• Industrial conflict is a rather general concept.
• The various terms, such as "industrial dispute", "labour dispute", or "trade dispute" are used in different countries to identify the differences between employers and workers. • According to the Industrial Disputes Act, 1947, Section 2(k), "Industrial disputes mean 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 terms of employment or with the conditions of labour of any person.” Distinction between a Grievance and a Dispute 1. Grievance is the early stage of a dispute. If ignored by the management and allowed to grow, it later on turns into a dispute. 2. Grievance can be even unexpressed. But a dispute can never be unexpressed. It comes into existence only after it has been raised by the employees with the management. • 3. There does not exist any statutory machinery for settling grievances. • But there is the Industrial Disputes Act which lays down elaborate machinery for the settlement of disputes. Classification of Industrial Disputes
(a) Disputes that arise out of deadlocks in the
negotiations for a collective agreement, popularly known as interest disputes
(b) Disputes that arise from day-to-day workers'
grievances or complaints, popularly known as grievance disputes. • (e) Disputes over the right of a trade union to represent a particular class or category of workers for purposes of collective bargaining, simply referred to as recognition disputes • (c) Those arising from acts of interference with the exercise of the right to organize, or acts commonly known as unfair labour practices Impact of Industrial Disputes
• The consequences of industrial disputes are very far-
reaching, for they disturb the economic, social and political life of a country. • so in the case of strikes, the adverse effects are not confined to the employees. • An industrial dispute in basic industries is like a big stone thrown into a pond causing ever-widening waves till the entire pond is affected. Naturally, the workers, the employers, the consumers, the community and the nation suffer in more than one way. 1. Industrial disputes result in a huge wastage of man-days and dislocation in the production work. 2. A strike in a public utility service like water supply, power and gas supply units, posts and telegraphs or telephone service, railways or roadways, or any system of public conservancy or sanitation, defence establishments, hospitals and dispensaries, etc., disorganises public life 3. The workers are also badly affected in more than one ways. They lose the wage for the strike period. To meet day-to-day expenses, debts have to be incurred, employment is lost and personal hardship, mental agonies and tensions develops 4. The employers suffer heavy losses, in the form ofthrough stoppages of production, reduction in sales and loss of markets 5. The public/society, too, is not spared, industrial unrest creates law and order problems, necessitating increased vigilance on the part of the state Causes of Industrial Disputes
(A) Industry-related factors;
(B) Management-related factors; (C) Government-related factors; and (D) Other factors. (A) Industry-Related Factors:
• (i) Under this category, some of the-causes of a
dispute may be: The industry-related factors pertaining to employment, work, wages, hours of work, privileges, the rights and obligations of employees and employers, terms and conditions of employment, including matters pertaining to: • (a) Dismissal or non-employment of any person; • (b) Registered agreement, settlement or award; and • (e) Demarcation of the functions of an employee. (B) Management Related Factors:
• The management-related factors that lead to
disputes are: • (i) Management generally is not willing to talk over any dispute with the employees or their representatives or refer it to "arbitration" even when trade unions want it to do so. • (ii) The management's unwillingness to recognize a particular trade union (C) Government-Related Factors:
• The various Government-related factors that
breeds disputes are as under: • (i) The changes in economic policies also creates many disputing situations. • For instance, policies of liberalisations and privatisation has caused many strikes in the country. • (ii) Though there exists a plethora of enactments for the promotion of harmonious industrial relations, yet their ineffective or unsatisfactory working causes conflicts a few instances of which are: • (a) Most of the labour laws have lost their relevance in the context of the changed industrial climate/culture; • (b) Improper and inadequate implementation of labour laws by most of the employers; and (D) Other Causes: • (i) The trade union movement is highly politicalised. Quite often, politicians and political parties "engineer" strikes, gheraos and bandhs to demonstrate its political strength. • (ii) The political instability and the strained Centre-State relations are reflected in industry, resulting in industrial conflicts. • (iii) Other potential factors, such as rampant corruption in industry and public life • (iv) Inter-union rivalry among less important and dominant trade union invariably sparks off disputes Forms of Industrial Disputes
• Strikes, lockouts and gheraos are the most
common forms of disputes. Strikes – Meaning, definition & Characteristics
• In the words of C.W. Doten, "Strikes are
merely symptoms of more fundamental mal adjustments, injustices and economic disturbances." • Peterson views a strike as "a temporary cessation of work by a group of employees in order to express their grievance or to enforce a demand concerning changes in work conditions.” Section 2(q) of the Industrial Disputes Act, 1947, defines strike as under:
• "Strike means a cessation of work by a body
of persons employed in any industry acting in combination, or a concerted 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". Essential Ingredients of Strike
• In view of this definition, a strike postulates four
main elements, namely, (i) There should be an 'industry' within the meaning of Section 2(j) of the Industrial Disputes Act, 1947 in which the striking persons should be employed, • (ii) Plurality of workmen, • (iii) Cessation of work or refusal to do wok, and • (iv) Combined or concerted action. • "Cessation of work" implies that mere absence from work is not sufficient but that cessation of work or refusal to work should be the result of concerted action on the part of workmen for the purpose of enforcing a demand.
