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MITM, INDORE (MP)

Project Report on

conceptual framework of industrial relation and its comparition

with another country

(A dissertation submitted in partial fulfillment of the requirement for the degree of

master of business administration)

Under the Supervision of Research Scholar’s:-

Dr. sanjeevni gangvani Anjali tiwari

Medicaps Institute of Technology and Management, Indore (MP)2010-11

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DECLARATION

I hereby declare that the present work embodied in this dissertation titled

“CONCEPTUAL FRAMEWORK OF INDUSTRIAL RELATION ANDITS COMPARITION WITH ANOTHER COUNTRY” was carried out by

me and is a genuine work and all the information collected by me is authentic

to the best of our knowledge under the supervision of Dr. sanjeevni

gangvani MITM. This work has not been submitted in part or full in another

university/college for any degree or diploma.

Date:

Dr. sanjeevni gangvani Anjali tiwari

(MBA-III)

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CERTIFICATE

This is to certify that that the project entitled “CONCEPTUAL

FRAMEWORK OF INDUSTRIAL RELATION AND ITS

COMPARITION WITH ANOTHER COUNTRY” submitted by Anjali

tiwari has been done under my guidance and supervision in partial fulfillment

of the requirement for the degree of MBA. The work and analysis mentioned

in this project report have been undertaken by the candidates themselves and

necessary reference have been recognized and acknowledged in the text of

the report.

_____________

Dr. sanjeevni

gangvani

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ACKNOWLEDGEMENT

I would like to thank my guide Dr. sanjeevni gangvani for

assigning me this highly learning project and further enlightening me with his

immense knowledge and helping out to carry out this project. She has helped

me in finding a project of my interest and then to delve deeply in the

topic.My sincere regards to Lec. Charul jain or guiding me in completion of

this project work. I would like to give thanks to my family and friends aiso

who help me and motivate me to do hard work.

Anjali tiwari

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TABLE OF CONTENTS

Sr. No. Particulars

1. DECLARATION 2

2. Certificate 3

3. Acknowledgement 4

4. Introduction of company 6

5. Literature review 28

6. Objectives 36

7. Research methodology 36

8. Finding and Analysis 38

9. conclusion 39

10. Bibliography 40

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INTRODUCTION

CONCEPTUAL FRAMEWORK OF INDUSRIAL RELATIONS

FRAMEWORK :-Framework is a “fundamental structure”. Or “A set of assumptions,

concepts, values, and practices that constitutes a way of viewing reality.”

• Theoretical structure of assumptions, principles, and rules that holds together the

ideas comprising a broad concept.

• There are many ways to explain a conceptual framework. It can be any or all of the

following:

• A set of coherent ideas or concepts organized in a manner that makes them

easy to communicate to others.

• An organized way of thinking about how and why a project takes place,

and about how we understand its activities.• The basis for thinking about what we do and about what it means, influenced

by the ideas and research of others.

• An overview of ideas and practices that shape the way work is done

in a project.

• A set of assumptions, values, and definitions under which we all work together

INTRODUCTION TO INDUSTRIAL RELATIONS

The term industrial relations explains the relationship between employees and

management which stem directly or indirectly from union-employer relationship.

Industrial relations are the relationships between employees and employers within the

organizational settings. The field of industrial relations looks at the relationship between

management and workers, particularly groups of workers represented by a union.

Industrial relations are basically the interactions between employers, employees and the

government, and the institutions and associations through which such interactions are

mediated. The term industrial relations has a broad as well as a narrow outlook.

Originally, industrial relations was broadly defined to include the relationships and

interactions between employers and employees. From this perspective, industrial relations

covers all aspects of the employment relationship, including human resource management,

employee relations, and union-management (or labor) relations. Now its meaning has

become more specific and restricted. Accordingly, industrial relations pertains to the study

and practice of collective bargaining, trade unionism, and labor-management relations,

while human resource management is a separate, largely distinct field that deals with

nonunion employment relationships and the personnel practices and policies of employers.

