INTRODUCTION

• INDUSTRIAL PEACE – It implies the

absence of industrial unrest or the
existence of a harmonious relationship or
cooperation between labour and capital.
• INDUSTRIAL UNREST – It is the result of
the discontent of workers and
management. It takes an organized
form when the work people make
common cause for their grievance
against employers through
manifestation of strikes,
demonstration, picketing, morchas,
 INDUSTRIAL
CONFLICTS

INTEREST
GRIEVANCE UNFAIR RECOGNITIO
DISPUTES – It
arises out of
DISPUTES – LABOUR N DISPUTES
Arise from day to PRACTICES – – Arise due to the
deadlocks in
day grievances. Arise from acts of recognition of
negotiation
interference with trade union as a
the exercise of right bargaining agent.
to organise, Acts
etc.
 DEFINITION OF DISPUTE
 According to Industrial Dispute Act,
1947, Section 2(k),
Industrial Disputes means
“any dispute or difference between
employers and employers, or between
employers and workman 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”.
 ID means disputes relating to existing
industry.
 ESSENTIAL CONDITIONS FOR
INDUSTRIAL DISPUTES
 There must be a dispute or a
difference – (a) between employers
and employers (e.g. wage welfare
where labour is scarce); (b)
between employers and
workmen(demarcation disputes) ;
(c) between workmen and
workmen;
 It is connected with the
employment or non
employment or the terms of
 A workman does not earn wages
exceeding Rs. 1000 per month;
 The relationship between the employer
and the workman should be in existence
and should be the result of the contract
and the workman actually employed.
 CAUSATIVE FACTORS OF
INDUSTRIAL CONFLICTS
(1) INDUSTRIAL FACTORS
(b) Matters related to employment,
work, wages, hours of work,
privileges, rights and obligation of
employees, terms and condition of
employment.
(c) Dispute often arise because of the
population explosion and rising
unemployment.
(d) Increasing prices of essential
commodities.
  MANAGEMENT ATTITUDE TOWARDS
WORKERS
(b) Disinterest of management to discuss with the
workers and their representatives.
(c) Management’s unwillingness to recognize a
particular trade union.
(d) Unwillingness of management to delegate
required authority to its officials for the purpose
of discussing with trade union.
(e) Taking management side by the management
officials while discussing the issues in collective
bargaining
(f) Disinterest of the management in involving the
workers in decision making.
Government Machinery
(h) Most of the labour laws lost their irrelevancy in
the context of the challenges of present
industrial climate.
a) Inability to check employers in
implementing labour laws.
b) A little confidence on employees and
employers in government’s conciliation
machinery.
c) Inability of government’s conciliation
machinery in doing its job effectively.
d) Influence of political parties which is in
power on trade union.
OTHER CAUSES
(a) Affiliation of trade unions with political
party and political leadership of trade
union.
(b) Political instability, poor center – state
 INDUSTRIAL
DISPUTES

STRIKES LOCK - OUTS

2. Secondary 3.Others
1.Primary
Strikes Strikes 1. General
2. Particular
Sympathy Strike
3. Political
4. Bandhs
Stay-
Go Work Token or
away Lightening Picketing Sit down;
Gherao Slow to Protest and stay-in; tool
or Cat-call
rule strike Boycott down or pen
strike
down strike
 STRIKES
 STRIKE is the result of more fundamental
maladjustments, injustices and economic
disturbance.
 According to Peterson, “strike is the temporary
cessation of work by a group of employees in order to
express grievances or to enforce a demand
concerning changes in work conditions”.
 According to section Industrial Dispute Act, 1947,
Section 2(q)
“A cessation of work by a body of
persons employed in any industry, acting in
combination or concerted refusal under a common
understanding, of a number of persons who are or
have been so employed to continue to work or to
except employment”.
 1. PRIMARY STRIKE
 PRIMARY STRIKES generally aimed against the
employer with whom the dispute exist. These
are of following type
 Stay – away Strike – Workmen do not come to
the workplace during the prescribed working hours.
They organize rallies and demonstrations
with a view to drawing the attention of the
employer to their grievances.
 Sit – Down or Stay – in Strike – Workmen
come to their place, they stay at work place but
they don’t work.
 Token or Protest strike – workmen don’t
work for an hour or a day.
 Go Slow – Workers intentionally reduce
the speed of work (anything less than
normal work)
 Work to Rule/Work to Designation –
Strikers undertake the work according too
rules or job description.
 Picketing – It is an act of posting pickets
and implies machinery or patrolling of the
workman in front of the premises of the
employer.
 Boycott – It aims at disrupting the normal
functioning of the enteprise.
 Gherao – It is a physical blockade of a
target either by encirclement, intended to
block the regress and ingress from and to a
particular office, workshop etc.
 Hunger Strike – It is restored to either by
leaders of the union or by some workers, all
at a time in small batches, for a limited
2. SECONDARY STRIKE
 SECONDARY STRIKES are those 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 relation
with him which are severed and the
primary employers incurs a loss.
 It is popular in USA.
 It is also known as Sympathetic
Strike. Workers have no demands
and grievances of their own but
they go on strike just to support
others.
PREVENTION OF STRIKE

 Itshould adopt a well – defined, precise,

clear and progressive
 LOCKOUTS
 LOCKOUTS means the action of an employer in
temporarily closing down or shutting down his
undertaking or refusing to provide his employees with
work with the intention of forcing them either to accept
the demands made by him or to withdraw demands
made by them on him.
 According to Industrial Disputes Act, 1947, Section
2(1),
“the closing of a place of business of employment
or the suspension of work, or the refusal by an
employer to continue to employ any number of
persons employed by him”.
  FOLLOWING DOES NOT
CONSTITUTE “LOCKOUTS”
“LOCKOUTS
(B) Prohibiting an individual
employee.
(C) Termination of employment by
retrenchment.
(D) Termination of services for more
than one person at the same time
would not be lockout.
(E) Declaration of an employer by an
employer merely on the ground
that the workman have refrained