The document discusses key definitions and concepts related to industrial relations and labor laws in India. It defines important terms like industry, industrial dispute, wages, workman, unfair labor practices, and lay off and retrenchment. It also summarizes the authorities established under the Industrial Disputes Act like Works Committees, Conciliation Officers, Boards of Conciliation, and adjudicating bodies like Labour Courts, Industrial Tribunals and National Tribunals. The document outlines procedures for settlement of disputes and prohibitions on strikes and lockouts.
The document discusses key definitions and concepts related to industrial disputes and their resolution under the Industrial Disputes Act, 1947 in India. It defines terms like industry, industrial dispute, unfair labor practices, wages, workman, and outlines authorities established under the act for conciliation and adjudication of disputes like works committees, conciliation officers, boards, labor courts, and industrial tribunals. It also summarizes the duties and powers of these authorities in settling industrial disputes in a timely manner.
The document discusses unfair labour practices by employers under Alberta labour law. It defines unfair practices as those that undermine employees' rights to freely choose a bargaining agent and engage in collective bargaining. It outlines prohibited practices towards bargaining agents, such as interfering in their formation, administration or representation of employees. It also describes prohibited practices against employees, like discriminating against union members, penalizing participation in lawful strikes, and undermining the administration of the labour code. The document provides detailed explanations of prohibited conduct and exceptions under relevant sections of Alberta's Labour Relations Code.
This document discusses unfair labour practices under Indian law. It defines unfair labour practices as actions by employers, workers, or unions that violate workers' rights to organize and engage in collective bargaining. The document lists examples of unfair practices by employers, such as interfering with union activities, showing favoritism, or dismissing workers for union involvement. It also lists unfair practices by workers, such as coercing others to join or refrain from joining unions or engaging in illegal strikes. The document discusses a court case where an employer was found guilty of an unfair labour practice for putting a worker on a prolonged probation period to delay making them a permanent employee after they were elected to a union committee.
1 WRITTEN LABOUR ASSIGNMENT S NAIR BENEFITSSarvesh Nair
This document provides a critical discussion of unfair labour practices concerning benefits with reference to recent case law. It begins by defining unfair labour practices and outlining the scope of protection under section 186(2) of the Labour Relations Act. It then discusses how the term "benefit" is not clearly defined in law and has been subject to several court decisions attempting to define it. The document concludes by analyzing the judgment in the recent 2013 Apollo Tyres case from the Labour Appeal Court to further develop the definition of a benefit.
The document discusses unfair labour practices in India. It defines fairness and its ambiguity. It outlines the background of labour practices and relationships between employers and employees. It then discusses various types of unfair conduct by employers, including refusal to promote, unfair suspension, disciplinary actions, and treating workers as casuals to deprive them of permanent status. It provides examples from court cases where certain employer actions were found to constitute unfair labour practices. Schedules from the Maharashtra Recognition of Trade Unions Act and Industrial Disputes Act define unfair labour practices of employers, employees, and trade unions.
The document outlines unfair labor practices that can be committed by employers, trade unions, or workers according to the Industrial Disputes Act of 1947. It lists 15 unfair labor practices by employers and trade unions of employers, such as restraining workers from joining unions or favoring some unions over others. It also lists 6 unfair labor practices by workers and their trade unions, such as supporting illegal strikes or damaging employer property. The goal of the provisions is to promote harmonious relations between workers and employers.
The document discusses key definitions and concepts related to industrial relations and labor laws in India. Some of the main points covered include:
1) The definition of "industry", "industrial dispute", "workman", and "wages" under the relevant labor laws.
2) The various authorities and mechanisms established to deal with industrial disputes, such as Works Committees, Conciliation Officers, Labor Courts, and Industrial Tribunals.
3) Procedures that must be followed related to strikes, lock-outs, lay-offs and retrenchment of workmen. The conditions and compensation applicable in each case are also outlined.
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
The document discusses key definitions and concepts related to industrial disputes and their resolution under the Industrial Disputes Act, 1947 in India. It defines terms like industry, industrial dispute, unfair labor practices, wages, workman, and outlines authorities established under the act for conciliation and adjudication of disputes like works committees, conciliation officers, boards, labor courts, and industrial tribunals. It also summarizes the duties and powers of these authorities in settling industrial disputes in a timely manner.
The document discusses unfair labour practices by employers under Alberta labour law. It defines unfair practices as those that undermine employees' rights to freely choose a bargaining agent and engage in collective bargaining. It outlines prohibited practices towards bargaining agents, such as interfering in their formation, administration or representation of employees. It also describes prohibited practices against employees, like discriminating against union members, penalizing participation in lawful strikes, and undermining the administration of the labour code. The document provides detailed explanations of prohibited conduct and exceptions under relevant sections of Alberta's Labour Relations Code.
This document discusses unfair labour practices under Indian law. It defines unfair labour practices as actions by employers, workers, or unions that violate workers' rights to organize and engage in collective bargaining. The document lists examples of unfair practices by employers, such as interfering with union activities, showing favoritism, or dismissing workers for union involvement. It also lists unfair practices by workers, such as coercing others to join or refrain from joining unions or engaging in illegal strikes. The document discusses a court case where an employer was found guilty of an unfair labour practice for putting a worker on a prolonged probation period to delay making them a permanent employee after they were elected to a union committee.
1 WRITTEN LABOUR ASSIGNMENT S NAIR BENEFITSSarvesh Nair
This document provides a critical discussion of unfair labour practices concerning benefits with reference to recent case law. It begins by defining unfair labour practices and outlining the scope of protection under section 186(2) of the Labour Relations Act. It then discusses how the term "benefit" is not clearly defined in law and has been subject to several court decisions attempting to define it. The document concludes by analyzing the judgment in the recent 2013 Apollo Tyres case from the Labour Appeal Court to further develop the definition of a benefit.
The document discusses unfair labour practices in India. It defines fairness and its ambiguity. It outlines the background of labour practices and relationships between employers and employees. It then discusses various types of unfair conduct by employers, including refusal to promote, unfair suspension, disciplinary actions, and treating workers as casuals to deprive them of permanent status. It provides examples from court cases where certain employer actions were found to constitute unfair labour practices. Schedules from the Maharashtra Recognition of Trade Unions Act and Industrial Disputes Act define unfair labour practices of employers, employees, and trade unions.
The document outlines unfair labor practices that can be committed by employers, trade unions, or workers according to the Industrial Disputes Act of 1947. It lists 15 unfair labor practices by employers and trade unions of employers, such as restraining workers from joining unions or favoring some unions over others. It also lists 6 unfair labor practices by workers and their trade unions, such as supporting illegal strikes or damaging employer property. The goal of the provisions is to promote harmonious relations between workers and employers.
The document discusses key definitions and concepts related to industrial relations and labor laws in India. Some of the main points covered include:
1) The definition of "industry", "industrial dispute", "workman", and "wages" under the relevant labor laws.