The relationships which arise at and out of the workplace generally include the

relationships between individual workers, the relationships between workers and their employer, the relationships between employers, the relationships employers and workers

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http://www.businessdictionary.com/definition/structure.html

http://www.businessdictionary.com/definition/assumptions.html

http://www.businessdictionary.com/definition/principles.html

http://www.businessdictionary.com/definition/rule.html

http://www.businessdictionary.com/definition/hold.html

http://www.businessdictionary.com/definition/idea.html

http://www.businessdictionary.com/definition/concept.html

http://www.businessdictionary.com/definition/structure.html

http://www.businessdictionary.com/definition/assumptions.html

http://www.businessdictionary.com/definition/principles.html

http://www.businessdictionary.com/definition/rule.html

http://www.businessdictionary.com/definition/hold.html

http://www.businessdictionary.com/definition/idea.html

http://www.businessdictionary.com/definition/concept.html



have with the organizations formed to promote their respective interests, and the relations

between those organizations, at all levels. industrial relations also includes the processes

through which these relationships are expressed (such as, collective bargaining, workers’

participation in decision-making, and grievance and dispute settlement), and the

management of conflict between employers, workers and trade unions, when it arises.

DEFINITION AND CONCEPT OF IR

Industrial relations has become one of the most delicate and complex

problems of modern industrial society. Industrial progress is impossible

without cooperation of labors and harmonious relationships. Therefore, it is in

the interest of all to create and maintain good relations between employees

(labor) and employers (management).

The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and

‘Relations’. “Industry” refers to “any productive activity in which an individual(or a group of individuals) is (are) engaged”. By “relations” we mean “the

relationships that exist within the industry between the employer and his

workmen.”

The term industrial relations explain the relationship between employees and

management which stem directly or indirectly from union-employer

relationship.

Industrial relations are the relationships between employees and employers

within the organizational settings. The field of industrial relations looks at the

relationship between management and workers, particularly groups of

workers represented by a union. Industrial relations are basically the

interactions between employers, employees and the government, and the

institutions and associations through which such interactions are mediated.

The term industrial relations have a broad as well as a narrow outlook.

Originally, industrial relations were broadly defined to include the

relationships and interactions between employers and employees. From this

perspective, industrial relations cover all aspects of the employment

relationship, including human resource management, employee relations,

and union-management (or labor) relations. Now its meaning has become

more specific and restricted. Accordingly, industrial relations pertains to the

study and practice of collective bargaining, trade unionism, and labor-

management relations, while human resource management is a separate,largely distinct field that deals with nonunion employment relationships and

the personnel practices and policies of employers.

The relationships which arise at and out of the workplace generally include

the relationships between individual workers, the relationships between

workers and their employer, the relationships between employers, the

relationships employers and workers have with the organizations formed to

promote their respective interests, and the relations between those

organizations, at all levels. Industrial relations also includes the processes

through which these relationships are expressed (such as, collective

bargaining, workers’ participation in decision-making, and grievance and

dispute settlement), and the management of conflict between employers,workers and trade unions, when it arises.

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INDUSTRY:

Industrial Disputes Act 1947 defines an industry as any systematic activity

carried on by co-operation between an employer and his workmen for the production, supply or distribution of goods or services with a view to satisfy

human wants or wishes whether or not any capital has been invested for the

purpose of carrying on such activity; or such activity is carried on with a

motive to make any gain or profit. Thus, an industry is a whole gamut of

activities that are carried on by an employer with the help of his employees

and labors for production and distribution of goods to earn profits.

EMPLOYER:

An employer can be defined from different perspectives as:-

• A person or business that pays a wage or fixed payment to other person(s) in

exchange for the services of such persons.

• A person who directly engages a worker/employee in employment.

Any person who employs, whether directly or through another person or agency, one or

more employees in any scheduled employment in respect of which minimum rates of

wages have been fixed. As per Industrial Disputes Act 1947 an employer means:-

• in relation to an industry carried on by or under the authority of any department of

[the Central Government or a State Government], the authority prescribed in this behalf, or where no authority is prescribed, the head of the department.

