LABOUR LAW

INTERPRETATION OF INDUSTRY
DISPUTE ACT

Submitted To: Submitted By:

Mr. Vijay Kumar Vimal Shubham Mishra,

Faculty, Labour Law I 2nd Year, 4th Semester
(1649, B.B.A. LL.B)

SUBJECT: LABOUR LAW - I

APRIL, 2018

CHANAKYA NATIONAL LAW UNIVERSITY, NYAYA NAGAR,

MITHAPUR, PATNA (800001)

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 LABOUR LAW

ACKNOWLEDGEMENT

I take this opportunity to express my profound gratitude and deep regards to my guide Mr. Vijay
Kumar Vimal for his exemplary guidance, monitoring and constant encouragement throughout
the course of this project. The blessing, help and guidance given by him from time to time shall
carry me a long way in the journey of life on which I am about to embark.
I also take this opportunity to express a deep sense of gratitude to my seniors, the library staff
and my friends for their valuable information and guidance, which helped me in completing this
task through various stages.
I would also thank my Institution and my faculty members without whom this project would
have been a distant reality. I also extend my heartfelt thanks to my family and well wishers.

Shubham Mishra

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 LABOUR LAW

TABLE OF CONTENTS
INTRODUCTION ............................................................................................................................................. 4
AIMS AND OBJECTIVE ................................................................................................................................... 6
RESEARCH METHODOLOGY .......................................................................................................................... 6
HYPOTHESIS .................................................................................................................................................. 6
CHAPTER 1: NATURE AND SCOPE : INDUSTRIAL DISPUTES .......................................................................... 7
 Factum of Industrial Disputes ........................................................................................................... 8
Parties to Dispute .................................................................................................................................... 9
Subject-matter of Disputes ................................................................................................................... 11
Meaning: “Any Person" ....................................................................................................................... 12
Time of raising Industrial Disputes ..................................................................................................... 13
CHAPTER 2: INDIVIDUAL DISPUTES VIS-À-VIS INDUSTRIAL DISPUTES ........................................................ 14
Can individual disputes be considered as industrial disputes?................................................................ 14
LEGISLATIVE RESPONSES: INSERTION OF S. 2A........................................................................................... 16
CONCLUSION............................................................................................................................................... 18
BIBLIOGRAPHY ............................................................................................................................................ 19

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 LABOUR LAW

INTRODUCTION

A controversy or dispute is a matter of opinion over which parties actively disagree, argue, or
debate. Controversies can range in size from private disputes between two individuals to large-
scale disagreements between societies.1 Collective bargaining is a way of distributing
organizational rents (i.e., economic profits) among workers and employers. While the size of
organizational rents constitutes the scope of bargaining, a number of factors such as union
power, skills of bargaining, labour laws and regulatory framework determine the relative shares
of two parties. In an actual process of bargaining, parties sometimes deliberately pull out from a
negotiation for some strategic reasons and strikes, lockouts and other types of agitations, which
are called industrial disputes, generally follow such strategic negotiations.2 Therefore, an
industrial dispute is the conflicts between employers and employees (labor) about pay or
conditions at work. Such disputes or differences are normally resolved by economic power, or by
bargaining if the two sides are of roughly equal power. Sometimes, however, one or both sides
attempt to enforce their position by violence. Such type of violence may be management
violence or union violence. Since the situations involve conflict, descriptions of events are
frequently polemical rather than accurate, and the facts of who instigated what violence against
whom are often difficult to ascertain.3

For settling of the industrial disputes, a number of industrial disputes legislations were created
which can be traced back to 1860, yet it was not till after the First World War that any significant
movement was registered in that direction. In 1859, the violent conflict between the European
Railways and their employees in Bombay Presidency led to the Employers and Workmen’s
Dispute Act in 1860. This provided for speedy and summery disposal of disputes by magistrates.
By 1870s the Act was extended to many provinces, but was repealed in 1932. The appointment
of Royal Commission also led to several recommendations for legislation including the Trade

1
All Answers ltd, 'Interpretation Of The Industrial Dispute Act'(Lawteacher.net, April 2018)
<https://www.lawteacher.net/free-law-essays/employment-law/interpretation-of-the-industrial-dispute-act-
employment-law-essay.php?vref=1> accessed 24 April 2018.