2) The various authorities and mechanisms established to deal with industrial disputes, such as Works Committees, Conciliation Officers, Labor Courts, and Industrial Tribunals.
3) Procedures that must be followed related to strikes, lock-outs, lay-offs and retrenchment of workmen. The conditions and compensation applicable in each case are also outlined.
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
Labor Code: Unfair labor practices are violations of the constitutional rights of workers and employees to self-organization. These illegal practices are considered inimical to the legitimate interests of both labor and management. These unfair practices are likewise prejudicial to the labor and management’s right to bargain collectively, and otherwise deal with each other in an atmosphere of freedom and mutual respect. These practices disrupt industrial peace and hinder the promotion of healthy and stable labor-management relations.
This document summarizes key aspects of strikes, lockouts, settlements, and awards under Pakistan's Industrial Relation Act of 2012. It discusses reasons for strikes and lockouts, notice periods required, and what constitutes illegal strikes and lockouts. Settlements are arrived at through mutual agreement, while awards resemble court judgments. Both settlements and awards are binding on the involved parties and their successors. The recovery process for any monetary amounts owed under a settlement or award is also outlined.
The Industrial Disputes Act, 1947 governs industrial relations in India. It defines key terms like strikes, lock-outs, lay-offs, and retrenchment. The Act prohibits illegal strikes and lock-outs and outlines penalties for violations. It establishes authorities to deal with industrial disputes through conciliation, arbitration, and adjudication to promote harmonious relations in workplaces.
The Industrial Disputes Act 1947 provides the framework for resolving industrial disputes in India. The key objectives of the act are promoting industrial harmony by preventing illegal strikes and lockouts, and facilitating the settlement of disputes through collective bargaining and third party intervention. The act covers all industrial disputes between employers and workmen related to wages, working conditions, and other employment terms. It establishes authorities for addressing different types of disputes and outlines prohibited activities and associated penalties during disputes to maintain industrial peace.
The document discusses strikes in industrial relations. It defines a strike and explains the different types of strikes such as sympathetic strikes, partial stoppage of work, picketing and boycotts. It also defines gherao and discusses relevant sections of the Industrial Disputes Act, 1947 regarding prohibition of strikes and lockouts in public utility services, illegal strikes and lockouts, and penalties for illegal strikes and lockouts.
1. The Workers Compensation Act 1923 provides compensation for injuries suffered by workers in the course of their employment.
2. The Act applies to industries like railways, factories, mines, plantations, and construction works.
3. Compensation amounts depend on the nature of injury and disability, and average monthly wages. Minimum compensation is Rs. 20,000 for death and Rs. 24,000 for permanent total disability.
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising out of and during employment. The Act applies to workmen in hazardous occupations such as factories, mines, transport, construction etc. It defines key terms like employer, workman, dependent and provides that employers are liable to pay compensation for work-related injuries or deaths. The compensation amounts are calculated based on factors like monthly wages and degree/duration of disablement. Certain contractual arrangements and acts like willful disobedience do not make the employer liable for compensation. The Act is enforced through commissioners appointed by State Governments.
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
The Industrial Relations Act of 2012 was passed to regulate labor relations and practices in Pakistan. It covers key areas like registration of trade unions, collective bargaining, unfair labor practices, dispute resolution and penalties. Some important provisions include requirements for registering trade unions, functions of collective bargaining agents, processes for resolving grievances and disputes, definitions of illegal strikes and lockouts, and penalties for violating various sections of the act. The act establishes the National Industrial Relations Commission to oversee its implementation.
This is a comparative study on the topic of Compensation for Retrenchment. I choose to compare the concept between Malaysia, United Kingdom, Australia, and Singapore.
The document outlines the key aspects of the Industrial Disputes Act 1947 in India. It discusses the objectives of the act which are to promote industrial harmony, settle disputes between employers and employees, recognize trade unions, and prevent illegal strikes and lockouts. It defines key terms like industry, industrial dispute, workman, and outlines the various authorities and mechanisms for grievance redressal, penalties for illegal strikes and lockouts, rules around layoffs and retrenchment, and the overall industrial disputes resolution process.
The Industrial Disputes Act, 1947 aims to promote industrial peace and economic justice through harmonious relations between labor and management. It established authorities like Works Committees, Conciliation Officers, Boards of Conciliation, and Courts of Inquiry to settle industrial disputes. The Act prohibits strikes and lockouts during conciliation and adjudication proceedings. It provides relief to workmen during lay-offs, retrenchment, and closures. The Act defines key terms and outlines procedures for dispute resolution to balance the interests of employers and employees.
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.
The Industrial Disputes Act, 1947 was enacted to provide for investigation and settlement of industrial disputes and provide safeguards to workers. The Industrial Disputes (Central) Rules, 1957 provide procedures for conciliation, arbitration and adjudication of industrial disputes by bodies such as Boards of Conciliation, Labour Courts and Tribunals. The rules specify procedures such as filing of statements by parties, recording of evidence, place and timing of hearings, powers of administering oaths and summoning witnesses. The objective is to facilitate speedy resolution of industrial disputes in a fair manner.
This document defines important terms under the Industrial Disputes Act such as appropriate government, industry, workman, and wages. It also explains what constitutes an industrial dispute according to the Act. The key aspects covered are: the definition of industrial dispute, who can raise disputes, and issues that can be subject to disputes. Further, it describes the functioning of dispute settlement machineries under the Act including conciliation procedures conducted by conciliation officers and boards, and adjudication procedures handled by labour courts, tribunals and national tribunals. The roles and powers of these conciliation and adjudication bodies are summarized.
The document discusses key provisions around industrial disputes in India such as settlements, awards, strikes, lockouts, layoffs, retrenchment, and closure as outlined in the Industrial Disputes Act, 1947. Settlements and awards arising from conciliation proceedings or agreements are binding on the parties for periods ranging from 6 months to 3 years. Strikes and lockouts are regulated and penalties are prescribed for illegal strikes and lockouts. Layoffs provide for compensation to workers under certain conditions, while retrenchment and closure require prior notices and permissions from authorities. Case studies are also referenced to exemplify how these provisions have been applied.
The Industrial Disputes Act, 1947 aims to provide machinery and procedures for resolving industrial disputes through negotiation. The Act defines an industrial dispute as any dispute between employers and employees regarding employment terms or conditions. It establishes mechanisms for conciliation, adjudication, and investigation of industrial disputes. During the pendency of dispute proceedings, Section 33 prohibits employers from altering terms of service or punishing employees involved in the dispute, except with permission, to maintain the status quo.
This document provides information on industrial law and the machinery for settling industrial disputes in India. It defines key terms like industrial dispute, lockout, strike, retrenchment and others. The Industrial Disputes Act 1947 established the primary framework for resolving industrial disputes and improved on the Trade Disputes Act 1929. The objectives of the IDA include promoting amity between workers and employers, investigating and settling disputes, and preventing illegal strikes and lockouts. The machinery for dispute prevention and settlement in India includes voluntary methods like collective bargaining, trade unions, and statutory bodies like works committees, conciliation officers, boards, labour courts, tribunals and national tribunals established by the IDA.