• in relation to an industry carried on by or on behalf of a local authority,

EMPLOYEE: -

• Employee is a person who is hired by another person or business for a wage or

fixed payment in exchange for personal services and who does not provide the

services as part of an independent business.

An employee is any individual employed by an employer.

• A person who works for a public or private employer and receives remuneration in

wages or salary by his employer while working on a commission basis, piece-

rates or time rate.

• Employee, as per Employee State Insurance Act 1948, is any person employed for

wages in or in connection with work of a factory or establishment to which the act

applies.i

In order to qualify to be an employee, under ESI Act, a person should belong to anyof the categories:

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• Those who are directly employed for wages by the principal employer within the

premises or outside in connection with work of the factory or establishment.

• Those employed for wages by or through an immediate employer in connection

with the factory or establishment outside the premises of such factory or

establishment under the supervision and control of the principal employer or his

agent.

• Employees whose services are temporarily lent or let on hire to the principal

employer by an immediate employer under a contract of service (employees of

security contractors, labor contractors, house keeping contractors etc. come under

this category).

INDUSTRIAL RELATION SYSTEM

An industrial relations system consists of the whole gamut of relationships between

employees and employees and employers which are managed by the means of conflict and

cooperation.

A sound industrial relations system is one in which relationships between management

and employees (and their representatives) on the one hand, and between them and the

State on the other, are more harmonious and cooperative than conflictual and creates an

environment conducive to economic efficiency and the motivation, productivity and

development of the employee and generates employee loyalty and mutual trust.

ACTORS IN THE IR SYSTEM

Three main parties are directly involved in industrial relations

Employers: Employers possess certain rights vis-à-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. Theyexchange 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 court.

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SCOPE:

The concept of industrial relations has a very wide meaning and connotation. In the

narrow sense, it means that the employer, employee relationship confines itself to the

relationship that emerges out of the day to day association of the management and the

labor. In its wider sense, industrial relations include the relationship between an employeeand an employer in the course of the running of an industry and may project it to spheres,

which may transgress to the areas of quality control, marketing, price fixation and

disposition of profits among others.

The scope or industrial relations is quite vast. The main issues involved here include the

following:

1. Collective bargaining

2. Machinery for settlement of industrial disputes

3. Standing orders

4. Workers participation in management

5. Unfair labor practices

EMPLOYER

An employer can be defined from different perspectives as:-

• a person or business that pays a wage or fixed payment to other person(s) in

exchange for the services of such persons.

•

a person who directly engages a worker/employee in employment.• any person who employs, whether directly or through another person or agency,

one or more employees in any scheduled employment in respect of which

minimum rates of wages have been fixed.

As per Industrial Disputes Act 1947 an employer means:-

• in relation to an industry carried on by or under the authority of any department of

[the Central Government or a State Government], the authority prescribed in this

behalf, or where no authority is prescribed, the head of the department;

• in relation to an industry carried on by or on behalf of a local authority, the chief

executive officer of that authority;

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EMPLOYEE

• Employee is a person who is hired by another person or business for a wage or

fixed payment in exchange for personal services and who does not provide the

services as part of an independent business.• An employee is any individual employed by an employer.

• A person who works for a public or private employer and receives remuneration in

wages or salary by his employer while working on a commission basis, piece-rates

or time rate.

• Employee, as per Employee State Insurance Act 1948, is any person employed for

wages in or in connection with work of a factory or establishment to which the act

applies.

In order to qualify to be an employee, under ESI Act, a person should belong to any of the

categories:

• those who are directly employed for wages by the principal employer within

the premises or outside in connection with work of the factory or

establishment.

• those employed for wages by or through an immediate employer in the

premises of the factory or establishment in connection with the work thereof

• those employed for wages by or through an immediate employer in connection

with the factory or establishment outside the premises of such factory or

establishment under the supervision and control of the principal employer or

his agent.