2
Ibid.

3
14_chapter-5 Judicial response to industrial disputes, shodhganga, available at
http://shodhganga.inflibnet.ac.in/bitstream/10603/8113/14/14_chapter%205.

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 LABOUR LAW

Disputes Act of 1929. This was refurbished and expanded to become the Industrial Disputes Act,
1947.4 The main objective of the Act was-

 To make provisions for the investigation and settlement of industrial disputes.

 To promote measures for securing and preserving amity and good relations between
employer and employees.
 To prevent illegal strikes and lock-outs.
 To provide relief to workmen during lay-off or after retrenchment, wrongful dismissal or
victimization.
 To provide conciliation, arbitration and adjudication facilities.5

Industrial disputes tend to reduce economic profits and inflict damages on both employer and
employee side. Disputes pose problems for rationalizing labour and capital. Moreover, the
industry looses man-day per employee for the disputes.6 It also creates problem in the production
and financial profit of the industry. This ultimately affects the economy of the country. Today
most of the countries especially, India, are dependent upon foreign investment and under these
circumstances it is necessary to keep some safeguards in the industrial laws as well as labour
laws.7

Therefore, maintaining industrial peace and harmony is important for a worker as it is for an
employer as it postulates the existence of understanding co-operation and a sense of partnership
between the employers and employees.8

4
Judicial Intervention and Industrial Relations: Exploring Industrial Disputes Cases in West Bengal by Supurna
Banerjee and Zaad Mahmood Industrial Law Journal, Volume 46, Issue 3, 1 September 2017
https://doi.org/10.1093/indlaw/dww035 Published on 01 March 2017.

5
12_chapter-7 Judicial attitude towards labour welfare laws,shodhganga, available at
http://shodhganga.inflibnet.ac.in/bitstream/10603/57426/12/12_chapter%207.

6
Ibid.

7
All Answers ltd, 'Interpretation Of The Industrial Dispute Act' (Lawteacher.net, April 2018)
<https://www.lawteacher.net/free-law-essays/employment-law/interpretation-of-the-industrial-dispute-act-
employment-law-essay.php?vref=1> accessed 24 April 2018.

8
Volume 20 - Issue 18, August 30 - September 12, 2003, India's National Magazine from the publishers of THE
HINDU.

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 LABOUR LAW

AIMS AND OBJECTIVE

This project aims to develop an idea to critical anyalyse interpretation of the industrial dispute
act. The project also aim to evaluate how the labour law is being interpretative in past years.

RESEARCH METHODOLOGY

The researches would be following the doctrinal research methodology. The researcher will be
collecting valuable data from library which includes the written works and from the field. All
these data will help the researcher to solve his research problem.

All the website, books, journals, articles published in newspapers, bodies, reports of law
commission and case laws.

HYPOTHESIS

Whether an individual dispute is an industrial dispute within the meaning of S. 2(k) of Industrial
Disputes Act is a matter of great controversy. Previously an individual dispute could not per se
be an industrial dispute. With several judicial decisions the researcher would like to show in this
project that at present an individual dispute is recognized as an industrial dispute only when it is
espoused by a union of workmen or by substantial number of workmen employed in the industry.
Without such espousal the dispute cannot be treated as an industrial dispute and therefore cannot
be referred to Labour Court.

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CHAPTER 1: NATURE AND SCOPE : INDUSTRIAL DISPUTES

The term “Industrial Dispute" has been defined in Section 2(k) of the Industrial Disputes Act
1947 as follows;

“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"9

It has remained unamended since then. This definition is taken from the definition of “trade
dispute" u/s 2 (j) of the repealed Trade Disputes Act 1929 which was in turn a reproduction of
S.8 of the Industrial Courts Act 1919 of United Kingdom. As per this Act,

“Any dispute or difference between employers and workmen or between workmen and
workmen, connected with the employment or non-employment or the terms of employment, or
with the condition of labour of any person".10

The definition of “industrial dispute" in Industrial Disputes Act 1947 is a modified form of the
above definition and adds to the list of disputes the one between the employers and employers.
Therefore the definition is comprehensive and wide enough to include all disputes or differences
between employers and employers or employers and workmen or workmen and workmen for
employment and non-employment or terms of employment or conditions of labour of a person.11

The definition does not refer to “industry". But the grammar of the expression indicates that it is
a dispute in an industry. Moreover, the use of the expressions “workmen" and “employers" in the
definition shows the requirement of “industry".

