity of the principal or agent, insolvency of the principal, destruction of the subject matter, the principal and agent becoming alien enemies due to a change in laws or circumstances, or a change in applicable laws. It also outlines the key rights and duties of both the principal and agent in an agency relationship.
The document discusses adjudication as a means of resolving industrial disputes in developing countries. It provides definitions and explanations of adjudication, as well as describing the three-tier system of adjudication established under the Industrial Disputes Act of 1947. This system includes labour courts, industrial tribunals, and national tribunals to handle different types and levels of disputes. The roles and jurisdictions of labour courts and industrial tribunals are explained in detail.
This document provides an overview of industrial disputes and methods for their settlement under the Industrial Disputes Act of 1947 in India. It defines an industrial dispute and outlines the objectives of the Act, which include providing machinery for peaceful dispute resolution and promoting collective bargaining. Common causes of disputes are then listed, such as demands for higher wages or better working conditions. The main methods for dispute settlement discussed are conciliation, arbitration, and adjudication. Conciliation involves a neutral conciliation officer helping parties reach an agreement, while arbitration and adjudication involve a binding third-party judgment. The document explains the roles and processes involved in each method.
- Industrial disputes refer to conflicts between employers and employees regarding employment terms. They can arise from economic issues like wages or non-economic issues like poor treatment.
- Common dispute resolution methods include mediation, conciliation, arbitration, and adjudication. Mediation and conciliation involve impartial third parties to facilitate negotiations while arbitration and adjudication involve third parties making binding decisions.
- The Industrial Disputes Act of 1947 established mechanisms for resolving disputes, including labour courts, tribunals, and national tribunals to issue awards in cases where conciliation fails. Their awards are binding and aim to achieve an equitable resolution of disputes.
The document summarizes key aspects of the Industrial Disputes Act, 1947 in India. It discusses:
1) The establishment of authorities like Works Committees, Conciliation Officers, Boards of Conciliation, Courts of Inquiry, Labour Courts, and Industrial/National Tribunals to prevent or settle industrial disputes.
2) Procedures for disputes, including conciliation efforts and referrals to adjudicating authorities.
3) Regulations around strikes, lock-outs, layoffs, retrenchment and closure to balance the interests of employers and employees.
4) Penalties for illegal strikes/lockouts and financial support thereof.
This document discusses various methods for settling industrial disputes between employers and employees in India. It defines what constitutes an industrial dispute and outlines several causes of disputes. It then describes different types of strikes and lockouts workers may engage in during a dispute. The rest of the document explains key dispute resolution mechanisms established under the Industrial Disputes Act, including collective bargaining, grievance procedures, arbitration, adjudication, and conciliation. The goal of these mechanisms is to resolve disputes peacefully through negotiation and third party facilitation rather than coercion.
This document provides an overview of the Industrial Disputes Act of 1947 in India. It defines key terms like industrial dispute, appropriate government, workman, and wages. It describes the objectives of promoting amity between employers and employees. It outlines the features of the Act, including extending to all of India and emphasizing conciliation, arbitration, and adjudication of disputes. It then describes the various authorities established under the Act like Works Committees, Conciliation Officers, Boards of Conciliation, Courts of Inquiry, and different types of tribunals.
This document discusses industrial disputes and their resolution in India. It defines different types of industrial disputes like strikes, lockouts, and picketing. It also outlines the various causes of disputes, including economic, political, and personnel issues. The document then describes the multi-level machinery for settling disputes, including works committees, conciliation officers, boards of conciliation, and courts of inquiry. It provides details on the three-tier system of adjudication through labor courts, industrial tribunals, and a national tribunal.
1. The Industrial Disputes Act, 1947 defines industrial disputes and establishes mechanisms for promoting amity between employers and employees, investigating disputes, and preventing strikes and lock-outs.
2. It encourages arbitration, sets up works committees, and establishes conciliation officers, boards of conciliation, courts of inquiry, labour courts, and industrial tribunals to investigate and help resolve disputes.
3. The Act restricts strikes and lock-outs during conciliation and arbitration proceedings and in public utility services designated by the government.
The document provides information on the Industrial Disputes Act of 1947 in India. Some key points:
- The Act defines industrial disputes and sets out objectives like promoting amity between employers and workers.
- It encourages arbitration over disputes and sets up mechanisms like Works Committees and Conciliation Officers to resolve issues.
- The Act restricts strikes and lock-outs and empowers various authorities like Labour Courts, Industrial Tribunals, and the National Tribunal to investigate disputes and help settlements.
A simplified project about Industrial Disputes as per the Industrial Disputes Act, 1947.
Also comprising of real cases of Strikes, Lockouts, Gherao.
This project also talks about the Trade Union Act, 1926.
