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Notes On Industrial Relation

The document discusses several key causes of industrial disputes including close-mindedness of employers and employees on wages and work, irrational wage systems, poor working conditions, lack of human relations and discipline, introduction of new technology without consultation, nepotism, unfair labor practices, profit sharing issues, union rivalries, strikes, lockouts, and broken agreements. It also discusses the importance of adjudication for settling industrial disputes through a three-tier system of labor courts, industrial tribunals, and national tribunals established by the government. Minimizing industrial unrest involves progressive management, strong unions, mutual trust and accommodation between management and labor, sincere implementation of agreements, worker participation, sound personnel policies, and an active government role in

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ArihantAskiGoswami
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183 views

Notes On Industrial Relation

The document discusses several key causes of industrial disputes including close-mindedness of employers and employees on wages and work, irrational wage systems, poor working conditions, lack of human relations and discipline, introduction of new technology without consultation, nepotism, unfair labor practices, profit sharing issues, union rivalries, strikes, lockouts, and broken agreements. It also discusses the importance of adjudication for settling industrial disputes through a three-tier system of labor courts, industrial tribunals, and national tribunals established by the government. Minimizing industrial unrest involves progressive management, strong unions, mutual trust and accommodation between management and labor, sincere implementation of agreements, worker participation, sound personnel policies, and an active government role in

Uploaded by

ArihantAskiGoswami
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Main causes of industrial dispute (3 marks)

causes of industrial disputes strains which results in bad industrial relations are.
1. Close mindedness of employers and employees one thinking to extractmaximum
work with minimum remuneration, other thinking to avoid work and get more
enhancement in pay and wages.
2. Irrational wage, wage system and structure not mutually acceptable
3. Poor working environment, low presence of safety, hygiene conditions vitiated
atmosphere for smooth working
4. Poor human relations, and lack of dexterity on the part of management personnel
5. Lack of control over the situations erosion of discipline, which rebounds.
6. Introduction of new technology or automation mechanization,Computerization etc
. without proper consultations, preparations anddiscussion with workers and
creating climate.
7. Nepotism, unequal work loads, disproportionate wage, and responsibilities.
8. Adoption of unfair labour practices either by employer or employees and unions.
9. Unjustifiable profit sharing, and not considering workers as a co-shares of the
gains of the industry.
10. Frequent union rivalries over membership foisting up of fake unions.
11. Strikes lock out, lay off, and resulting retrenchment due to high handedness on
the part of the concerned.
12. Throwing away the agreements and arrived settlements
13. Militancy of the unions
14. Attitude of government and political parties who may indirectly control somethe
unions for their own gains or to get a hold on the industry.
Importance of adjudication ( 3marks)
Adjudication: Adjudication is the ultimate legal remedy for settlement of Industrial
Dispute. Adjudication means intervention of a legal authority appointed by the
government to make a settlement which is binding on both the parties. In other
words adjudication means a mandatory settlement of an Industrial dispute by a
labour court or a tribunal. For the purpose of adjudication, the Industrial Disputes
Act provides a 3-tier machinery:
a) Labour court
b) Industrial Tribunal
c) National Tribunal
a) Labour Court: The appropriate government by notification in the official
gazette constitute one or more labour courts for adjudication of Industrial
disputes relating to any matters specified in the second schedule of
Industrial Disputes Act.
b) Industrial Tribunal: The appropriate government by notification in the
official gazette, constitute one or more Industrial Tribunals for the
adjudication of Industrial disputes

c) National Tribunal: The central government may, by notification in the


official gazette, constitute one or more National Tribunals for the
adjudication of Industrial
Minimizing industrial unrest
. Progressive Management:
There should be progressive outlook of the management of each industrial enterprise. The management must
recognize the rights of workers to organise unions to protect their economic and social interests.
The management should follow a proactive approach, i.e., it should anticipate problems and take timely steps to
minimise these problems. Challenges must be anticipated before they arise otherwise reactive actions will compound
them and cause more discontent among the workers.
2. Strong and Stable Union:
A strong and stable union in each industrial enterprise is essential for good industrial relations. The employers can
easily ignore a weak union on the plea that it hardly represents the workers.
3.Atmosphere of Mutual Trust:
Both management and labour should help in the development of an atmosphere of mutual cooperation, confidence,
and respect. Management should adopt a progressive outlook, and should recognise the right of workers.
Similarly, labour unions should persuade their members to work for the common objectives of the organisation. Both
the management and the unions should have faith in collective bargaining and other peaceful methods of settling
industrial disputes.
4. Mutual Accommodation:
The right of collective bargaining of the trade unions must be recognised by the employers. Collective bargaining is
the cornerstone of industrial relations.
5. Sincere Implementation of Agreements:
The management should sincerely implement the settlements reached with the trade unions. The agreement
between the management and the unions should be enforced both in letter and spirit.
6. Workers Participation in Management:
The participation of workers in the management of the industrial unit should be encouraged by making effective use
of works committees, joint consultation and other methods. This will improve communication between managers and
workers, increase productivity and lead to greater effectiveness.
7. Sound Personnel Policies:
Personnel policies should be formulated in consultation with the workers and their representatives if they are to be
implemented effectively. 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.
8. Governments Role:
The Government should play an active role for promoting industrial peace. 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. This will restore industrial peace.

Players in industrial relations


Three main parties are directly involved in industrial relations:
Employers: Employers possess certain rights vis--vis labors. They have the right
to hire and fire them. Management can also affect workers interests by exercising
their right to relocate, close or merge the factory or to introduce technological
changes.
Employees: Workers seek to improve the terms and conditions of their
employment. They exchange views with management and voice their grievances.
They also want to share decision making powers of management. Workers generally
unite to form unions against the management and get support from these unions.
Government: The central and state government influences and regulates industrial
relations through laws, rules, agreements, awards of court ad the like. It also
includes third parties and labor and tribunal courts.

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