9
Judicial Intervention and Industrial Relations: Exploring Industrial Disputes Cases in West Bengal by Supurna
Banerjee and Zaad Mahmood Industrial Law Journal, Volume 46, Issue 3, 1 September 2017
https://doi.org/10.1093/indlaw/dww035 Published on 01 March 2017.

10
Ibid.

11
12_chapter-7 Judicial attitude towards labour welfare laws,shodhganga, available at
http://shodhganga.inflibnet.ac.in/bitstream/10603/57426/12/12_chapter%207.

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In Madras Gymkhana Club Employees’ Union v. Gymkhana Club12 case, Supreme Court said
that the definition contains two limitations-

The term “industrial" relates to the dispute of industry only: It expressly states that not all
disputes and differences but only those which bear upon the relationship of employers and
workmen regarding employment and non-employment, terms of employment and conditions of
labour are contemplated.13

Thus the definition if “industrial disputes" u/s 2(k) of the Industrial Disputes Act 1947 has the
following components:

 Factum of Industrial Disputes

 Parties to Dispute
 Subject-matter of Disputes
 Factum of Industrial Disputes

The key words of the definition of ‘industrial disputes’ are ‘dispute or difference’. In Beetham v.
Trinidad Cement Ltd.14 Lord Denning observed,“By definition, a ‘trade dispute’ exists wherever
a ‘difference’ exists and a ‘difference’ can exist long before the parties become locked in a
combat. It is not necessary that they should have come to blows. It is sufficient that they should
be sparring for an opening".

The expression ‘dispute or difference’ connotes a real and substantial difference having some
elements of persistency and likely, if not adjusted, to endanger the industrial peace of the
community. Therefore, it means a controversy, fairly definite and of real substance, connected
with the employment or non-employment, with the terms of employment or with the conditions
of labour of any person and is one in which the contesting parties are directly interested in

12
Secretary, Madras Gymkhana Club Employees' Union v/s Management of The Gymkhana Club, Civil Appeal No.
572 of 1966, Decided On, 03 October 1967.

13
All Answers ltd, 'Interpretation Of The Industrial Dispute Act' (Lawteacher.net, April 2018)
<https://www.lawteacher.net/free-law-essays/employment-law/interpretation-of-the-industrial-dispute-act-
employment-law-essay.php?vref=1> accessed 24 April 2018.

14
[1960] AC 132.

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maintaining their respective contentions. The definition further shows that certain type of
disputes can never fall within its ambit. For e.g. disputes between a government and an industrial
establishment or between workmen and non-workmen.15 There is divergence of opinion on the
issue whether a mere demand to the appropriate government or to the Conciliation Officer
without a dispute being raised by the workmen with the employer regarding such demand can be
called an industrial dispute? In the earlier decisions SC held that the industrial dispute must be
inexistence or apprehended on the date of preference. The net effect of the principle is that even
if the demand is not made earlier before the management and rejected by them and is raised at
the time of reference or conciliation proceedings, the dispute may be an industrial dispute. This
view was followed in Shambhunath Goel v. Bank of Baroda. In Workmen of Hindustan Lever
Ltd v. Hindustan Lever Ltd Maharashtra Government referred a dispute between Hindustan
Lever Ltd and its employees for adjudication to the Industrial Tribunal. The employers objected
that the reference was incompetent because the dispute raised by the workmen and referred by
the government was not an industrial dispute. This contention was accepted by Industrial
Tribunal but rejected by SC by saying that ‘the expression of industrial dispute has been widely
defined and any that may develop between the employer and its workmen cannot go outside the
purview of the definition.’ In Sindhu Resettlement Corporation Ltd v. Industrial Tribunal SC
said that if there is no dispute raised by the workmen with the management, any request sent by
them to the government would only be a demand. A mere demand to the government without a
dispute being raised cannot become an industrial dispute.16 In Fedders Lloyd Corporation Pvt
Ltd v. Lieutenant Governor the Delhi High Court went a step further by saying that a demand by
the workmen must be raised first on the management and rejected by it before an industrial
dispute can be said to arise.

