what is industrial disputes, and how to resolves the disputes according to act, guideline of solving industrial disputes, and understanding of strike and lockout

1. CC 601CC 601
INDUSTRIAL LAWSINDUSTRIAL LAWS
KSKV KUTCH UNIVERSITYKSKV KUTCH UNIVERSITY

2. Sr. No Topics Weightage
1 Industrial Disputes Act 25
2 Factories Act 25
3 Employee State Insurance
Co-operation Act
15
4 Workmen’s Compensation
Act
15
5 P.F. and Miscellaneous Act 10
6 Payment of Wages Act. 10

3. INDUSTRIAL DISpUTeS ACT
Dr.M.Latha NatarajanKunal Upadhyay

4. Object of the Act
 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
 To improve the condition of workmen in industry
a) by redressal of grievances of workmen
b) by providing job security

5. Definition of industry before
amendments in 1982
“Industry means any business, trade,
undertaking, manufacture or calling of
employees and includes any calling, service,
employment, handicraft or
industrial occupation or avocation of
workmen.

6. Industrial Dispute
Industrial dispute means any dispute or difference between –
 Employers and employers
 Employers and workmen
 Workmen and workmen.
 or the terms of employment or with the conditions of labour,
of any persons

7. Procedure for settlement of
Industrial Disputes under the Act
 Works Committees (Sec.3).
 Conciliation Officers (Sec.4).
 Boards of Conciliation (Sec.5).
 Courts of Inquiry (Sec.6)
 Labour Courts (Sec.7)
 Industrial Tribunals (Sec.7-A)
 National Tribunals (Sec.7-B)
 Disqualifications for the presiding officers of Labour, Court
Tribunals and National Tribunals (Sec-7C)
 Filling of vacancies (Sec-8)
 Finality of orders constituting Boards (Sec-9)

8. Works Committees Sec-3
• In the case of any industrial establishment in which 100 or more100 or more
workmen are employedworkmen are employed
• the number of representatives of workmen on the Committee
shall not be less than the number of representatives of the
employer.
• The representatives of the workmen shall be chosen in the
prescribed manner from among the workmen engaged in the
establishment and in discussion with their trade union, if any,
registered under the Indian Trade Unions Act, 1926 (16 of 1926).
• the duty of the Works Committee to promote measures for
securing and preserving amity and good relations between the
employer and workmen
• comment upon matters of their common interest or concern and
attempt to compose any material difference of opinion in respect
of such matters.

9. Conciliation Officers (Sec.4).
• The appropriate Government may, by notification in the
Official Gazette, appoint such number of persons as it thinks
fit, to be conciliation officers, charged with the duty of
mediating in and promoting the settlement of industrial
disputes.
• A conciliation officer may be appointed for a specified area or
for specified industries in a specified area or for one or more
specified industries and either permanently or for a limited
period.

10. Boards of Conciliation
(Sec.5).
• A Board shall consist of a chairman and two or four other
members, as the appropriate Government thinks fit.
• The chairman shall be an independent person and the other
members shall be persons appointed in equal numbers to
represent the parties to the dispute and any person
appointed to represent a party shall be appointed on the
recommendation of that party
• A Board, having the prescribed quorum, may act
notwithstanding the absence of the chairman or any of its
members or any vacancy in its number

11. Courts of Inquiry (Sec.6)
• The appropriate Government may as incident arises by
notification in the Official Gazette constitute a Court of
Inquiry for inquiring into any matter appearing to be
connected with or relevant to an industrial dispute
• A court may consist of one independent person or of such
number of independent persons as the appropriate
Government may think fit and where a court consists of two
or more members, one of them shall be appointed as the
chairman.
• A court, having the prescribed quorum, may act
notwithstanding the absence of the chairman or any of its
members or any vacancy in its number

12. Labour Courts (Sec.7)
• A Labour Court shall consist of one person only to be
appointed by the appropriate Government
• A person shall not be qualified for appointment as the
presiding officer of a Labour Court, unless
– he is, or has been, a Judge of a High Court; or
– he has, for a period of not less than three years, been a District Judge
or an Additional District Judge; or
– he has held any judicial office in India for not less than seven years; or
– he has been the presiding officer of a Labour Court constituted under
any Provincial Act or State Act for not less than five years.

13. Industrial Tribunals (Sec.7-
A)• The appropriate Government may, by notification in the Official
Gazette, constitute one or more Industrial Tribunals for the
adjudication of industrial disputes relating to any matter, whether
specified in the Second Schedule or the Third Schedule and for
performing such other functions as may be assigned to them under
this Act.
• A Tribunal shall consist of one person only to be appointed by the
appropriate Government.
• A person shall not be qualified for appointment as the presiding
officer of a Tribunal unless
– he is, or has been, a Judge of a High Court; or
– he has, for a period of not less than three-years, been a District
Judge or an Additional District Judge;

14. National Tribunals (Sec.7-
B)• 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 the
Central Government, 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.
• A National Tribunal shall consist of one person only to be appointed
by the Central Government.
• A person shall not be qualified for appointment as the presiding
officer of a National Tribunal unless he is, or has been, a judge of a
High Court.
• The Central Government may, if it so thinks fit, appoint two
persons as assessors to advise the National Tribunal in the
proceeding before it.