•employees whose services are temporarily lent or let on hire to the principalemployer by an immediate employer under a contract of service (employees of

security contractors, labor contractors, house keeping contractors etc. come

under this category).

INTRODUCTION

The Constitution of India has guaranteed some fundamental rights to the citizens and hasalso laid down certain directive principles of state policy for the achievement of a social

order based on justice, liberty, equality and fraternity. The Constitution amply provides for

the upliftment of labour by guaranteeing certain fundamental rights to all. Article 14 lays

down that the State shall not deny to any person equality before the law or the equal

protection of laws. Traffic in human beings and forced labour, and the employment of

children in factories or mines or other hazardous work is prohibited. The directive

principles, though not enforceable by any court, are nevertheless fundamental in the

governance of the country, and it shall be the duty of the State to apply those principles in

making laws from time to time. The Government of India, therefore, enacted a series of

legislations to protect the working class from exploitation and to bring about improvement

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in their working and living conditions. The goals set in our country by the Constitution

have a bearing on industrial legislation and adjudication.

CONSTITUTIONAL FRAMEWORK

Labour is in the concurrent list of the Constitution on which both the Centre as well as the

States have the power to make laws. Article 254 has been enacted to clarify the position. Normally, as laid down in Clause (1), in case of any repugnancy between the Union and

the State legislation, the legislation of the Union shall prevail.

EMPLOYMENT RELATIONS

Articles 39, 41, 42 and 43 have a special relevance in the field of industrial legislation and

adjudication. In fact, they are the substratum of industrial jurisprudence. Article 39

accentuates the basic philosophy of idealistic socialism, which is enshrined in the

Preamble of the Constitution. It provides a motivation force to the directive principles by

laying down that the State shall direct its policy towards equal pay for both men and

women. Article 41 lays down that the State shall, within the limits of its economic

capacity and development, make effective provision for securing the right to work, toeducation and to public assistance in cases of unemployment, old age, sickness and

disablement, and in other cases of undeserved want. Article 42 enjoins the state

government to make provision for securing just and of work and for maternity relief.

Article 43 makes it obligatory for the State to secure by suitable legislation or economic

organization or in any other manner to all workers, agricultural, industrial, or otherwise,

work, a living wage, conditions of work ensuring a decent standard of life and full

enjoyment of leisure and social and cultural opportunities. Article 43-A makes it

obligatory on the State to take steps by suitable legislation or otherwise to secure the

participation of workers in the management of undertakings and industrial establishments.

A brief discussion regarding the extent to which these provisions had been adopted and

enforced in our country humane conditions will be in order. Social security is guaranteed

in our Constitution under Articles 39, 41 and 43. The Employees’ State Insurance Act,

1948 is a pioneering piece of legislation in the field of social insurance. The Employees’

State Insurance Scheme provides for benefits in cash except the medical benefit, which is

in kind. The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 and the

Maternity Benefit Act, 1961 are also social security measures to help fulfill the objectives

of directive principles of our Constitution. The Provident Fund Scheme aimed at providing

substantial security and timely monetary assistance to industrial employees and their

families. The Maternity Benefit Scheme is primarily designed to provide maternity leave

with full wages and security of employment. The object of the Payment of Gratuity Act,

1972 is to provide a scheme for the payment of gratuity to employees employed infactories, mines, oil fields, plantations, ports, railways, shops and establishments. Besides

social security benefits, efforts have also been made to provide ample opportunities for

employment and for workers’ education. The Apprentices Act, 1961 was enacted to

supplement the programme of institutional training by on-the-job training and to regulate

the training arrangements in industry. Employment exchanges play an important role for

the job seekers. The Employment Exchanges (Compulsory Notification of Vacancies) Act,

1969 has made it obligatory on the employers to notify vacancies occurring in their

establishments to the prescribed employment exchanges before they are filled. The

voluntary workers education scheme was launched in our country in 1958 to educate the

workers in trade union philosophy and methods, and to promote physical awareness of

problems, privileges and obligations as workers and citizens. Substantial steps have beentaken to fulfill the object of Article 42 of the Constitution. The Factories Act, 1948

