INDUSTRIAL DISPUTES
MEANING
Industrial Disputes Act 1947 defines any dispute or difference between employers and employers or between
employers and workers, or between workers and workers, which is connected with the employment or non-
employment or terms of employment or with the conditions of labor of any person.
In simple language, the disputes between employers and employees on an Industrial matters are known as
industrial disputes.
Forms of Industrial Disputes
Strikes: A strike means a cessation of work by a body of persons employed in any industry acting in combination or a
concerted refusal under a common understanding of a number of persons who are or have been so employed to continue
work or to accept employment.
Lock Out: Lockouts means the employer closes down his factory where his workers are employed because he wants to
force them to agree to his terms and conditions of service during the pendency of a dispute.
Picketing: It is primarily a method of drawing public attention towards the disputes and it is legal so there is no
violence is involved. In picketing, workers are dissuaded from reporting for by certain persons stationed at the gate of
the factory.
Boycott: Boycott aims at disrupting the normal functioning of an enterprise, through forceful appeals and negative
behavioural acts.
Causes of Disputes
Wages and Allowances: The most important cause for disputes relates to wages. The demand for increase in
wages and allowances is the most important cause of industrial disputes.
Union Rivalry: Most organizations have multiple unions. Multiplicity of unions leads to inter-union rivalries.
If one union agrees to a wage settlement, another union will oppose it.
Political Interference:Everywhere trade union have been compelled to engage in politicall action to obtain
enough freedom from legal restraint to exercise their main industrial functions.
Unfair labour Practices:The management is generally not willing to talk over any disputes with the
employees or the representatives, or refer it to ‘arbitration’ even when trade unions want it so, and this
enrages the workers.
Settlement of Industrial Disputes
Arbitration: it is a procedure in which a neutral third party studies the bargaining situation listen to both the
parties and gathers information and then make recommendation that are binding the parties.
Conciliation: It is a process by which representatives of workers and employees are brought together before
a third party with a view to persuading them to arrive at an agreement by mutual discussion between them.
Collective Bargaining: it is a process by which employers on the one hand and representative of the
employees on the other, attempt to arrive at agreements covering the conditions under which employees will
contribute and be compensated for their services.
Code of Discipline: The code of discipline evolved by the Ministry of Labour and Employment. The code of
discipline defines duties and responsibilities of employers and workers.
Grievance Procedures: A grievance may be understood as an employee’s dissatisfaction or feeling of
personal injustice relating to his or her employment relationship.
Adjudication: it is means a mandatory settlement of an industrial dispute by a labour court or a
[Link] an industrial dispute remains unresolved by the conciliation officer and the board of
conciliation,the matter is referred in a court of inquiry.
Consultative Machinery: It is set by the government to resolve disputes. The main function of this machinery
is to bring the parties together for mutual settlement of differences in a spirit of co-operation and goodwill.
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