Parties to Dispute

S.2 (k) of the Act considered a dispute to be an industrial dispute only if it takes place between-
Employers and Employers, Employers and Workmen and Workmen and Workmen.

15
12_chapter-7 Judicial attitude towards labour welfare laws,shodhganga, available at
http://shodhganga.inflibnet.ac.in/bitstream/10603/57426/12/12_chapter%207.

16
14_chapter-5 Judicial response to industrial disputes, shodhganga, available at
http://shodhganga.inflibnet.ac.in/bitstream/10603/8113/14/14_chapter%205.

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Employers and Employers- The term ‘employers and employers’ have been included in the
definition to widen its scope and ambit, the eventualities in certain types of disputes connected
with the employment- or non-employment, terms of employment or conditions of labour of any
person in which there may be some interest.17

Employers and Workmen- An employer-workmen relationship needs to exist in order to consider

an it an industrial dispute. Here, ‘employer’ means an industrial employer and the ‘workmen’
should satisfy the conditions u/s 2(s) of the act. Due to the absence of an employer-employee
relationship between a contract worker and principle employer, a dispute between them
regarding the regularization of the service of contract workers cannot be called an industrial
dispute. In Rajaji Nagar Co-op Bank Ltd v. PO, LC a Division Bench of Karnataka High Court
held that a dispute between the employees of a Co-operative Society and the management of the
society relating to their employment is clearly excluded from the purview of the definition of
industrial dispute u/s 2(k).18 In K.K. Thilakan v. FACT Ltd, 26 persons were employed by the
contractor, Pigee Agencies in connection with the work of the respondent, a public sector
undertaking. After about 10 years of service, they claimed to be absorbed in the service under
respondent no.1. It was held that the petitioners were never workmen under the respondent but
were only now seeking employment. An industrial dispute cannot exist between an employer and
a person only seeking employment. Here the petitioners were employed by the contractor
employed under respondent no.1. That cannot confer on them any preferential claim to be
appointed in its service.19

Workmen and Workmen- A dispute between two sets of workmen also falls within the ambit of
industrial dispute. The dispute must be between the workmen for whom the trade unions act as
representative capacity but a dispute between trade unions is a pure-inter union dispute and
cannot be an industrial dispute. In English Law controversy between two unions which was not
17
12_chapter-7 Judicial attitude towards labour welfare laws,shodhganga, available at
http://shodhganga.inflibnet.ac.in/bitstream/10603/57426/12/12_chapter%207.

18
Volume 20 - Issue 18, August 30 - September 12, 2003, India's National Magazine from the publishers of THE
HINDU.

19
Judicial Intervention and Industrial Relations: Exploring Industrial Disputes Cases in West Bengal by Supurna
Banerjee and Zaad Mahmood Industrial Law Journal, Volume 46, Issue 3, 1 September 2017
https://doi.org/10.1093/indlaw/dww035 Published on 01 March 2017.

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connected with employment or non- employment does not fall within the meaning of ‘trade
dispute’ but a dispute springing out of the rivalry of one union with another is a trade dispute. In
India there is no decision of High Court or Supreme Court with respect to dispute between
workmen and workmen.20

Subject-matter of Disputes

A dispute or difference must relate to either employment or non-employment or terms of

employment or the conditions of labour of any person. Unless a dispute is connected with these
matters, it will not satisfy the requirements of law and will not fall within the ambit of ‘industrial
dispute’.