Reference of industrial disputes for settlement - Settlement
machinery for Industrial Disputes, Conciliation Officer, Board of
Conciliation, Court of Enquiry, Labour Court, Industrial Tribunal
and National Tribunal and Arbitration, their composition, powers,
and duties,
The Industrial Disputes Act 1947 defines industrial disputes and outlines the objectives of promoting good relations between employers and employees. It establishes mechanisms for resolving disputes such as Works Committees, Conciliation Officers, Boards of Conciliation, Courts of Inquiry, Labour Courts, and Industrial Tribunals. The Act prohibits strikes and lock-outs during conciliation and arbitration and in public utility services. It provides relief to workers during lay-offs and retrenchment and promotes collective bargaining.
The document discusses the Industrial Disputes Act of 1947 in India. Some key points:
- The Act defines an industrial dispute as any dispute between employers and employees regarding employment, work conditions, or terms of employment.
- The objectives of the Act are to provide machinery for settling disputes peacefully and promote good relations between employers and employees.
- Industrial disputes can be settled through conciliation, arbitration, adjudication by labor courts, tribunals, or the National Tribunal. Conciliation involves a neutral party helping the disputing parties reach an agreement.
- If conciliation fails, the dispute may be referred to arbitration, where an arbitrator makes a binding decision. As a last resort, labor
Alternative Dispute Resolution in ZimbabweTendai Chiunya
The document discusses alternative dispute resolution (ADR) mechanisms in Zimbabwe for resolving employment disputes. It provides examples of different types of disputes that can arise between employers and employees. The main ADR processes described are conciliation through labor officers or designated agents, and arbitration, which can be either voluntary or compulsory. If conciliation or arbitration does not resolve the dispute, it can be appealed to the Labor Court. The summary concludes that while ADR promotes conflict resolution and avoids negative publicity, the processes in Zimbabwe can be prolonged due to lack of resources in the labor system.
what is industrial disputes, and how to resolves the disputes according to act, guideline of solving industrial disputes, and understanding of strike and lockout
This document discusses the various authorities under the Industrial Dispute Act for investigating and settling industrial disputes in India. It outlines 7 authorities: 1) Works Committees which aim to prevent and settle disputes at the unit level, 2) Conciliation Officers who mediate and promote dispute settlements, 3) Boards of Conciliation which are appointed to handle major disputes, 4) Courts of Enquiry which investigate matters relevant to disputes, 5) Labour Courts for adjudicating disputes specified in a schedule, 6) Industrial Tribunals which can be appointed for limited periods or permanently to adjudicate specified disputes, and 7) National Tribunals for disputes of national importance.
The document provides an overview of labor laws and dispute resolution mechanisms in India. It discusses:
1) The historical background of labor legislation in India and how the original colonial laws were modified for independent India.
2) The key objectives of the Industrial Disputes Act, 1947 which provides machinery for regulating employer-employee relations and settling disputes through collective bargaining, mediation, adjudication and other means.
3) The primary mechanisms established under the Act for settling disputes, including collective bargaining, mediation and conciliation, investigation, arbitration, and adjudication. Adjudication involves mandatory resolution of disputes by labor courts and tribunals.
Industrial Dispute Act Labour law safety health welfaresanthosh77
The Industrial Disputes Act, 1947 establishes various authorities in India to investigate and settle industrial disputes through voluntary settlement, conciliation, adjudication and arbitration.
The key authorities established are Works Committees composed of equal numbers of employer and employee representatives to promote amity and settle differences, Conciliation Officers to mediate and promote dispute settlements, Boards of Conciliation for specific disputes, and Courts of Inquiry to investigate matters relevant to disputes.
The Act also constitutes Labour Courts, Industrial Tribunals, and National Tribunals headed by independent presiding officers with judicial experience to adjudicate disputes through arbitration. These authorities aim to provide different modes of dispute resolution including voluntary settlement, conciliation as well as adjudication
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From Promise to Practice. Implementing AI in Legal Environments
Arbitration and Adjudication
1. Industrial Tribunal & National Tribunal &
Arbitration
Prepared by,
Vishnupriya M.G.
II MBA (HRM & MM)
SNIT B-SCHOOL
ADOOR
2. Introduction
Purpose Industrial Disputes Act (IDA)
Old doctrine – laissez faire
Industrial adjudication & arbitration
Pragmatic approach rather than a
dogmatic approach
3. Methods and Machinery under IDA
CONCILIATION
o Works committee
o Conciliation officer Quasi-administrative machinery
o Board of conciliation
ARBITRATION
o Court of inquiry
ADJUDICATION Quasi-judicial machinery
o Labour court
o Industrial Tribunal &
o National Tribunal
4. ARBITRATION
▪ Arbitration is a non-judicial process for the settlement of disputes
where an independent third party - an arbitrator - makes a decision that
is binding.