The document discusses various labor laws in Pakistan related to factories, including provisions around weekly holidays, annual leave, maximum work hours, overtime pay, and definitions of strikes and lockouts. It also covers the roles and rights of collective bargaining agents, as well as unfair labor practices, provisions around trade union registration, and the procedures and powers of labor courts.
Labor Code: Unfair labor practices are violations of the constitutional rights of workers and employees to self-organization. These illegal practices are considered inimical to the legitimate interests of both labor and management. These unfair practices are likewise prejudicial to the labor and management’s right to bargain collectively, and otherwise deal with each other in an atmosphere of freedom and mutual respect. These practices disrupt industrial peace and hinder the promotion of healthy and stable labor-management relations.
This document summarizes key aspects of strikes, lockouts, settlements, and awards under Pakistan's Industrial Relation Act of 2012. It discusses reasons for strikes and lockouts, notice periods required, and what constitutes illegal strikes and lockouts. Settlements are arrived at through mutual agreement, while awards resemble court judgments. Both settlements and awards are binding on the involved parties and their successors. The recovery process for any monetary amounts owed under a settlement or award is also outlined.
The Industrial Disputes Act, 1947 governs industrial relations in India. It defines key terms like strikes, lock-outs, lay-offs, and retrenchment. The Act prohibits illegal strikes and lock-outs and outlines penalties for violations. It establishes authorities to deal with industrial disputes through conciliation, arbitration, and adjudication to promote harmonious relations in workplaces.
The Industrial Disputes Act 1947 provides the framework for resolving industrial disputes in India. The key objectives of the act are promoting industrial harmony by preventing illegal strikes and lockouts, and facilitating the settlement of disputes through collective bargaining and third party intervention. The act covers all industrial disputes between employers and workmen related to wages, working conditions, and other employment terms. It establishes authorities for addressing different types of disputes and outlines prohibited activities and associated penalties during disputes to maintain industrial peace.
The document discusses strikes in industrial relations. It defines a strike and explains the different types of strikes such as sympathetic strikes, partial stoppage of work, picketing and boycotts. It also defines gherao and discusses relevant sections of the Industrial Disputes Act, 1947 regarding prohibition of strikes and lockouts in public utility services, illegal strikes and lockouts, and penalties for illegal strikes and lockouts.
1. The Workers Compensation Act 1923 provides compensation for injuries suffered by workers in the course of their employment.
2. The Act applies to industries like railways, factories, mines, plantations, and construction works.
3. Compensation amounts depend on the nature of injury and disability, and average monthly wages. Minimum compensation is Rs. 20,000 for death and Rs. 24,000 for permanent total disability.
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising out of and during employment. The Act applies to workmen in hazardous occupations such as factories, mines, transport, construction etc. It defines key terms like employer, workman, dependent and provides that employers are liable to pay compensation for work-related injuries or deaths. The compensation amounts are calculated based on factors like monthly wages and degree/duration of disablement. Certain contractual arrangements and acts like willful disobedience do not make the employer liable for compensation. The Act is enforced through commissioners appointed by State Governments.
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
The Industrial Relations Act of 2012 was passed to regulate labor relations and practices in Pakistan. It covers key areas like registration of trade unions, collective bargaining, unfair labor practices, dispute resolution and penalties. Some important provisions include requirements for registering trade unions, functions of collective bargaining agents, processes for resolving grievances and disputes, definitions of illegal strikes and lockouts, and penalties for violating various sections of the act. The act establishes the National Industrial Relations Commission to oversee its implementation.
This is a comparative study on the topic of Compensation for Retrenchment. I choose to compare the concept between Malaysia, United Kingdom, Australia, and Singapore.
The document outlines the key aspects of the Industrial Disputes Act 1947 in India. It discusses the objectives of the act which are to promote industrial harmony, settle disputes between employers and employees, recognize trade unions, and prevent illegal strikes and lockouts. It defines key terms like industry, industrial dispute, workman, and outlines the various authorities and mechanisms for grievance redressal, penalties for illegal strikes and lockouts, rules around layoffs and retrenchment, and the overall industrial disputes resolution process.
The Industrial Disputes Act, 1947 aims to promote industrial peace and economic justice through harmonious relations between labor and management. It established authorities like Works Committees, Conciliation Officers, Boards of Conciliation, and Courts of Inquiry to settle industrial disputes. The Act prohibits strikes and lockouts during conciliation and adjudication proceedings. It provides relief to workmen during lay-offs, retrenchment, and closures. The Act defines key terms and outlines procedures for dispute resolution to balance the interests of employers and employees.
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.
The Industrial Disputes Act, 1947 was enacted to provide for investigation and settlement of industrial disputes and provide safeguards to workers. The Industrial Disputes (Central) Rules, 1957 provide procedures for conciliation, arbitration and adjudication of industrial disputes by bodies such as Boards of Conciliation, Labour Courts and Tribunals. The rules specify procedures such as filing of statements by parties, recording of evidence, place and timing of hearings, powers of administering oaths and summoning witnesses. The objective is to facilitate speedy resolution of industrial disputes in a fair manner.
This document defines important terms under the Industrial Disputes Act such as appropriate government, industry, workman, and wages. It also explains what constitutes an industrial dispute according to the Act. The key aspects covered are: the definition of industrial dispute, who can raise disputes, and issues that can be subject to disputes. Further, it describes the functioning of dispute settlement machineries under the Act including conciliation procedures conducted by conciliation officers and boards, and adjudication procedures handled by labour courts, tribunals and national tribunals. The roles and powers of these conciliation and adjudication bodies are summarized.
The document discusses key provisions around industrial disputes in India such as settlements, awards, strikes, lockouts, layoffs, retrenchment, and closure as outlined in the Industrial Disputes Act, 1947. Settlements and awards arising from conciliation proceedings or agreements are binding on the parties for periods ranging from 6 months to 3 years. Strikes and lockouts are regulated and penalties are prescribed for illegal strikes and lockouts. Layoffs provide for compensation to workers under certain conditions, while retrenchment and closure require prior notices and permissions from authorities. Case studies are also referenced to exemplify how these provisions have been applied.
The Industrial Disputes Act, 1947 aims to provide machinery and procedures for resolving industrial disputes through negotiation. The Act defines an industrial dispute as any dispute between employers and employees regarding employment terms or conditions. It establishes mechanisms for conciliation, adjudication, and investigation of industrial disputes. During the pendency of dispute proceedings, Section 33 prohibits employers from altering terms of service or punishing employees involved in the dispute, except with permission, to maintain the status quo.
This document provides information on industrial law and the machinery for settling industrial disputes in India. It defines key terms like industrial dispute, lockout, strike, retrenchment and others. The Industrial Disputes Act 1947 established the primary framework for resolving industrial disputes and improved on the Trade Disputes Act 1929. The objectives of the IDA include promoting amity between workers and employers, investigating and settling disputes, and preventing illegal strikes and lockouts. The machinery for dispute prevention and settlement in India includes voluntary methods like collective bargaining, trade unions, and statutory bodies like works committees, conciliation officers, boards, labour courts, tribunals and national tribunals established by the IDA.