Thus the subject matters are-

 employment
 non-employment
 terms of employment
 the conditions of labour

Various matters may give rise to industrial dispute has been enumerated in the second and third
schedules of the Act. ‘Employment and non-employment’ has the widest amplitude amongst the
other subject-matters. These words have not been defined in the Act but ‘employment’ refers to a
condition in which a man is kept occupied in executing any work and it means not only an
appointment to an office for the first time but also continuity of the appointment. The concept of
employment brings in the contract of service between the employer and employee. In
Chinataman Rao v. State of Madhya Pradesh Subba Rao J. said the concept of employment has
3 ingredients-

 Employer- one who employs

 Employee-one who works for another for hire
 Contract of Employment

20
Supra 1.

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Non- employment is the negative of employment. It is the positive or negative act of the
employer that leads to the employment or non- employment or it may relates to an existing fact
of non- employment. The failure to employment or refusals to employment are actions in the part
of the employer which falls under non-employment. Though refusal to employ is not specified in
the second or third schedules of the Act, it will be covered by the residuary items in the second
schedule in item number-6(all matters other than those not specified in third schedule). Hence a
tribunal have jurisdiction to adjudicate a matter on industrial dispute arising out of refusal to
employ by an employer. In Western India Automobile Association v. Industrial
Tribunal Federal Court observed that –any dispute connected with employment or non-
employment would cover all matters that require settlement between workmen and employers
whether those matters concern the cause of their being out of service or any other question and it
would also include within its scope the relief necessary for bringing about harmonious relations
between the employer and workers. The following subject-matter were considered by the court in
different cases as industrial dispute-

Allegation of wrongful termination of service, compulsory retirement of employee, claim for

reinstatement of dismissed workmen, dispute connected with minimum wages, dispute etc.21

Meaning: “Any Person"

The dispute can be raised either for a workman or any person about whom the workmen have
substantial interest in the employment or non-employment or terms of employment or conditions
of labour. ‘Any person’ in the definition has not been equated with workmen and it has a wider
connotation. But ‘any person’ is also subject to limitation under the process of judicial
interpretation. Any person must have a direct relation with the workmen about whose
employment or non-employment or terms of employment or conditions of labour workmen have
direct and substantial interest. It means that any person must be an employee of the industry in
which the workmen are employees. In The United Commercial Bank Ltd, Delhi v. Kedar Nath
Gupta22 it was held that any person only means workmen. But the Bombay High Court in

21
12_chapter-7 Judicial attitude towards labour welfare laws,shodhganga, available at
http://shodhganga.inflibnet.ac.in/bitstream/10603/57426/12/12_chapter%207.

22
case

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Narendra Kumar Sen v. All India Bank Dispute23 gave a broader interpretation of ‘any person’
by saying that any person is those about whom the workmen have substantial interest in the
employment or non-employment or terms of employment or conditions of labour. This view has
been approved by SC in Workmen of Dirakuchi Tea Estate v, Management of Dirakuchi Tea
Estate24. The court said that the expression ‘any person’ in the definition clause means a person
in whose employment or non-employment or terms of employment or conditions of labour, the
workman as a class have a direct or substantial interest with whom they have under the scheme
of the Act a community of interest. The court further said that only the aggrieved party can raise
a dispute but in case of industrial dispute it is put in collective basis because it is settled that an
industrial dispute not espoused by others of the class to which the aggrieved party belongs is not
an industrial dispute. Thus from the above decision it can be said that ‘any person’ one about
whom the workmen have substantial interest in the employment or non-employment or terms of
employment or conditions of labour even though he does not fall within the definition of
‘workmen’ under the Act.25

Time of raising Industrial Disputes

Delay in raising industrial dispute is not a bar to the reference of a dispute. In Guest Keen,
Williams Pvt. Ltd., Calcutta v. P.J. SterlingSC said that if a dispute is raised after a considerable
delay which is not reasonably explained, the Tribunal would definitely take that fact into account
while dealing with the merits of the dispute.26

23
SUPRA 1.
24
SUPRA 2.

25
Judicial Intervention and Industrial Relations: Exploring Industrial Disputes Cases in West Bengal by Supurna
Banerjee and Zaad Mahmood Industrial Law Journal, Volume 46, Issue 3, 1 September 2017
https://doi.org/10.1093/indlaw/dww035 Published on 01 March 2017.

26
Volume 20 - Issue 18, August 30 - September 12, 2003, India's National Magazine from the publishers of THE
HINDU.

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CHAPTER 2: INDIVIDUAL DISPUTES VIS-À-VIS INDUSTRIAL

DISPUTES

Can individual disputes be considered as industrial disputes?

