INDUSTRIAL

DISPUTESPresented By:-
Satyam Singh
Balram Yadav
Harsh Singh
Ahemad Ali
(BBA-A)

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 Definition

“An industrial dispute is a disagreement between

employers and employees, or between
employees themselves, that relates to
employment. This includes disputes over
employment status, terms of employment, or
working conditions.”

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 INTRODUCTION The Industrial Disputes Act of 1947sec
2(k), defines an industrial dispute
means any dispute or between
employers and employers, or between
the workmen and workmen ,which is
connected with employment or non
employment or terms of employment
Industrial Dispute Act ,1947 Enacted on 11th
March,1947 and it came into enforce in 1st
or with condition of labour of any
April,1947 which is replace by Industrial person.
Relations code ,2020.

It includes disputes
over employment
status, terms of
employment, or
working conditions.
 Causes The causes of Industrial Disputes or the industrial
disputes may be grouped into four(4) categories
and they are:-
(I) Industrial
Factor

(I) Wages and (ii) Bonuses (iii)Personnel and

benefits retrenchment

Layoffs and retrenchments

When wages don't keep up Workers may demand a can lead to industrial
with inflation, workers may share of the company's disputes.
strike to demand higher profits.
pay

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 (ii) Management attitude towards Labor

!
Management Attitude Towards
Labor
A management attitude that is perceived as hostile, dismissive, or
unfair towards employees can be a significant cause of industrial
disputes, as it can lead to feelings of resentment, distrust, and a lack
of communication, ultimately pushing workers to take collective
action through unions to address their grievances.
 Key aspects of management attitude that can trigger
industrial disputes:

1 2 3 4 5
Lack of Autocratic Discriminato Ignoring Unwillingnes
transparency leadership ry practices employee s to
and style grievances negotiate
communicati
on

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 (iii)
Government
Machinery

(I)Not Successful in Implementation of

Labour Law.

(II) The offi cers associated with

conciliation proceedings have very little
training in handling the problem or
dispute which are referred to them.
 4
Other Factors

(i) Intra/Inter Union Rivalry

(ii) Non-implementation of Agreement
or award
(iii)Work Load
(iv)Character of Demand

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Forms of Industrial Dispute t

Strikes Lockouts

Primary Secondary/
Others
Strikes sympethatic
Strikes (i) General
(ii) Particular
(iii) Political
(iv) Bandh

Stay Sit-Down
away Stay In Token or Ghera Hunge
Strike Pen Down Protest o r
Or Strike Strike
Tool Down 9
 Strike
s
To refuse to continue working
because of an argument with an
employer about working
conditions, pay levels, or job
Primarylosses:
Strikes
A primary strike is a direct action against an
employer
(i) Stay Away Strike:- In this strike workmen stay
away from the work place in form of Rallies.
(ii) Stay-in or Sit-down :- In this strike workmen
comes to workplace but they don’t work.
(iii)Tools Down, Pen Down Strike :-Strikers
laydown their tool in case of factory worker
and office employee laydown their pen. 10
 Secondar
y strikes

A secondary strike is a work stoppage

by employees of a different employer
in support of a strike by another
employer's employees. It is also
known as sympathetic strike

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 (II) Lockout
s

Lockouts
A situation in which an employer does
not allow workers into their place of
work, especially a factory, until they
agree to certain conditions.

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Prevention Machinery of
Industrial Dispute

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 “
1.Schemes of workers
participation : Schemes of workers participation
It is a method where by the workers are allowed
to be consulted and to have a say in the
management of the unit. The important schemes
of workers participation are :work committee,
joint management council (JMC),shop council and
joint council .

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 “
2.Collective bargaining : Collective bargaining
According to Dale Yoder, collective bargaining is the
term used to describe a situation in which essential
conditions of employment are determined by a
bargaining process under taken by representatives
of a group of workers on the one hand and of one
or more employees on the other. Collective
bargaining not only includes negotiation,
administration and enforcement of the written
contracts between the employees and the
employers ,but also includes the process of
resolving labour management conflicts. 15
 “
3.Standing orders :To prevent the emergency
of industrial strife over the condition of
employment ,one important measure is the
standing orders. The standing orders regulate the
condition of employment from the stage of entry
to the organization to the stage of exit from the
organization. It also act as a code of conduct for
the employees during their working life within the
organization.

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 “
4.Code of discipline :Code of Discipline is a set
of self imposed mutually agreed voluntary
principles of discipline and good relations
between the management and the workers in
industry, In India, Code of Discipline was
approved by the 16th Indian Labour
Conference held in 1958.

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