The document discusses various labor laws in Pakistan related to factories, including provisions around weekly holidays, annual leave, maximum work hours, overtime pay, and definitions of strikes and lockouts. It also covers the roles and rights of collective bargaining agents, as well as unfair labor practices, provisions around trade union registration, and the procedures and powers of labor courts.
This document outlines the syllabus for a Labour Law course taught by Neha Sharma. It covers 4 units: Trade Unions and Collective Bargaining, Standing Orders, Resolution of Industrial Disputes, and Instruments of Economic Coercion. Key concepts from the Trade Unions Act of 1926 like registration of trade unions, office bearers, funds, and immunities are discussed. The new labour codes replacing earlier labour laws are also mentioned.
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.
This document discusses trade unions, their objectives, functions, and importance in industrial relations. It defines a trade union and explains that their primary purposes are to regulate relations between workers and employers, negotiate wages and conditions, and provide member services. The key functions of trade unions are militant functions like achieving higher pay and better work conditions, and fraternal functions like welfare measures and promoting growth. Finally, it provides examples of collective bargaining processes between trade unions and hotel management to resolve issues around reducing employee holidays and layoffs.
This material is a part of our PGPSE programe. Our programme is available for any student after class 12th / graduation. AFTERSCHO☺OL conducts PGPSE, which is available free to all online students. There are no charges. PGPSE is a very rigorous programme, designed to give a comprehensive training in social entrepreneurship / spiritual entrepreneurship. This programme is aimed at those persons, who want to ultimately set up their own business enterprises which can benefit society substantially. PGPSE is a unique programme, as it combines industry consultancy, business solutions and case studies in addition to spirituality and social concerns. You can read the details at www.afterschoool.tk or at www.afterschool.tk
The document provides an overview of the key aspects of the Industrial Relations Code, 2020 in India. Some of the major changes introduced in the code include expanding the definition of "worker", introducing fixed term employment, increasing the threshold for seeking permission for layoffs/closures, setting up a worker reskilling fund, strengthening grievance redressal committees, and establishing rules for recognition of negotiating unions and councils. The code aims to simplify and consolidate various existing labor laws to improve compliance and promote higher productivity and employment growth in the country.
Labour Law_Industrial Relations Code, 2020.pdfJayeeta Munshi
The document provides an overview of the key aspects of the Industrial Relations Code, 2020 in India. Some of the major changes introduced in the code include expanding the definition of "worker", introducing fixed term employment, increasing the threshold for seeking permission for layoffs/closures, setting up a worker reskilling fund, strengthening grievance redressal committees, and provisions for a sole negotiating union or council. The code aims to simplify and consolidate existing labour laws to improve compliance and promote higher productivity and employment growth in the country.
Industrial disputes(causes and consequences)Raj Akki
This document discusses various types of industrial disputes and their causes and consequences. It defines an industrial dispute as any disagreement between employers and employees related to employment terms or conditions. Causes of disputes include industrial factors like wages and hours, management attitude issues, government machinery problems, and other issues like union rivalry. Consequences include strikes, lockouts, layoffs, and retrenchment, which are also defined in the document. Strikes involve a cessation of work, while lockouts involve employers closing businesses. Layoffs are temporary removals from payroll, while retrenchment is permanent termination for economic reasons.
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 Industrial Relations Act of 1967 provides the legal framework for regulating relations between employers and employees/trade unions in Malaysia. The Act aims to prevent and resolve disputes arising from their relationships, promote democratic self-governance in industry, and ensure the speedy resolution of trade disputes. It covers important areas like rights of workers and unions, recognition of unions, collective bargaining, dispute resolution, and restrictions on strikes and lockouts. The Act works together with the Employment Act of 1955 and Trade Unions Act of 1959 to form the basis of Malaysia's industrial relations system.
Industrial disputes ppt pdf- Dr. kokila saxenakokilasaxena
Industrial disputes are disputes between employer-employees, Employees-employees & Employer-employer on the terms of employment. We have been provided with a strong industrial disputes resolving mechanery in two different kinds such as- Preventive mechanery & Settlement Mechanery
The presentation is a detailed description of the factories act 1948, its objectives, coverage, applicability, duties etc are mentioned in detailed and explained way. The presentation also includes various views of different history establishments. The presentations are a helpful guide for both commerce and law students.
The presentation is a detailed description of the factories act 1948, its objectives, coverage, applicability, duties etc are mentioned in detailed and explained way. The presentation also includes various views of different history establishments. The presentations are a helpful guide for both commerce and law students.
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.
Laboour relations and industrial disputes actwebberspeid
This document outlines the Labour Relations and Industrial Disputes Act, which establishes rules and procedures for labour relations and resolving industrial disputes in Jamaica. It contains 6 parts that cover preliminary definitions, labour relations policies and codes, the establishment of an Industrial Disputes Tribunal to resolve disputes, procedures for boards of inquiry, general provisions for tribunals and boards, and miscellaneous items. The act aims to promote collective bargaining, orderly procedures for settling disputes, and good personnel management practices between workers and employers.
The document summarizes key aspects of the Industrial Relations Code, 2020 in India. The code consolidates various labor laws into a single code to streamline compliance. It establishes bipartite forums like Works Committees and Grievance Redressal Committees to address issues in industrial establishments. It also outlines rules for registration of trade unions, including minimum membership thresholds. The code repealed several old labor acts and defines important terms related to employers, workers and industrial disputes.
The document discusses key provisions of the Industrial Disputes Act relating to settlements, awards, strikes, lock-outs, layoffs, retrenchment and closure.
It defines key terms and outlines procedures that must be followed, such as requiring one month notice periods and compensation for layoffs, retrenchment and closure. Penalties are prescribed for illegal strikes, lockouts and failure to follow proper procedures. Case studies are also referenced to provide examples.
The Trade Union Act of 1926 provides the legal framework for the registration and regulation of trade unions in India. Some key points:
- A trade union is a voluntary organization of workers formed to protect their interests through collective action like securing fair wages and improving working conditions.
- The Act allows 7 or more workers to apply for registration of their trade union by submitting its rules and details to the Registrar.
- Registered trade unions receive legal protections like the ability to own property, enter contracts, and sue/be sued in their own name. They must follow requirements regarding their rules and finances.
- The Registrar can cancel a union's registration if it violates the Act. Appeals can be
Ethical issues are an important part of business communication. Effective communicators try to clearly convey their intentions to receivers. Communication is only successful when both parties understand the same information. Upholding ethical standards is necessary for businesses due to today's highly technological environment. Business ethics examines ethical problems that arise and applies to individuals and organizations. Factors like societal expectations, government regulations, and business reputation and success necessitate ethical behavior. Maintaining ethical values and communication helps businesses achieve their goals and strengthen stakeholder relationships.