Is a dispute between individual workman and his employer an industrial dispute u/s 2(k) Act?
This is a question of great controversy in Central Provinces Transport Service v. Raghunath
Gopal Patwardhan27 the court gave two views as to the meaning of the expression’ A Industrial
Dispute’. They are- A dispute between an employer and a single workman cannot be an
industrial dispute. It cannot per se be an industrial dispute but may become one if taken up by a
number of workmen or trade union.

In Newspapers Ltd v. State Industrial Tribunal28 Tajammal Hussain, a lino typist was dismissed
by the Newspapers on the ground of incompetence. His case was neither taken up by the Union
of workers of the establishment or by any union of similar trade. His case was taken up by U.P
Journalists Union with which the employee had no concern. The government referred the dispute
to the Industrial Tribunal for adjudication. The Tribunal ordered reinstatement. The appellate
Tribunal and High Court affirmed it. Appeal went to SC who held that Tajammal Hussain could
not be termed as workmen and U.P Journalists Union is not his Union nor there any indication
that the individual dispute has been transferred to industrial dispute. In Bombay Union of
Journalists v. The Hindu the scope of industrial dispute was further curtailed. In this case the
dispute of a workman was taken up the Bombay Union of Journalists of which union the
workman was a member. The Bombay Union of Journalists was a union not to employee of one
employment but of all employees in the industry of journalism in Bombay. None of the
employees of The Hindu were its members. SC held that it is an individual dispute and not an
industrial dispute. In Workmen of Dimakuchi Tea Estate v. The Management of Dimakuchi
Tea Estate SC gave two tests to determine whether a dispute is industrial or individual. They
are- The must be a real dispute capable of being settled by relief given by one party to other. The
person in respect of whom the dispute is raised must be one in whose employment, non-
employment, terms of employment or conditions of labour, the parties to the dispute have a

27
Ibid.

28
AIR 2003 SC 424.

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direct or substantial interest and this must depend on facts and circumstances of each particular
case.

SC held that an individual dispute may be converted into an industrial dispute when- (1) it is
espoused by trade union or (2) it is espoused by an appreciable number of workmen. So as per
the first condition to make an individual dispute into an industrial dispute it must be taken up by
a union of workers of the establishment and where there is no such union it may be espoused by
any of the union of workmen employed in similar trades. As far as the second condition is
concerned if an individual dispute of a workman is espoused by an appreciable number of
workmen of the same establishment, then it is converted into an industrial dispute. The court has
admitted that the expression “appreciable number" does not mean majority of the workmen. In
Workmen of Dharampal Premchand v. M/S Dharampal Premchand29 out of 45 workmen, 18
were dismissed. There was no union of workmen. The court said that this dispute is espoused by
an appreciable number of workmen and therefore can be called as an industrial dispute. Thus SC
relaxed the requirement of considering an individual dispute as an industrial dispute and thereby
overruled Bombay Union of Journalists case.

The net effect of the aforesaid decisions is that an individual worker unsupported by an
appreciable number of workmen or union has no remedy under the Industrial Disputes Act, 1947.

29
2 CrLJ 161.

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LEGISLATIVE RESPONSES: INSERTION OF S. 2A

Before the introduction of S. 2A, as a result of judicial interpretation an individual workmen who
has been discharged, suspended etc from the work had no remedy under the Industrial Dispute
Act 1947 unless his case was sponsored by his fellow workmen or trade union. His only remedy
was to approach the civil court. This new section was inserted by the Amendment Act 1965.
S.2A provides that dispute or difference between an individual workman and his employer
connected with discharge, dismissal, retrenchment or otherwise termination of service of a
workman shall deemed to be an industrial dispute even though it has not been sponsored by his
fellow workmen or trade union. But the scope of S.2A is limited. It does not apply in case of
dispute arising from transfer or promotion or refusal or failure to promote the employee or any
punishment imposed on such employee or dispute or difference as to money due to such
employee from the employer or as to any amount at which a benefit which is capable of being
computed in terms of money is to be computed.