15. Disqualifications for the presiding
officers of Labour, Courts , Tribunals
and National Tribunals (Sec-7C)
• No person shall be appointed to, or continue
in, the office of the presiding officer of a
Labour Court, Tribunal or National Tribunal, if
– (a) he is not an independent person; or
– (b) he has attained the age of sixty-five years.

16. Filling of vacancies (Sec-8)
• If, for any reason a vacancy (other than a temporary absence)
occurs in the office of the presiding officer of a Labour Court,
Tribunal or National Tribunal or in the office of the Chairman
or any other member of a Board or court, then, in the case of
a National Tribunal, the Central Government and in any other
case, the appropriate Government, shall appoint another
person in accordance with the provisions of this Act to fill the
vacancy, and the proceeding may be continued before the
Labour Court, Tribunal, National Tribunal, Board or Court, as
the case may be, from the stage at which the vacancy is filled.

17. Finality of orders
constituting Boards (Sec-9)
• the Central Government appointing any person as the
Chairman or any other member of a Board or Court or as the
presiding officer of a Labour Court, Tribunal or National
Tribunal shall be called in questioning any manner
• Where the report of any settlement arrived at in the course
of conciliation proceeding before a Board is signed by the
chairman and all the other members of the Board, no such
settlement shall be invalid by reason only of the casual or
unforeseen absence of any of the members (including the
Chairman) of the Board during any stage of the proceeding.

18. Conciliation Officers
• DutiesDuties
– To hold conciliation proceedings
– To investigate the duties
– To send a report and memorandum of settlement to appropriate Govt.
Board of Conciliation Officers
• DutiesDuties
– To bring a settlement of the dispute
– To send a report and memorandum of settlement to appropriate Govt.
– To communicate the reasons to the parties if no further reference made
– To submit report within TWO month

20. Strike & Lock OutStrike & Lock Out
• Strike may also be viewed as a weapona weapon of the
workmen to bring pressure on the employer to
redress particular grievances.
• As per the act “a Stop of work by a body of
persons employed in an industry, action in
combination or a concerted refusal, or a refusal
under a common understanding of any number
of persons who are or have been so employed
to continue to work or to accept employment”

21. Forms of STRIKE
• Stay-in-strike
• Go-Slow
• Lighting or Wildcat Strike
• Picketing (Freedom of speech, association)
• Gherao
• Bandh

22. Strike & Lock-OutStrike & Lock-Out
• (1) No person employed in a public utility service
shall go on strike, in breach of contract
– (a) without giving to the employer notice of strike, as
herein after provided, within six weeks before striking; or
– (b) within fourteen days of giving such notice ; or
– (c) before the expiry of the date of strike specified in any
such notice as aforesaid; or
– (d) during the pendency of any conciliation proceedings
before a conciliation officer and seven days after the
conclusion of such proceedings.

23. Cont…
• (2) No employer carrying on any public utility
service shall lock-out any of his workman
– (a) without giving them notice of lock-out as hereinafter
provided, within six weeks before locking-out; or
– (b) within fourteen days of giving such notice; or
– (c) before the expiry of the date of lock-out specified in any
such notice as abovementioned; or
– (d) during the pendency of any conciliation proceedings
before a conciliation officer and seven days after the
conclusion of such proceedings.

24. General prohibition of
Strikes and Lock-outs
• (a) during the pendency of conciliation proceedings before a
Board and seven days after the conclusion of such
proceedings;
• (b) during the pendency of proceedings before a Labour Court,
Tribunal or National Tribunal and two months, after the
conclusion of such proceedings;
• (bb) during the pendency of arbitration proceedings before an
arbitrator and two months after the conclusion of such
proceedings, where a notification has been issued under sub-
section (3A) of section 10A; or
• (c) during any period in which a settlement or award is in
operation, in respect of any of the matters covered by the
settlement or award.

25. LAY-OFF & RETRENCHMENT
• Section 2 (kkk) : Lay-offs means the failure, refusal or
inability of an employer on account of shortage of coal, power,
or raw materials or the accumulation of stock or the break down
of machinery (or natural calamity or for any other connected
reason) to give employment to a workman whose name is borne
on the muster rolls of his industrial establishment and who has
not been retrenched
• Retrenchment means the termination by the employer of the
service of the workman, for any reason whatsoever, otherwise
than as a punishment inflicted by way of disciplinary action, but
does not include
– a. Termination by the way of punishment caused pursuant to
disciplinary action.
– b. Voluntary Retirement of the workman.

26. Classification of Lay-offClassification of Lay-off
• On the basis of duration
– (i) Lay-off for a day occurring when work is
denied within two hours of his presenting himself
for work.
– (ii) Lay-off for one half of day occurring when
work is denied in the first half of the shift but the
workman is called in the second half of the shift
for doing work
– (iii) Lay-off for more than a day but not amounting
to retrenchment

27. Essentials of retrenchmentEssentials of retrenchment
• Termination of service
• On the ground of surplus labour
• The terminated service must have been capable
of being continued
• For any reason but should not be actuated by any
motive of victimization or unfair labour practice
• The termination must be for proper reason such as
economy, rationalization, installation of labour saving
machinery, or any other industrial or trade reasons

28. Conditions guide to retrenchmentConditions guide to retrenchment
• One month’s notice in writing giving
reason or paid in lieu of such notice
• The workman has been paid, compensation
equivalent to 15 day’s average pay for every
completed year of continuous service or any
part thereof in excess of six months
• Notice in the prescribed manner on the
appropriate government by notification in the
Official Gazette