The document discusses environmental ethics and our ethical responsibilities towards the environment. It addresses that environmental ethics considers the relationship between humans and the natural world. It provides ethical guidelines for working with the earth, such as not depleting natural resources and choosing methods that do the least harm. The document also discusses our responsibilities towards preserving species and cultures, as well as individual responsibilities like not inflicting unnecessary suffering and leaving the earth in better condition.
Self-exploration is a process of investigating oneself to discover one's core values. It involves two mechanisms: natural acceptance, which is unconditionally accepting oneself, others and one's environment; and experiential validation, which involves directly experiencing proposals to increase knowledge through reflection. The purpose of self-exploration is to understand what is truly valuable and meaningful for one's own happiness by verifying proposals based on one's natural feelings rather than external factors like scriptures or other people's views. This process of self-verification and living according to one's values can lead to realizations and understanding about oneself and harmony with others.
This document discusses value-based leadership and creating a values-based culture in an organization. It defines value-based leadership as motivating employees by connecting organizational goals to their personal values through communicating the organization's values in a way that resonates with employees. It emphasizes the importance of shared vision and outlines five steps to create a compelling team vision: 1) discuss vision elements, 2) describe current reality, 3) identify strategies, 4) plan communication, 5) make commitments. It also discusses establishing expected behaviors from core values, empowering managers as culture exemplars, creating a shared vision through inspiration, and providing values-based leadership training across levels.
This document provides an introduction to managerial economics. It defines managerial economics and discusses its nature and scope. The scope includes demand analysis and forecasting, cost and production analysis, pricing decisions, policies and practices, profit management, and capital management. It also defines the objectives of a firm as typically being profit maximization or sales maximization. It then provides information on demand analysis, including the objectives and components of demand analysis like demand functions and elasticities.
After 10th, students can pursue intermediate, polytechnic, ITI, paramedical or short term courses. After intermediate, options include engineering, medical, teaching, and others. Engineering streams include BE/BTech, diploma, and architecture. Medical streams include MBBS, BDS, Ayurveda, Homeopathy and more. Teaching includes BEd, DEd, and others. Other options are degree programs, professional courses, civil services, defense, and more. Various national and state level entrance exams regulate admission to these programs including JEE, NEET, CLAT, UPSC and more.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
This document discusses women empowerment and outlines some key points:
- Women empowerment refers to increasing women's spiritual, political, social, educational, gender or economic strength as individuals and communities.
- Women are often deprived of decision making power, freedom of movement, access to education, employment, media, and face domestic violence.
- There is a need for empowerment to address issues like educational problems, society, gender prejudice, low confidence, lack of unity, health problems, poverty, ignorance, and traditional barriers.
- Empowerment can be achieved through education, health, self-reliance, justice, sensitivity, equality, and helping women become business leaders.
Trade unions are permanent associations formed by employees or workers to secure economic and social benefits for their members. They negotiate with employers on issues like wages, working conditions, bonuses, and participation in management. The Indian workforce consists of 430 million workers, with rural workers making up 60% and the organized sector employing 8%. Trade unions represent different types of workers like skilled craft workers, industrial workers, and white-collar employees. They work to minimize discrimination, give workers a sense of security and participation, and improve relationships between employers and employees. However, trade unions also face challenges like uneven growth, limited membership, financial problems, and indifference from some workers.
This document provides an introduction to consumer behavior. It defines consumer behavior as how individuals search for, purchase, use, and dispose of products and services. Understanding consumer behavior is important for developing effective marketing strategies that satisfy consumer needs. Key applications of consumer behavior include informing marketing mix decisions, target market selection, and public policy efforts. The document also outlines some advantages and disadvantages of applying a consumer behavior perspective.
Action research aims to solve problems and improve conditions while also building scientific knowledge about the implemented solutions. It involves systematically collecting data about an organization to develop an understanding of its needs and issues. Action research follows a cycle of planning, acting, observing, and reflecting. It can take various forms like diagnostic, participatory, or experimental research. The process involves systematically collecting data, viewing it as ongoing, and using it to inform problem-solving and theory. Overall, action research combines addressing immediate issues with contributing to the scientific literature.
This document discusses important writing skills, including choosing an appropriate format and tone based on the audience, creating an outline to organize ideas, using techniques like AIDA to engage readers, and employing structures like headings and bullet points. It emphasizes the importance of clear communication, avoiding grammatical errors, and proofreading thoroughly from beginning to end. The overall message is that strong writing skills allow one to share messages effectively with a wide audience and are crucial for professional success.
Works committees are statutory bodies established within industrial units with representatives from management and workers. They aim to prevent and settle industrial disputes at the unit level. Works committees can be formed in any enterprise employing 100 or more workers. Their key objectives are to remove causes of friction in the workplace, promote good relationships, serve as a grievance resolution mechanism, and strengthen the spirit of voluntary settlement of disputes. People can become members of works committees through being nominated, elected, volunteering, or being co-opted. Works committees typically have a chairperson, secretary, treasurer, and team representatives.
Transactional analysis is a method of understanding human behavior and communication patterns through analyzing interactions between people. According to transactional analysis, people have three ego states - parent, adult, and child. The parent ego state is judgmental and rule-making, the adult ego state is logical and problem-solving, and the child ego state is emotional and dependent. There are different types of transactions including complementary, crossed, and ulterior transactions. Strokes are units of human recognition that can be positive or negative and convey acceptance or disapproval of a person. Transactional analysis aims to improve communication through understanding ego states and transaction patterns.
Transaction Processing Systems (TPS) collect, store, and modify data from daily business transactions. TPS have features like rapid response, reliability, and inflexibility as they treat all transactions equally. There are two main types of TPS - batch processing, where data is collected and processed later, and real-time processing, where data is processed immediately. Data warehouses are large databases used to support management decision making through analysis of historical data from various sources.
A service mark is similar to a trademark but identifies the source of a service instead of a product. Service marks function to indicate the source of services, guarantee quality, create demand, build brands, and have financial value for companies, just as trademarks do for products.
Supply chain, enterprise,resources planning, and business processes engineeringAyisha Kowsar
This document discusses supply chain management and the role of information technology. It provides examples of how Dell and IBM reengineered their supply chains using IT. The key points are:
1) Dell transformed its supply chain through just-in-time manufacturing, mass customization, locating near suppliers, online ordering, and monitoring productivity. IT played a key role through e-commerce, extranets, and creating an online community.
2) IBM reduced a business process cycle time from 7 days to less than 1 day through a decision support system that automated tasks and data access.
3) IT integration tools like ERP and SCM systems provide benefits like reduced costs, improved customer satisfaction, and increased visibility across organizations
Literature review presented by Ayisha Kowsar A for her MBA program. The review begins with defining key terms and concepts related to the topic being studied. It provides an overview of existing research and publications to establish context and identify gaps for further study.