In Chemicals and Fibers of India Limited v. D.S.Bhoir30, SC said that what will not be an
industrial dispute u/s 2(k) is deemed to be an industrial dispute u/s 2A. The constitutional
validity of the section was challenged. Delhi, Punjab, Haryana, Madras and Mysore High Court
upheld the constitutional validity of the section whereas the Calcutta High court said that it is
ultra vires to the constitutional provisions. SC also upheld the constitutional validity of the
provision. A question arose whether the Parliament has legislative competency to make law on
individual dispute. It was stated that the Parliament has legislative competency under Entry 97 of
List I. In P. Janardhana Shetty v. Union of India31 it was contended that S.2A should be struck
down as it is violative of Art.14 of the Constitution as it discriminates between individual
workmen who has been discharged, dismissed or retrenched and an individual workman who had
any other grievances. In this respect the court said that it is open to the legislature to recognize
different degrees of harm and to provide for different remedies in respect of them. The
legislature may provide a remedy for harm or an evil of bigger magnitude and may not provide

30
AIR 452 SC 1145.

31
AIR 56 SC 416.

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for a remedy for a harm or an evil of smaller magnitude. By doing so it does not violate Art.14
and therefore, the section is not violating Art.14.32

Even assuming that the scope of S.2A is adequate, the Act does not confer any right on
individual workman to raise dispute connected with discharge, dismissal, retrenchment or
otherwise termination of service. The Act confers such right on appropriate government alone
and in the exercise of this discretion the appropriate government may or may not refer such a
dispute for adjudication. Therefore, SC in Krishna Distt. Co-operative Marketing Society Ltd. v.
N.V. Purnachandra Rao expressed a need for amendment of S.2A making it possible for
individual workman to seek redress in an appropriate forum regarding illegal termination of
service which may take the form of dismissal, discharge etc. This will make the law simpler and
also will reduce the delay in adjudication of industrial disputes.

32
14_chapter-5 Judicial response to industrial disputes, shodhganga, available at
http://shodhganga.inflibnet.ac.in/bitstream/10603/8113/14/14_chapter%205.

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CONCLUSION

In a democratic society an individual is the unit of the society. But the Hon’ble Supreme Court in
the process of interpretation has limited the scope of the definition although it is the admitted
position that the definition includes individual disputes but the scheme of the Act contemplates
community interest.

Is it true that by excluding individual disputes from the purview of the definition, Supreme Court
is rendering social justice? In our society labour is the weaker party and they cannot dictate terms
on their employer but is exploited, suffers a lot at the hand of the employer and has become the
most vulnerable and unprotected section of the population.

Apart from this, when under General Clauses Act a singular includes plural there is no legal
justification to restrict the definition by judicial interpretation. Legislature tried to solve the
problem by inserting S. 2A within the Act, partially because only dismissed or discharged or
terminated employees have a legal status to raise the dispute whereas an individual in
employment has been deprived of his legal status. As per Supreme Court decisions, workmen as
a class have a legal status whereas an individual workman has no legal status. Collectivism or
community is inconsistent with the concept of democracy based on atomic individual.

So the researcher is of the view that the Supreme Court decision in this concept of individual
dispute vis-à-vis industrial dispute needs revision and thereby giving legal status to each
individual and not restricting their right by judicial interpretation.

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 LABOUR LAW

BIBLIOGRAPHY

All Answers ltd, 'Interpretation Of The Industrial Dispute Act' (Lawteacher.net, April 2018)
<https://www.lawteacher.net/free-law-essays/employment-law/interpretation-of-the-industrial-
dispute-act-employment-law-essay.php?vref=1> accessed 24 April 2018

Volume 20 - Issue 18, August 30 - September 12, 2003, India's National Magazine from the
publishers of THE HINDU.

Judicial Intervention and Industrial Relations: Exploring Industrial Disputes Cases in West
Bengal by Supurna Banerjee and Zaad Mahmood Industrial Law Journal, Volume 46, Issue 3, 1
September 2017 https://doi.org/10.1093/indlaw/dww035 Published on 01 March 2017.

12_chapter-7 Judicial attitude towards labour welfare laws,shodhganga, available at

http://shodhganga.inflibnet.ac.in/bitstream/10603/57426/12/12_chapter%207.

14_chapter-5 Judicial response to industrial disputes, shodhganga, available at

http://shodhganga.inflibnet.ac.in/bitstream/10603/8113/14/14_chapter%205.

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