1

According to Industrial Disputes Act, 1947:

Industrial disputes means any dispute or difference
between employers and employees, or between
employers and workmen or between workmen and
workmen, which is connected with the employment
or non-employment or terms of employment or
with the conditions of labour of any person.
2
1. There must be a dispute or difference
(a) between employers and employees,
(b) between employers and workmen, and
(c) between workmen and workmen.

2. It is connected with the employment or non-
employment or the terms of employment or
with the conditions of labour of any person, or
it must be pertaining to any industrial matter;

3. The relationship between the employer and
the workman should be in existence and
dispute should be the result of the contract.
3
FOUR CATEGORIES:

1. Industrial factors:
1.(a) relating to work, wages, hours of work,
privileges, the rights and obligations of
employees and employers, terms and
conditions of employment and including
matters pertaining to:
(I) dismissal of any person
(ii) registered agreement, settlement or award.
4
5
2. Disputes arising because of
(a) rapidly increasing population no opportunities for gainful
employment no improvement in the standard of living.
(b) the rising unemployment due to rationalisation and setting up
of more capital intensive units.
c). The rising prices of essential commodities, their
shortages, non-availability, etc.
d) Educated workers aware of their rights and will not
put up with injustice.
e). Failure of trade unions because of union rivalry, non-
recognition, compulsory adjudication for wages and
working conditions, unstable trade unions and poor
leadership.
6
f)) Profit
g)Job security
h)Right to manage.
i)Seniority
j)Productivity
k)Growing indiscipline, frequent law and order
problems and political pressures.
7
2. Managements attitude towards workers:

a)Not willing to negotiate
b)Unwillingness to recognise a union.
c)Not giving enough powers to the representatives to
negotiate
d)No consultation with employees over employment
issues.
8
3. Government machinery:
a)Not successful in implementing legislations
b)Irrelevant labour laws
c)No training for conciliation officers.

4. Other causes:
a)Affiliation of trade unions with political party.
b)Political instability
c)Rampant corruption in industry and public life.
Interest disputes
Grievance disputes
Disputes over unfair labour practices
Recognition disputes

9
1. Interest disputes ( Economic disputes)
demands on improvement of wages, fringe
benefits, job security

2. Grievance disputes
Grievances on discipline an dismissal, the payment
of wages and fringe benefits, working hours,
overtime, promotion, transfers, rights deriving
from seniority, rights of supervisors and union
officers, job classification problems and fulfillment
of obligations relating to safety and health laid
down in the agreement.

10
11
3. Disputes over unfair labour practices:
discrimination of workers on the basis of union membership,
restraining the employees from exercising their right to organise,
join or assist a union, refusal to bargain collectively in good faith
with the recognised union, failure to implement an award,
settlement or agreement, etc.
4. Recognition disputes
because (a) the management dislikes a particular trade union-
problem of attitude.
(b) There are several unions making conflicting claims to
recognition problem of existence or non-existence of rules for
determining the representative union.
Wastage of man days and dislocation in the
production work.
Other producers also suffer.
Shortage in supply of consumer goods and then
increase in prices.
Employers suffer - reduction in sale, loss of
profits, loss of market, expenses on strike
breakers, maintaining police force and loss of
public image.
12
13
Workers suffer:
Loss of wages, debt problems, personal hardship,
mental agony, workers are victimised, kidnapped and
beaten up. If strike ends unsuccessful will demoralise,
disappoint the workers.
A strike in public utility services will cause
unnecessary hardship to the society.
Law and order problems expenses to the
government.
14
Industrial disputes
Strikes
General strike
Sympathy strikes
Stay away strike
Pen down strike
Go slow
Work to rule
Token strike
Lightning strike

Lock-out Gherao
Picketing
and
boycott
It means quiting work by a group of workers for the
purpose of bringing pressure on their employer to
accept their demands.
Types of strikes

Economic strike for wages and other economic factors
Sympathetic strike to support or to express sympathy
with other unions who are on strike in other firms
General strike - by members in all unions in an industry
Sit down strike- workers do not leave their place of
work ,but stop work..also known as pen down strike or
tools down strike
Slow down strike- workers do not stop their work but
reduce the output in an organised way.

It is declared by the employers.
To put pressure on their workers.
Employers close down the work place until
the employees agree to resume the work on
the terms and conditions specified by the
employers.
Layoff means the failure , refusal or in ability
of an employer to give employment to a
workman on account of:
Shortage of power or raw materials
Accumulation of stocks
Breakdown of machinery
Natural calamity

It means termination by the employer of
the service of a workman for any reason
otherwise than as punishment inflicted by way
of diciplinary action,but does not include
Voluntary retirement of workman
Retirement of the workman
On the guard of continued illhealth
As a result of non renewal of contract of the
employment
Progressive management
Strong and stable union
Atmosphere of mutual trust
Mutual accomodation
Sincere implementation of agreements
Workers participation in management
Sound personnel policies
Governments role

20