The document discusses different types of research designs used in research projects. It describes exploratory research, which is conducted when little is known about a problem to gain background information. Descriptive research aims to describe answers to questions like who, what, where, when and how. Causal research determines cause-and-effect relationships through experiments that manipulate independent variables to see their effect on dependent variables while controlling for extraneous variables. The document outlines experimental designs like laboratory experiments and field experiments, as well as test marketing used to test new products or marketing strategies in a real-world setting.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
3. The main objects of the act
1,to secure industrial peace
a) by preventing and settling industrial disputes between
the employers and workmen.
b) by securing and preserving amity and good relations
,through an internal works committee,
c) by promoting good relations, through an external
2,to ameliorate the condition of workmen in industry
a) by redressal of grievances of workmen
b) by providing job security
Dr.M.Latha Natarajan
4. Any systematic activity organized or arranged in a
manner in which trade or business was generally
organized or arranged would be an industry even if it
proceeded from charitable motives. it was the nature of
the activity that had to be considered and it was upon
the application of that test that even the states
inalienable functions fell within the definition of industry.
Included in term industry
a) Any activity of the dock labour board established under
sec.5-Aof the dock workers Act,1948;
b) Any activity relating to the promotion of sales or
business or both carried on by an establishment.
Dr.M.Latha Natarajan
5. Not included in term industry
a) Any agricultural operation except where such
agricultural operation is carried on in an integrated
manner with any other systematic activity.
b) Hospitals or dispensaries.
c) Educational scientific, research or training institutions.
d) Institutions owned or managed by organizations.
e) Khadi or village industries.
f) Any domestic service.
Dr.M.Latha Natarajan
6. “Industry means any business, trade,
undertaking, manufacture or calling of
employees and includes any callings,service,
employment, handicraft or
industrial occupation or avocation of
workmen.
Dr.M.Latha Natarajan
7. Industrial dispute means any dispute or difference
between –
Employers and employers
Employers and workmen
Workmen and workmen.
Three ingredients are:
There should be real and substantial dispute or
difference.
The disputes or difference should be between employer
and his workmen.
The disputes or difference must be connected with the
employment or non- employment or terms of
employment, or with the conditions of labour of any
person.
Dr.M.Latha Natarajan
8. 1) Appropriate government [sec. 2 (a)]
2) Average pay [sec.2 (aaa)]
3) Award [sec.2(b)]
4) Board [sec.2 (c)]
5) Closure [sec.2.(cc)]
6) Conciliation officer [sec.2. (d)]
7) Conciliation proceeding [sec.2 .(e)]
8) Controlled industry [sec.2 (ee)]
9) Court [sec.2 (f)]
10) Employer [sec.2 (g)]
11) Executive and office bearer in relation to a trade
union [sec.2(gg)] and sec.2(iii)].
12) Independent person [sec.2(i)]
13) Industrial establishment or undertaking [sec.2(ka)]
Dr.M.Latha Natarajan
9. 14) Labour court [sec.2.(kkb)].
15) Lay-off [sec.2(kkk)]
16) Lock –out [sec.2 (l)]
17) National tribunal [sec.2(ll)]
18) public utility service [sec.2 (n)]
19) Retrenchment [sec.2.(oo)]
20) Settlement [sec.2.(p)]
21) Strike [sec.2.(g)]
22) Trade union [sec.2(qq)]
23) Tribunal [sec.2.(r)]
24) Unfair labour practices [sec.2.(ra)]
Dr.M.Latha Natarajan
10. I.- on the part of employers trade unions of employers
1. to interfere with workmen in the exercise of their right
to organize or to engage in concerted activities for the
purpose of collective bargaining or other mutual aid
A) threatening workmen with discharge of dismissal
B) threatening a lock-out or closure
2. to dominate any trade union,
A ) an employer taking active interest in organizing a
trade union
B ) an employer showing partiality or granting favour to
one of several trade unions attempting to organize his
workmen
3.to establish employer- sponsored trade unions of
workmen.
Dr.M.Latha Natarajan
11. 4.to encourage or discourage membership in any trade
union by discriminating any workman
A) punishing a workman because he urged other
workmen to join or organize a trade union
B) discharging a workman for taking part in any strike
C) changing seniority rating of workman
D) refusing to promote workman to higher posts
5. to discharge or dismiss workmen
A) by way of victimization
B) not in good faith but in colourable exercise of the
employer’s right
C) for patently false reasons
D) on untrue allegations of absence without leave
E) disregarding the principles of natural justice
Dr.M.Latha Natarajan
12. 6. to abolish the work of regular nature being done by
workmen, and to give such works to contractors as a
measure of breaking a strike
7. to transfer a workman from one place to another
8. to show favoritism to one set of workers regardless of
merit.
9. to employ workmen as temporaries and to continue
them as such for years.
10. to discharge workman with filing charges or
testifying against an employer
11. to recruit workmen during strike which is not an
illegal strike
12. failure to implement award , settlement or
agreement
To indulge in acts of force or violence
Dr.M.Latha Natarajan
13. 1. to be actively support or instigate any strike deemed
to be illegal under this act.
2. to coerce workmen in the exercise of their right to self
organization or to join a trade union
3. to refuse to bargain collectively in good faith with the
employer
4. to indulge in coercive activities against certification of
bargaining representative
5. to encourage or instigate such forms of coercive
actions willful, squatting on the work premises after
working hours
6. demonstrations at the residences of the employers or
the managerial staff members.
7. to indulge in willful damage to employer’s property
connected with the industry.
8. to indulge in acts of force or violence or to hold out
threats of intimidation against any workman
Dr.M.Latha Natarajan
14. ‘wages’ means all remuneration capable of being expressed
in terms of money, which would ,if the terms of employment
express or implied, were fulfilled be payable to a workman in
respect of his employment.
It includes :
i) allowances
ii) house accommodation, supply of water,light,medical
facility or any other services
iii) traveling concessions
iv) commissions payable on sales or business
‘wage’ does not include :
i) bonus
ii) contribution paid by the employer to any pension fund or
PF fund
iii) gratuity payable on the termination of his service.
Dr.M.Latha Natarajan
15. ‘ workman’ means any person employed in any industry
to do any manual, unskilled, skilled, technical,
operational, clerical or supervisory work for hire or
reward. His terms of employment may be express or
implied.
‘workman’ does not include any person –
• Who is subject to the Air force act,1950, or the Army
act,1950, or the Navy act,1957
• Who is employed in police service or as an officer or
other employee of a prison;
• Who is in managerial or administrative capacity
• Who being employed in supervisory capacity, draws
wages exceeding Rs. 1600
Dr.M.Latha Natarajan
16. 1. Works committees (sec.3)
2. Conciliation officers (sec.4)
3. Boards of conciliation (sec.5)
4. Courts of inquiry (sec.6)
5. Labour court (sec.7)
6. Industrial tribunals (sec.7-a)
7. National tribunals (sec.7-b)
The act provides for the following settlement of
disputes under the act :
i) Voluntary settlement and conciliation
ii) Adjudication, and
iii) Arbitration
Dr.M.Latha Natarajan
17. 1. works committees (sec.3)
It consists of representatives of employers and
workmen's engaged in the establishment.
