This Ppt is about the industrial Dispute Act,1947 and the methods used to solve it.

1. A
PRESENTATION ON
INDUSTRIAL DISPUTES
By:
Sylvester D’Souza

2. Meaning Of Industrial Dispute
 According to the Industrial Disputes Act,
1947, the term 'industrial dispute' means "any
dispute or difference between employers and
employers, or between employers and
workmen, or between workmen and workmen,
which is connected with the employment or
non-employment, or the terms of employment
or with the conditions of labour, of any person“.

3. Objectives Of Industrial Dispute Act,1947
1. To provide a suitable machinery for the just, equitable
and peaceful settlement of industrial disputes.
2. To promote measures for securing and preserving amity
and good relations between employers and employees.
3. To prevent illegal strikes and lockouts.
4. To provide relief to workers against layoffs,
retrenchment, wrongful dismissal and victimisation.
5. To promote collective bargaining.
6. To ameliorate the conditions of workers.
7. To avoid unfair labour practices.

4. Reasons/Causes of Industrial Disputes
1) Demand for higher wages and allowances.
2) Demand for payment of bonus and determination of its rate thereof.
3) Demand for higher social security benefits.
4) Demand for good and safer working conditions, including length of a
working day, the interval and frequency of leisure and physical work
environment.
5) Demand for improved labour welfare and other benefits. For example,
adequate canteen, rest, recreation and accommodation facility,
arrangements for travel to and from distant place’s, etc.

5. Methods For Settlement Of Industrial
Disputes
1. Conciliation
2. Arbitration
3. Adjudication

6. CONCILIATION
 Conciliation is the “practice by which the
services of a neutral party are used in a
dispute as a means of helping the disputing
parties to reduce the extent of their differences
and to arrive at an amicable settlement of
agreed solution.”
 The Industrial Disputes Act, 1947 provides
for “Conciliation Officer or A Board of
Conciliation”.

7. Conciliation Officer
 A Conciliation Officer Is a Person appointed by
the Government to conciliate between the
parties to the industrial dispute.
 The Conciliation Officer is given the powers of
a civil court, whereby he is authorised to call
the witness the parties on oath.

8. Roles Of Conciliation Officer
1. He shall, hold conciliation proceedings in the prescribed manner.
2. He shall investigate the dispute and all matters affecting it and may do all
such things as he thinks fit for the purpose of inducing the parties to come to
a fair settlement of the dispute.
3. If a settlement of the dispute or of any of the matters in dispute is arrived at in
the course of the conciliation proceedings the conciliation officer shall send a
report thereof to the appropriate government together with a memorandum of
the settlement signed by the parties to the dispute.
4. If no such settlement is arrived at , the conciliation officer shall, as soon as
practicable after the close of the investigation, send to the appropriate
Government a full report setting forth the steps taken by him for ascertaining
the facts and circumstances relating to the dispute and for bringing about a
settlement thereof, together with a full statement of such facts and
circumstances, and the reasons on account of which, in his opinion, a
settlement could not be arrived at.
5. If, on a consideration of the report referred to in sub-section (4), the
appropriate government is satisfied that there is a case for reference to a
Board, , it may make such reference. Where the appropriate government
does not make such a reference it shall record and communicate to the
parties concerned its reasons therefore.
6. A report under this section shall be submitted within fourteen days of the
commencement of the conciliation proceedings or within such shorter period
as may be fixed by the appropriate government.

9. BOARD OF CONCILIATION
 In case Conciliation Officer fails to resolve the
differences between the parties, the
government has the discretion to appoint a
Board of Conciliation.
 It consists of a chairman and two or four other
members.
 The Board must submit its report to the
government within two months of the date on
which the dispute was referred to it. This
period can be further extended by the
government by two months.

10. Arbitration
 Arbitration is a process in which the conflicting
parties agree to refer their dispute to a neutral
third party known as ‘Arbitrator’. Arbitration
differs from conciliation in the sense that in
arbitration the arbitrator gives his judgment on
a dispute while in conciliation, the conciliator
disputing parties to reach at a decision.

11. Types Of Arbitration
1. Voluntary Arbitration: In voluntary arbitration both the
conflicting parties appoint a neutral third party as arbitrator.
The arbitrator acts only when the dispute is referred to
him/her. With a view to promote voluntary arbitration, the
Government of India has constituted a tripartite National
Arbitration Promotion Board in July 1987, consisting of
representatives of employees (trade employers and the
Government. However, the voluntary arbitration could not
be successful because the judgments given by it are not
binding on the disputants. Yes, moral binding is exception to
it.
2. Compulsory Arbitration: In compulsory arbitration, the
government can force the disputing parties to go for
compulsory arbitration. In other form, both the disputing
parties can request the government to refer their dispute for
arbitration. The judgment given by the arbitrator is binding
on the parties of dispute.

12. Adjudication
 Adjudication: The ultimate legal remedy for the
settlement of an unresolved dispute is its
reference to adjudication by the government.
The government can refer the dispute to
adjudication with or without the consent of the
disputing parties. When the dispute is referred
to adjudication with the consent of the
disputing parties, it is called ‘voluntary
adjudication.’ When the government herself
refers the dispute to adjudication without
consulting the concerned parties, it is known
as ‘compulsory adjudication.

13. Three-tier machinery for the adjudication of indus-
trial disputes:
 1. Labour Court
 2. Industrial Tribunal
 3. National Tribunal

14. Labour Court
 Under Section 7 of the Industrial Disputes Act,
1947, the appropriate Government by notifying in
the official Gazette, may constitute Labour Court
for adjudication of the industrial disputes.
 The labour court consists of one independent
person who is the presiding officer or has been a
judge of a High Court, or has been a district judge
or additional district judge for not less than 3
years, or has been a presiding officer of a labour
court for not less than 5 years.
 The labour court deals with the matters specified
in the second schedule of the Industrial Disputes
Act, 1947.

15. Issues that come under Labour Court
 1. The property or legality of an employer to pass
an order under the standing orders.
 2. The application and interpretation of standing
orders.
 3. Discharge or dismissal of workers including
reinstatement or grant of relief to workmen
wrongfully dismissed.
 4. Withdrawal of any statutory concession or
privilege.
 5. Illegality or otherwise of a strike or lockout.
 6. All matters other than those reserved for
industrial tribunals.

16. INDUSTRIAL TRIBUNAL
 Under Section 7A of the Act, the appropriate
Government may constitute one or more
Industrial tribunals for the adjudication of
industrial disputes. Compared to labour court,
industrial tribunals have a wider jurisdiction. An
industrial tribunal is also constituted for a
limited period for a particular dispute on an
adhoc basis.

17. Issues that come under
Industrial Tribunal
 1. Wages, including the period and mode of payment.
 2. Compensatory and other allowances.
 3. Hours of work and rest periods.
 4. Leave with wages and holidays.
 5. Bonus, profit sharing, provident fund, and gratuity.
 6. Classification by grades.
 7. Rules of discipline.
 8. Rationalisation.
 9. Retrenchment of employees and closure of an
establishment or undertaking.
 10. Any other matter that can be prescribed.

18. National Tribunal
 This is the third one man adjudicatory body
appointed by the Central Government by
notification in the Official Gazette for the
adjudication of industrial disputes of national
importance. The central Government may, if it
thinks fit, appoint two persons as assessors to
advise the National Tribunal. When a national
tribunal has been referred to, no labour court
or industrial tribunal shall have any jurisdiction
to adjudicate upon such matter.

19. THANK YOU.