This document discusses the Industrial Disputes Act of 1947 in India. It defines an industrial dispute as any disagreement over employment terms between employers and employees or worker groups. The main types of industrial disputes mentioned are strikes, lockouts, gherao and picketing. Causes of disputes include both economic issues like wages and bonuses as well as non-economic issues like treatment of workers and union recognition. The document recommends measures to improve relations like progressive management, strong unions, mutual trust and workers participation in management.

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Contents
 Introduction of Industrial Dispute Act
 Introduction Of Industrial Dispute
 Types of Industrial Dispute
 Causes of Industrial Dispute
 Measures to Improve Industrial Relations

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Introduction
 The Industrial Disputes Act 1947 extends to the whole of India and
regulates Indian labour law so far as that concerns trade unions. It came
into April 1, 1947.
 The objective of the Industrial Disputes Act is to secure industrial peace
and harmony by providing machinery and procedure for the investigation
and settlement of industrial disputes by negotiations.
 it applies to every industrial establishment carrying on
any business, trade, manufacture or distribution of goods and services
irrespective of the number of workmen employed therein. laws apply only
to the organised sector.

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 Industrial dispute means any dispute or difference between
employers and employers or between employers and
workmen or between workmen and workmen.
 It is connected with the employment or non-employment or
the terms of employment or with the conditions of labour of
any person.
 Industrial disputes means difference or disagreement of
strife over some issues between the parties.
Industrial Disputes

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Types Of Industrial Disputes
Strike
Economic strike
Sympathetic strike
slow down strike
Sit down strike
General strike

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Cont….
Lackout : Lockout means the closing of a place of
business of employment or the suspension of work.
Gherao: Gherao are also being adopted by educational
and others institutions. It is an illegal act according to the
law.
Picketing: If picketing does not involve any violence it is
perfectly legal. It is done to bring into the notice of public that
there is dispute between workers and management.

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Causes Of Industrial Disputes
Economic Causes
(I) Wages
(ii) Bonus
(iii) Dearness allowance
(iv) Conditions of work and employment
(v) Working hours
(vi) Leave and holidays
(vii) Dismissals

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Cont...
Non- Economic Causes
(i) Recognition of trade unions
(ii) Victimisation of workers
(iii) Ill-treatment by supervisory staff
(iv) Sympathetic strikes
(v) Political causes

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Miscellaneous causes
i. Rumours spread out by undesirable elements.
ii. Working conditions and working methods.
iii. Lack of proper communication.
iv. Behaviour of supervisors.
v. Trade union rivalry .

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Measures to Improve Industrial Relation
 Progressive Management: it should be conscious of its
obligations and responsibilities to the owners of the
business.
 Strong and Stable Union: there must be a strong and
Stable union in every enterprise to represent the majority of
workers and negotiate with the management.
 Atmosphere of Mutual Trust: management should adopt a
progressive outlook and should recognize the right of
worker.

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 Mutual Accommodation : In any organization, there must
be a great emphasis on mutual accommodation rather than
conflict or uncompromising attitude .
 Sincere Implementation of Agreements: The
management should sincerely implement the settlements
reached with the trade unions.
 Workers’ Participation in Management: This will improve
communication between managers and workers, increase
productivity and lead to greater effectiveness.

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 Sound Personnel Policies: The policies should be clearly
stated so that there is no confusion in the mind of anybody.
The implementation of the policies should be uniform
throughout the organisation to ensure fair treatment to each
worker.
 Government’s Role: It should make law for the compulsory
recognition of a representative union in each industrial unit.
It should intervene to settle disputes if the management and
the workers are unable to settle their disputes.

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