Powers and duties :
To promote measures for securing and
preserving goodwill and good relations between
employers and workmen
Comment upon matters of their common interest
or concern
Endeavour to compose any material difference of
opinion in respect of such matters.
Dr.M.Latha Natarajan
18. 2. Conciliation officers (sec.4)
Duties :
To hold conciliation proceedings.
To investigate the dispute
To send a report and memorandum of settlement
to appropriate government
To send a full report
Powers :
Power to enter premises
Power to call for and inspect documents.
3. Board of conciliation (sec.5)
Duties :
To bring about a settlement of dispute
To send a report and memorandum of settlement
to the appropriate govt.
Dr.M.Latha Natarajan
19. To communicate reasons to the parties if no
further references made
To submit reports within 2 months
Power :
Power to enter premises
Power to civil court
4. Courts of inquiry (sec,6)
Duties :
To inquire into the matters referred to it and report
thereon
To stand by the principles of fairplay and justice
Powers :
Power to enter premises
Power of civil court
Dr.M.Latha Natarajan
20. Secs. 7 to 9 pertain to the constitution of
adjudication authorities under the Act.
These authorities are:
1. Labour courts (sec. 7)
Appointment and constitution.
The appropriate government may, by notification
in the official Gazette, constitute one or more
Labour courts for adjudication of industrial
disputes relating to any matters specified in the
second schedule
Dr.M.Latha Natarajan
21. * The property or legality of an order passed by an
employer under the standing orders.
* The application and interpretation of standing orders.
* Discharge or dismissal of workmen
* Withdrawal of any customary concession or privilege.
* Illegally or otherwise of a strike or lock-out
* All matters other than those specified in third
schedule.
DUTIES:
* To adjudicate upon industrial disputes relating to
matters specified in second schedule.
* To give award within the specified period.
Dr.M.Latha Natarajan
22. Powers:
* Power to enter premises.
* Powers of civil court.
Matters relating with jurisdiction of industrial Tribunal
Wages, including the period and mode of payment.
Compensatory and other allowances.
Hours of work and rest intervals.
Leave with wages and holidays.
Bonus, profit sharing, provident fund and gratuity.
Shift working otherwise than in accordance with
standing orders;
Classification by grades.
Dr.M.Latha Natarajan
23. Rules of discipline
Rationalization.
Retrenchment of workmen and closure of
establishment.
Any other matter that may be prescribed.
POWERS:
Power to enter premises.
Powers of civil court.
Power to appoint assessors.
Power to award costs.
DUTIES:
where an industrial dispute has been referred to a
tribunal for adjudication, it shall hold its proceedings
expeditiously and shall, within the period specified
in the order preferring.
Dr.M.Latha Natarajan
24. Appointments and constitution:
The central government may, by notification
In the official gazette, constitute one or more national
industrial tribunals for the adjudication of industrial
disputes which, in the opinion of central govt., involve
questions of national importance or 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.[sec7-B)1].
DUTIES:
* Where an industrial dispute has been referred to national tribunal for
adjudication,
* It shall hold its proceedings expeditiously .
* Within the period specified in the order referring such industrial
disputes, submit its award to the appropriate govt. [sec 15]
Dr.M.Latha Natarajan
25. POWERS:
1. power to enter premises
2. powers of civil court
3. power to appoint assessors
4. power to award costs
NOTICE OF CHANGE IN CONDITIONS OF SERVICE
According to sec 9-A,no employer who proposes to
effect any change in the conditions of service
applicable to any workmen in respect of any matter
specified in the fourth schedule shall effect such
change.
(a) Without giving to workmen likely to be affected by
such change a notice in the prescribed manner of
the nature of the change proposed to be effected.
(b) Within 21 days of giving such notice sec(9)
Dr.M.Latha Natarajan
26. Reference to national tribunal
Where the central govt., is of opinion that –
1. Any industrial dispute exists
2. Is apprehended
3. The dispute involves any question of national
importance
4. Is of such a nature that industrial establishment
situated in more than one state are likely to be
interested in ,or affected by , such dispute
5. That the dispute should be adjudicated by
national tribunal
Publication of reports and awards sec 17
(1) Every report of a board of conciliation or court of
inquiry together with any minute of dissent
recorded therewith.
Dr.M.Latha Natarajan
27. (2) Every arbitration award
(3) Every award of a labour court, industrial or national
tribunal
Period of operation of settlement :
1.On such date as is agreed upon by parties to
dispute
2. If no date is agreed upon , on the date on which
the memorandum of settlement is signed by
parties to dispute
Period of operation of award:
An award shall subject to prov: of sec 19 remain
in operation for a period of 1 year from the date on
which the award becomes enforceable
Dr.M.Latha Natarajan
28. Prohibition of strikes and lock outs (sec 22 & 23)
1. Strike in a public utility service [sec 22(1)]
No person employed in a public utility service shall
go on strike in breach of a contract-
a) Without giving to employer notice of strike, within
six weeks before striking.
b) Within 14 days of giving such notice
c) Before the expiry of the date of strike specified in
the notice.
d) During pendancy of any conciliation proceedings.
Dr.M.Latha Natarajan
29. 2. lock out in a public utility service sec 22(2)
No employer carrying on any public utility service shall
lock out any of his workmen-
* Without giving them notice of lock out, within 6 weeks
before locking out
* Within 14 days of giving such notice.
* Before the expiry of date of lock-out specified
* During the pendency of any conciliation proceedings.
3.Strike and lock outs in an industrial establishments
sec23
No workmen shall go for or no employer shall declare a
lock out-
* During pendency of conciliation proceedings before a
board of conciliation
* During pendency of proceedings before a labour court,
industrial tribunal or national tribunal and 2 months after
proceedings
Dr.M.Latha Natarajan
30. Illegal strikes and lock outs:(sec.24)
A strike is illegal if –
(a) it is commenced in contravention of sec 22 or 23
(b) it is continued in contravention of an order made
under sec10 (3)
LAY OFF AND RETRENCHMENT
APPLICATION OF sec 25-c to sec 25E
The provisions as to lay off and retrenchment of
workmen as in person in secs. 25-C to 25-E.
UNDER THE sec25-B
A workmanship shall be said to be in continuous
service for a period if he is, for that period , in
uninterrupted services.
services including:
Sickness
Authorized leave
Dr.M.Latha Natarajan
31. An accident
A strike which is not illegal
A lock-out or a cessation of work which is not due to
any fault on the part of the workman.
LAY –OFF
Right of workmen laid-off for compensation's 25-c)
1,The work men must not be a badli workman or a casual
workman if he is to be entitled to compensation.
2,His name must be borne on the master rolls of the industrial
establishment,
3,He must have completed not less than one year of
continuous services.