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provides for health, safety, welfare, employment of young persons and women, hours of

work for adults and children, holidays and leave with wages. Labour welfare funds have

been set-up to provide welfare facilities to the workers employed in different mines such

as coal, mica, iron ore and limestone. The Contract Labour (Regulation and Abolition) Act

of 1970, a piece of social legislation, provides for the abolition of contract labour

wherever possible and to regulate the conditions of contract labour in establishments or employments where the abolition of Article 43 of the Constitution provides for a living

wage. To provide social justice to the unorganised labour and to prevent exploitation, the

Minimum Wages Act, 1948 was enacted. It provides for the fixation of minimum rates of

wages by the central or state governments within a specified period for workers employed

in certain scheduled employments. The minimum wage in any event must be paid

irrespective of the capacity of the industry to pay.

THE IMPACT OF ILO ON INDUSTRIAL RELATIONS

The International Labour Organisation (ILO) was set-up in 1919 by the Versailles Peace

Conference as an autonomous body associated with the League of Nations. It became the

first specialised agency of the United Nations in 1946. India has been a member of theILO since its inception. The aims and objectives of ILO are set out in the Preamble to its

Constitution and in the Declaration of Philadelphia (1944), which was formally annexed to

the Constitution in 1946. The Preamble affirms that universal and lasting peace can be

established only if it is based upon social justice. The Philadelphia Charter is a

reaffirmation of the principles on which the Organisation was originally based. The

Declaration reiterates that the central aim of national and international policy should be the

attainment of social justice. In order to achieve its objective, the ILO has relied on its

standard-setting function. The international labour standards take the form of Conventions

and Recommendations. The ILO adopted a series of Conventions and Recommendations

covering hours of work, employment of women, children and young persons, weekly rest,

holidays, leave with wages, night work, industrial safety, health, hygiene, labour

inspection, social security, labour-management relations, freedom of association, wages

and wage fixation, productivity, and employment. India has been one of the founder

members of the ILO and has been taking active part in its deliberations. The ILO has

adopted 183 Conventions and 180 Recommendations so far. Out of 183 Conventions,

India has ratified 39 Conventions. Conventions ratified by India have been incorporated in

the existing legislation. Conventions not ratified by India have indirectly guided and

shaped the Indian labour legislation in a far-reaching manner. The ILO standards have a

decisive impact on the factory, mines, social security and wage legislation in India. The

Conventions concerning basic human rights have considerable influence on Indian law and

practice. The Conventions have formed the sheet- anchor of Indian labour legislation,especially after 1946, when the Indian national government assumed office at the Centre.

The ILO has also greatly influenced the trade union movement in our country. The

AITUC owes its immediate origin to it. It is instrumental in improving the lot of the

working class in our country. India’s commitment to the ILO is reflected in its adherence

to the institution of tripartism as a novel method for resolving labour- management

conflicts. ILO and India have common aims, common goals and common destiny, as both

of them are committed to world peace, freedom and social justice. Both are striving for the

socio-economic betterment of the poverty stricken and under- privileged people.

ROLE OF LAW IN INDUSTRIAL RELATIONS

All systems of industrial relations have a legal framework if they operate within a legalsystem. The legal framework may take the form of recognising the development of certain

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institutions and remove any impediments to their existence. The role of law in an

industrial relations system may be perceived by the extent to which it attempts to regulate

relationships, the extent to which it is obligatory rather than optional and the attitude of the

parties to the legal system. In India there has been a large degree of agreement on the need

for reforms. Major disagreement, however, exists as to the part that law should play in any

scheme of reforms. Nevertheless, it has been commonly felt that any legislative reform bydefinition involves the law. The legal framework within which the industrial relations

operates is in a constant state of flux. State and central legislation affecting industrial

relations is a never- ending phenomenon. The three central enactments which have a

bearing on industrial relations in our country are: (a) the Trade Unions Act, 1926; (b) the