• In such a stoppage, even for a short period, say,
for two to four hours, will fall under the definition of "strike". Kinds of Strikes
• Primary and Secondary strikes.
• Primary strikes are generally aimed against the employer with whom the dispute exists. They may take the form of a stay-away strike, stay-in, sit-down, pen-down or tools-down strike; go-slow and work-to-rule; token or protest strike; lightning or catcall strike; picketing or boycott. • Secondary strikes are strikes in which the pressure is applied not against the primary employer with whom the primary workers have a dispute but against some third person who has good trade relations with him which are severed and the primary employer incurs a loss. • Such strikes are popular in the USA but not in India because here the third person is not believed to have any locus standi so far as the dispute of workers with their employer is concerned. (a) Types of Primary Strikes
• (1) Stay away Strike: In this type of strike,
workmen simply do not come to the work place during the prescribed working hours. Instead, they organise rallies and demonstrations with a view to drawing the attention of the employer to their grievances • (2) Sit-down and Stay-in Strike: A sit-down strike is said to have occurred whenever a group of employees or others interested in attaining certain objectives in a particular business take possession of property of that business, establish themselves in the plant, stop its production and refuse access to the owners or to others desiring to work. • It is a strike in the traditional sense to which is added the element of trespass on the part of strikers upon the property of the employer. (3) Tools-Down Strikes- Such types of strikes are resorted to by factory workers and office employees respectively. In such a strike, the strikers lay down their tools or pen and refrain from doing work though they remain on the job in the workplace. (4) Token or Protest Strike: It is of a very short duration strike and is in the nature of a signal for the danger ahead. Such a strike is really accompanied by threats of a strong dose of direct action on the part of workmen, and their purpose is simply to inform the employer about the feelings of the employees against any decision taken by him. The purpose is to exert moral persuasion rather than to precipitate a crisis. (5) Lightning or Cat-call Strike: This type of strike is suddenly announced, generally by way of surprise without notice or at very short notice, and thereafter the issues in dispute are discussed. (6) Go-Slow: Deliberate delaying of production by workmen pretending to be engaged in the factory and is one of the most pernicious practices that discontented or disgruntled workmen sometimes resort to. "The go-slow" is a technical word which is used to describe the tactics of workers when they Intentionally reduce the speed of work • (7) Picketing and Boycott: Picketing is an act of posting pickets and implies marching or patrolling of workmen in front of the premises of the employer, carrying and displaying signs, banners, and placards (in connection with the dispute) for the purpose of preventing others from entering the place. • (8) Gherao: It is a physical blockade of a target by encirclement, intended to block the egress and ingress from and to a particular office, workshop, factory or residence or forcible occupation. The target may be a place or a person or persons, usually the managerial or supervisory staff of an industrial establishment. • (9) Hunger Strike: A hunger strike is resorted to either by leaders of the union or by some workers, all at a time or in small batches, for a limited period or by all workers en masse at some stage of the dispute, the purpose being to create sympathy of the employer and to attract the attention of the public. When Are Strikes Justified?
