Industrial Dispute - Causes and impacts of Industrial Disputes, Outcomes of Industrial Disputes, Prevention of Industrial Disputes, Settlements of Industrial Disputes

1. Industrial Dispute

2. We will be discussing the following
Meaning and Types of Industrial Disputes
Causes and Impacts of Industrial Disputes
Outcomes of Industrial Disputes
Prevention from Industrial Disputes
Settlement of Industrial Disputes and its method

3. Meaning of Industrial Dispute
Any altercation or difference of opinion on one
or more issues between people who work
together.
fig 1 - Depiction of dispute

4. Types of Industrial Disputes
Broadly there are two types of Industrial Disputes
Individual
Collective

5. Interest Dispute Grievance Dispute
Such types of disputes arise out
of terms and conditions of
employment either out of the
claims made by the employees or
offers given by the employers.
These arise out of application or
interpretation of existing agreements or
contracts between the employees and
the management. They relate either to
individual worker or a group of workers
in the same group.
According to ILO Industrial
Disputes have the following
types

6. Causes of Industrial Disputes
Psychological Institutional Economic Legal

7. Psychological
Clash of personalities
Personal Comments
Lack of self Respect
fig 4 - Depiction of shaming
fig 2 - Depiction of clash fig 3 - Depiction of sadness

8. Institutional
Unfair working
conditions
Discouragement for
union formation
fig 5 - Unsecured working conditions fig 6 - Anti-unionisation

9. Economical
Low Wages
No promotions
Night – Shifts
No bonus or other incentives

10. Legal
Violation of legal rights of workers and labour laws
All workers are entitled to Fair Salary & Bonus for themselves,
Appropriate Working Hours and Overtime-pay, Right to Holidays/leaves,
Right to be free from discrimination and harassment of all types.

11. Effect on poor labours
Unrest and mental tension
Loss of income/production
Security threat
Effects on other industries
Impact of Industrial Disputes
fig 6 - A Strike graphic

12. Outcomes of Industrial Disputes
Strikes
Boycott
Picketing
Gheraos
Lockout
Retrenchment
Lay Off

13. It generally involves quitting of work
by a group of workers for the
purpose of bringing the pressure on
their employer so that their demands
get accepted. When workers
collectively cease to work in a
particular industry, they are said to
be on strike.
Strike
fig 7 - A strike

14. Picketing
Boycott
Picketing is a form of protest in
which people congregate outside a
place of work or location where an
event is taking place.
A boycott is an act of voluntary and
intentional abstention from using, buying,
or dealing with a person, organization, or
country as an expression of protest, usually
for moral, social, political, or environmental
reasons.
fig 8 - A boycott
fig 9 - A boycott

15. Lockout
Gherao
A lockout is the act of employers that
entails closing the workplace temporarily,
suspending work or cutting short the
employment of any number of individuals
initially employed.
It is a form of protest in which workers
prevent employers or managers from
leaving a place of work until certain
demands are met.
fig 11 - A lockout fig 10 - A gherao

16. Lay-off
A layoff is the temporary suspension
or permanent termination of
employment of an employee or,
more commonly, a group of
employees for business reasons,
such as personnel management or
downsizing an organization.
7. Lay-off
• A layoff is the temporary suspension or permanent termination of employment of an employee or, more commonly, a group
of employees for business reasons, such as personnel management or downsizing an organization.
The act of retrenching; a cutting
down or off, as by the reduction of
expenses.is a form of dismissal
due to no fault of the employee, it
is a process whereby the
employer reviews its business
needs in order to increase profits
or limit losses, which leads to
reducing its employees.
Retrenchment
fig 12 - A layoff

17. Prevention from Industrial Disputes
Model standing order
Code of Discipline
Grivance Procedure
Collective Bargaining
Working Committee
Bipartite and Tripartite Bodies
fig 13 - preventing industrial disputes

18. Through Function
Labour Welfare Officer
Joint Management Council
(JMC)
Suggestion Schemes
Joint Consultative
machinery
Some other preventive measures are

19. Settlement of Industrial Disputes
The settlement machinery as provided by the Act consists of the three methods:
Conciliation Arbitration Adjudication
fig 14 - handshake
• Works committee
• Conciliating officer
• Board of conciliation
• Court of enquiry
• Labour Court
• Industrial Tribunal
• National Tribunal

20. Conciliation
Conciliation is characterised by the following features:
The conciliator or mediator tries to remove the difference between the parties
They persuade the parties to think over the matter with a problem-solving approach
They only ask the disputants to reach a solution and never impose their own view

21. Arbitration
Arbitration is a process in which the conflicting parties agree to refer their
dispute to a neutral third party known as ‘Arbitrator’.
Arbitration differs from conciliation in the sense that in arbitration the arbitrator
gives his judgment on a dispute while in conciliation, the conciliator disputing
parties to reach at a decision.

22. Adjudication
The Industrial Disputes Act, 1947 provides three-tier machinery
for the adjudication of industrial disputes which is as follows:
Labour Court
Industrial Tribunal
National Tribunal