Industrial Employment (Standing Orders) Act, 1946; and (c) the Industrial Disputes Act,

1947. A detailed discussion of the above three central enactments is as follows:

THE TRADE UNIONS ACT 1926The Central Government, after consulting Provincial Governments, drew up a Bill

providing for the registration of trade unions, and introduced it in the Assembly on 31st

August 1925. It was passed on 25th March 1926, and Indian Trade Unions Act, 1926 was

brought into force on 1st June 1927. The Act extends to the whole country. It is divided

into 33 Sections and contains 5 chapters. Certain acts do not apply to registered trade

unions, namely:

• The Societies Registration Act, 1860;

• The Co-operative Societies Act, 1912; and

• The Companies Act, 1956.

Object of the Act

The main object of the Act is to provide for the registration of trade unions and to give

registered trade unions a legal and corporate status, and immunity to their officers and

members from civil and criminal liability for legitimate trade union activities.

Registration of a Trade Union

The Act provides that the appropriate government shall appoint a person as Registrar of

Trade Unions for each state. It may also appoint as many Additional and Deputy Registrar

of Trade Unions as it thinks fit. Any seven or more members of a trade union may, by

subscribing their names to the rules of the trade union and by otherwise complying with

the provisions of this Act relating to registration, apply for its registration. Provided that

no trade union of workmen shall be registered unless at least ten percent or one hundred of the workmen, whichever is less engaged or employed in the establishment or industry with

which it is connected are the members of such trade union on the date of making of

application for registration. Provided further that no trade union of workmen shall be

registered unless it has on the date of making application not less than seven persons as its

members who are workmen engaged or employed in the establishment or industry with

which it is connected. Every application for the registration of a trade union shall be made

to the Registrar, and shall be accompanied by a copy of the rules of the trade union and a

statement of the following particulars, namely:

• The names, occupations and addresses of the members making the application.

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• The names, occupations and addresses of the place of work of the members of the

trade unions making the application.

• The name of the trade union and the address of its head office; and

• The titles, names, ages, addresses and occupations of the office-bearers of the tradeunion.

Where a trade union has been in existence for more than one year before an application is

made for its registration, there shall be delivered to the Registrar, together with the

application, a general statement of the assets and liabilities of the trade union prepared in

such form and containing such particulars as may be prescribed.

Rules of a Trade Union

A trade union is entitled to registration only if its executive is constituted in

accordance with the provisions of the Act and its rules provide for the following

matters:

• The name of the trade union;

• The objects for which the trade union has been established;

• The purposes for which the general funds of the trade union shall be employed;

• The maintenance of a list of the members of the trade union and adequate facilities for

the inspection thereof by the office-bearers and members of the trade union;

• The admission of ordinary members who shall be persons actually engaged or

employed in an industry with which the trade union is connected, and also the

admission of the number of honorary or temporary office-bearers to form the executive

of the trade union;

Registrar of Trade Unions

The Registrar may call for information for the purpose of satisfying himself that an

application complies with the above provisions or that the trade union is entitled to

registration. He may refuse to register the trade union until such information is supplied. If

the name under which a trade union is proposed to be registered is identical with that by

which any other existing trade union has been registered or, in the opinion of theRegistrar, so nearly resembles that name as to be likely to deceive the public or the

members of either trade union, the Registrar shall require the persons applying for

registration to alter the name of the trade union stated in the application, and shall refuse to

register the union until such alteration has been made.

The Registrar, on being satisfied that the trade union has complied with all the

requirements of this Act in regard to registration, shall register the trade union by entering

in a register, to be maintained in such form as may be prescribed, the particulars relating to

the trade union contained in the statement accompanying the For evaluation only.

application for registration. If all the terms of the Act are complied with, it is obligatory

upon the Registrar to register a union. He has no discretion in the matter. The Registrar, on

registering a trade union, shall issue a certificate of registration in the prescribed form,

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which shall be conclusive evidence that the trade union has been duly registered under the

Act.