• All strikes are not justified, nor are all strikes
unjustified. • There are some requirements, which must be fulfilled before it can be claimed that a strike is justified. It should be launched only for economic demands • such as basic pay, dearness allowance, increment, leave and other fringe benefits which are the primary objectives of a trade union. • But if a strike is launched for political or other reasons and not for any trade union objective, it would be unjustified. The demands of workmen should be reasonable and legitimate • The demands of workmen should be reasonable and legitimate so that there is a prima facie justification for the demands, i.e. the demands should not be raised frivolously or for ulterior reasons. • For Eg., When demands are excessive and unreasonable. • When existing facilities are summarily withdrawn, or when the provident fund is closed and ration benefit withdrawn, a strike would be justified. • If there is any unfair labour practice on the part of management a strike is justified. When there is no response from the management in spite of referring a demand and issuing a reminder, a strike is justified. Illegal Strikes - When Do They Amount to Misconduct?
• The Industrial Disputes Act mentions the
circumstances in which a strike is illegal and makes illegal strikes punitive (punishable). • In India, strikes in contravention of the provisions of Sections 22,23 and 24 of the Industrial Disputes Act are illegal.
• A strike in a public utility service without a six weeks
notice to the employer, or a strike conducted within 14 days of giving such notice or before the expiry of the date of the strike period specified in the notice, or any conciliation proceedings before a conciliation officer, and seven days after the conclusion of such proceedings, is illegal under Section 22 of the Act. • Section 23 provides for general prohibition of strikes and lock-outs which are applicable to all industrial establishments, i.e., both Public utility and non public utility services. According to this section no workman who is employed in any industrial establishment shall go on strike and no employer of any such workman shall declare a lock-out- • (i) during the pendency of conciliation proceedings before a Board and seven days after the conclusion of such proceedings; • (ii) during the pendency of proceedings before a Labour Court, Tribunal or National Tribunal and 2 months after the conclusion of such proceedings; • (iii) during the pendency of arbitration proceedings before an arbitrator and 2 months after the conclusion of such proceedings • If the workers employed in a public utility service are represented by two unions, and those under one union go on a strike while conciliation proceedings between the employer and the other union relating to any matter common to all the workers are pending, the strike shall be illegal, and punishable under Section 26 of the Act. Lockouts
• Ordinarily, the term, "lockout" refers to the
action of an employer in temporarily closing down or shutting down the undertaking or refusing to provide its employees with work with the intention of forcing them either to accept the demands made by them or to withdraw the demands made by them on him. Under the Industrial Disputes Act, 1947: Section 2 (l)
• A "lockout means the closing of a place of
business or employment or the suspension of work, or the refusal by an employer to continue to employ any number of persons employed by him." • Thus a lockout is: • the closure of an industrial undertaking because of the existence of or apprehension of an industrial dispute, violence and damage to property . • It is the suspension of employment in so far as the employer refuses to give work to the workmen until they yield to his demand or withdraw the demands made on him: • A lockout is an antithesis/counterpart of a strike. Just as the employees by going on a strike, so the employer has a weapon against the employees to lock them out of his premises and not allow them to return to work. • But the following do not constitute a lockout. • (a) Prohibiting an individual employee is not a lockout. • (b) Termination of employment by retrenchment does not amount to a lockout. Provisions of Industrial Disputes Act relating to prohibition of Lock outs
• Under Section 22 of the Industrial Disputes Act, 1947 no
employer carrying on any public utility service can lock-out any of his workmen- (i) without giving them notice of lock-out within six weeks before lockout; or (ii) within fourteen days of giving such notice; or (iii) before the expiry of the date of lock-out specified in any such notice as aforesaid; or (iv) during the pendency of any conciliation proceedings before a Conciliation Officer and seven days after the conclusion of such proceedings. • Section 23 provides for general prohibition of strikes and lock-outs which are applicable to all industrial establishments, i.e., both Public utility and non public utility services. According to this section no workman who is employed in any industrial establishment shall go on strike and no employer of any such workman shall declare a lock-out- • (i) during the pendency of conciliation proceedings before a Board and seven days after the conclusion of such proceedings; • (ii) during the pendency of proceedings before a Labour Court, Tribunal or National Tribunal and 2 months after the conclusion of such proceedings; • (iii) during the pendency of arbitration proceedings before an arbitrator and 2 months after the conclusion of such proceedings
The Technique of The Workers' Participation in Management Has Been Regarded As A Powerful Behavioural Tool For Managing The Industrial Relations System