▪ Arbitration is a form of Alternative Dispute Resolution in which the
parties work out the disputed issue without going to court.
▪ Arbitrator - chosen by the parties, meeting - outside court - much like a
hearing (presenting testimony and evidence).
▪ An arbitrator may or may not be an attorney, retired judges. Arbitrators
have knowledge of, and experience in, the subject of the disputes they
hear.
▪ Example: An employment law attorney, or retired administrator in the
state’s employment division, may be effective in resolving an
employment dispute.
5. Examples of Cases Settled in Arbitration
In 2009, Republic Airways Holdings purchase of Midwest Airlines,
more than 400 Midwest Airlines flight attendants complained of a
contract violation, as hundreds founds themselves laid off in favor of
non-Midwest employees & paid as much as 70 percent less. As it turned
out, the Midwest flight attendants’ union contract contained specific
provisions protecting their jobs in the event the airline was purchased by
another company. As these provisions had been violated, the Association
of Flight Attendants (AFA) filed a grievance accusing Republic Airways
of violating their contract.
The AFA struck a major victory in the March 2011 arbitration ruling
that required a settlement to be negotiated between Republic Airways
and the union to be in the best interest of the former Midwest flight
attendants.
6. The Arbitration Process
▪ One party files a claim-detailing the dispute-individuals or entities
involved-dates & type of relief sought( whether monetary, interest, or
specific performance).
Claimant & Respondent
▪ Respondent - written Answer - facts and defenses to the stated claim.
▪ Arbitrator - selected by the parties - single or panel
▪ Prehearing conference (phone) & Discovery (exchange of documents,
information & evidence)
▪ Format - trial like - less formal
▪ Decision - in 30-90 days.
7. ADJUDICATION
▪ Adjudication involves intervention in the dispute by a third party
appointed by the government for the purpose of deciding the nature of
final settlement.
▪ Failure of conciliation leads to adjudication.
▪ Rationale
o Developing countries cant afford Loss of production due Strikes and Lockouts
o Trade union movement is not strong
o Cant rely only on collective bargaining
Adjudication is considered at par with decisions on fundamental rights
under constitution.
9. Industrial Tribunal
▪ Industrial Tribunals are independent judicial bodies that hear and
determine claims to do with employment matters. ie; Industrial
disputes relating to any matter specified in the Second schedule or the
Third schedule.
▪ These include a range of claims relating to unfair dismissal, breach of
contract, wages/other payments, as well as discrimination on the
grounds of sex, race, disability, sexual orientation, age, part time
working or equal pay.
▪ An Industrial Tribunal may be appointed for a limited period on an ad
hoc basis or permanently.
10. Matters specified in the third schedule of
the Act:
Wages including the period and mode of payment;
Hours of work and rest intervals;
Leave with wages and holidays
Compensatory and other allowances
Bonus, profit sharing, provident fund and gratuity ;
Shift working otherwise than in accordance with standing orders;
Classification by grades
Rates of discipline
Rationalization
Retrenchment of workmen and closure of establishment;
Any other matter that may be prescribed.
11. Composition of Industrial Tribunal
Tribunal consist of one person – appointed by the
government.
Qualifications:
He should be an independent person and age – below 65 years.
He is or has been judge of a High court, or District judge for a
period of not less than 3years, or has held the office of the chairman
or any member of the labour appellate tribunal or any tribunal for a
period not less than 2years.
Appropriate government may, if so thinks fit, appoints two
persons as assessors – To advice the tribunal & to submit
award to the appropriate government on the conclusion of
the proceedings.
12. National Tribunal
According to Section 7B of The Industrial Disputes Act, 1947, the
Central Government may by notification in the Official Gazette
constitute one or more National Industrial Tribunals for the
adjudication of industrial disputes:
o Involving questions of national importance or
o Are of such a nature that industrial establishments situated in more
than one State are likely to be interested in or affected by such
disputes.
When a national tribunal has been referred to, no Labour court or
Industrial tribunal shall have any jurisdiction to adjudicate upon such a
matter.
Composition is same that of Industrial tribunal.
13. Duties of Tribunals
▪ To hold adjudication proceedings expeditiously.
▪ The whole objective of the Industrial Disputes Act,1947 is to assure
peace and harmony in the functioning of the industry with a view to
achieve maximum industrial productivity.
▪ In addition to these, the functions and duties are very much like
those body discharging judicial functions.
14. SETTLEMENT
▪ According to Section 2 (p) of the Industrial Dispute Act,
1947 “Settlement” means a settlement arrived at in the
course of conciliation proceeding and includes a written
agreement between the employer and workmen arrived at
otherwise than in the course of conciliation proceeding.