4,If the above conditions are fulfilled the workman whether laid-
off continuously or intermittently shall be paid compensation
by the employer for all days during which he is laid off,
except for such weekly holidays as may intervene.
Dr.M.Latha Natarajan
32. 5,The rate of compensation shall be equal to 50% of the total
basis of wages and dearness allowance that would have
been payable to him had he not been laid off (sec 25-
c).
6,If during any period of 12 months, a workman is so laid off
for more than 45 days.
RETRECHMENT
Conditions precedent to retrenchment of workmen(sec.25-F)
No workman employed in any industry who has been in
continuous service for not less than 1year under an
employer shall be retrenched by that employer.
PRODUCE FOR RETRENCHMENT
where an workmen in an industrial establishment , who
is a citizen of India, is to be retrenched and he belongs to
a particular category of workmen in that establishment.
Dr.M.Latha Natarajan
33. TRANSFER AND CLOSING DOWN OF UNDERTAKING
A workman shall not be entitled to notice and compensation
where there has been the change of employers by reason of
the transfer.
A .The service of workman has not been interrupted by such
transfers.
B .The terms and conditions of service applicable to the
workman after such transfer are not in any way less
favorable to the workmen than those applicable to him
immediately.
C .The new employer is under the terms of such transfer.
60 days notice to be given of intention to close down any
undertaking (sec 25- FFA).
An undertaking in which-less than 50 workman are
employed, less than 50 workman were employed on an avg
per working day in the preceding 12 months.
Accident in the undertaking or death of the employer (sec-
FFA[2]). Dr.M.Latha Natarajan
34. COMPENSATION TO WORKMEN IN
CASE OF CLOSING DOWN OF
UNDERTAKINGS.
where an undertaking is closed for any reason
whatsoever, every workman who has been in
continuous service for less than 1 year
Financial difficulties( including losses)
Accumulation of indisposed of stocks.
The expiry of the period of the lease or the lien
granted to it.
closing down of an undertaking set up for
construction of buildings, bridges ,canals ,roads,
dams.
Dr.M.Latha Natarajan
35. PROHIBITION OF LAYOFF
1,Lay off to be with permission from appropriate government or
specified authority.
2,Application to be made by the employer or permission.
3,Application for permission to continue lay-off in a mine.
4,Order granting or refusing permission for lay-off to be
communicated to employer and workmen.
5,Presumption of permission if no order communicated with in
60 days.
6,Order binding for all parties for 1 year.
7,Review of order.
8,Lay-off illegal in certain cases.
9,Exemption.
penalty for illegal lay-off. The penalty for illegal lay-off is
imprisonment up to 1 month or fine up to Rs. 1,000 or
both(sec.25-n).
Dr.M.Latha Natarajan
36. 1,3 months notice and prior permission of the appropriate
Government or the specified authority required before
retrenchment.
2,Application to be made for permission.
3,Order granting or refusing permission for retrenchment to be
communicated to employer and workmen.
4,Presumption of permission if no order communicated within
60 days.
5,Order binding on all parties for 1 year.
6,Review of order.
7,Consequences of illegal retrenchment.
8,Exemption.
9,Compensation in case of permission for retrenchment- 15
days wages for every completed year of service.
penalty for illegal retrenchment is imprisonment up to 1 month
or fine up to Rs.1000 (or) both.
Dr.M.Latha Natarajan
37. Application for permission to close to be made at least 90
days before the intended date of closure.
Sec. 25- shall not, however, apply to an undertaking set up
for the construction of buildings, bridges, roads, canals,
dams or for other construction work.
Order granting or refusing permission to be communicated
to employer and workmen.
› the genuineness and adequacy of the reasons stated
by the employer;
› the interests of the general public, and
› all other relevant factors.
The compensation shall be equivalent to 15 days’ average
pay for every completed year of continuous service or any
part thereof in excess of 6 months [sec.25-O(8)].
Dr.M.Latha Natarajan
38. Presumption of permission if no order
communicated within 60 days. Under [sec.25-O
94)].
Order granting or refusing permission final and
binding on all parties for 1 year. [sec.25-O(4)].
Review of order.
› review its order granting or refusing to grant
permission, or
› refer the matter to an Industrial Tribunal for
adjudication [Sec.25-O (5)]
Consequences of illegal closure.
Exemption:
Penalty for closure (Sec.25-R)
Shall be punishable with imprisonment for a term
which may extend to 6 months, or with fine which
may extend to Rs.500, or with both [Sec.25-R(1)].
Dr.M.Latha Natarajan
39. The Amendment Act of 1982 has introduced a new Chapter
V-C containing two Secs. 25-T and 25-U.
Prohibition of unfair labour practice (Sec. 25-T)
Penalty for committing unfair labour practice (sec. 25-U)
PENALTIES:
Penalty for general offences [sec.31(2)], if no other be
punishable with fine which may extend to Rs.100.
MISCELLANEOUS:
Offences by companies, etc. (Sec.32), where a person
committing an offence under this Act is a company or other
body corporate or an association of persons, every director,
manager, secretary, agent or other officer or person
concerned with the management thereof shall be deemed to
be guilty of such offence.
Dr.M.Latha Natarajan
40. Conditions of service to remain unchanged during
pendency of proceedings (sec.33)
Employer not to alter conditions of service or punish for
misconduct during pendency of proceedings [sec.33(1)].
in regard to any matter connected with the dispute ,
alter, to the prejudice of the workmen concerned in
such dispute, the conditions of service applicable to
them immediately before the commencement of such
proceeding
[Sec.33(1) (a)];
for any misconduct connected with the dispute,
discharge or punish, whether by dismissal or otherwise
any workmen connected in such dispute [sec.33(1)(b)].
Dr.M.Latha Natarajan
41. Shall be punishable for a term which may extend to 6
months, or with fine which may extend to Rs.100 or with
both.
Recovery of money due from an employer (Sec.33-C)
Cognizance of offences (Sec.34)
No court inferior to that of a Metropolitan Magistrate or a
Judicial Magistrate of the First Class shall try any offence
punishable under this Act [sec.3492)]
Protection of persons (Sec.35)
expulsion from any trade union or society, or
any fine or penalty, or
deprivation of any right or benefit to which he or his legal
representatives would otherwise be entitled, or
Dr.M.Latha Natarajan
42. any disability either directly or indirectly or any
disadvantage as compared with other members of the
union or society {sec.35(1)]
› Representation of parties (sec.36)
any member of the executive or other office-bearer of a
registered trade union of which he is a member;
where the worker is not a member of any trade union,
by any member of the executive or other office-bearer
of any trade union connected with, or by any other
workman employed in, the industry .
› Representation of employers.
an officer of an association of employers of which he is
a member;
an officer of a federation of association of employers of
which the association referred to in clause (a) is
affiliated;
Dr.M.Latha Natarajan
43. Power to remove difficulties (sec.36-A)
Power to exempt (sec.36-B)
Protection of action taken under the Act (sec.37)
Power to make rules (sec.38)
Dr.M.Latha Natarajan