Cancellation of Registration

A certificate of registration of a trade union may be withdrawn or cancelled by the

Registrar in the following circumstances: on the application of the trade union to be

verified in such manner as may be prescribed; or

if the Registrar is satisfied that -

the certificate has been obtained by fraud or mistake; or the trade union has ceased to

exist; or has wilfully and after notice from the Registrar contravened any provision of the

Act; or allowed any rule to continue in force which is inconsistent with any such

provision; or has rescinded any rule providing for any matter, provision for which is

required in the rules of a trade union; or if the registered trade union of workmen ceases to

have the requisite number of members. If the cancellation is to be effected on account of

clause (ii) above, the Registrar shall give to the trade union not less than two months’

previous notice in writing, specifying the ground on which it is proposed to withdraw or

cancel the certificate.Appeal

If the registration of a trade union is refused or if a certificate of registration is withdrawn

or cancelled, any person aggrieved or the trade union may appeal to the court. The appeal

must be filed within sixty days of the date on which the Registrar passed the order against

which the appeal is made. Where the head office of a trade union is situated within the

limits of a presidency town, the appeal lies to the High Court. This means there is only one

right of appeal against the decision of the Registrar refusing registration of a trade union.

There is no provision for a second appeal.

Legal Status of a Registered Union

A trade union, after registration, acquires the following characteristics:

• It becomes a body corporate by the name under which it is registered, and becomes a

legal entity distinct from the members of which it is composed.

• It has perpetual succession and a common seal.

• It has the power to acquire and hold both movable and immovable property.

• It has the power to contract.

•It can by the name under which it is registered sue and be sued.

Rights of Unions

Any registered trade union may, with the consent of not less than two-thirds of the total

number and subject to certain conditions, change its name. Any two or more registered

trade unions may amalgamate with or without the dissolution or division of the funds of

such trade unions, or either or any of them,

provided that –

The votes of at least half of the members of each or every such trade union entitled to vote

are recorded; and

At least 60 percent of the votes recorded are in favour of the proposal.

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In the case of a change of name, the secretary and seven members of the union must

give a notice in writing to the Registrar; in the case of an amalgamation, the secretary and

seven members of each and every union which is a party to such amalgamation must give

notice to the Registrar. If the Registrar is satisfied that the change of name is in order, and

that the new name does not resemble that of any other existing trade union, he will register

the change of name in his register. The change of name or the amalgamation has effectfrom the date of registration. When a registered trade union is dissolved, notice of the

dissolution signed by seven members and by the secretary of the trade union shall, within

14 days of the dissolution, be sent to the Registrar. It shall be registered by him if he is

satisfied that the dissolution has been effected in accordance with the rules of the trade

union.

THE INDUSTRIAL EMPLOYMENT (STANDING ORDERS) ACT, 1946

(STANDING ORDERS) ACT, 1946The matter pertaining to terms and conditions of industrial employment was first

brought before the fifth Indian Labour Conference in 1943 and was subsequently

deliberated in its sessions in 1944 and 1945. In order to fill the long-standing lacuna in

Indian labour legislation, the legislature passed the Act on 23rd April 1946. The Act

came into force on 1st April 1947.

Object of the Act

The object of the Act is “to require employers in industrial establishments to define

with sufficient precision the conditions of employment under them and to make the

said conditions known to workmen employed by them”. The Act was enacted:

•

to bring about uniformity in terms and conditions of employment;

• to minimise industrial conflicts;

• to foster harmonious relations between employers and employees; and

• to provide statutory sanctity and importance to the standing orders;

to provide for payment of subsistence allowance by the employer during

suspension pending enquiry at the rate of 50 percent of the wages for the first 90

days of suspension and 75 percent for the remaining period if the delay in the

completion of disciplinary proceedings is not directly attributable to the conductof the workman concerned


The Act extends to the whole of India. It applies to every industrial establishment wherein

100 or more workmen are employed, or were employed on any day of the preceding

twelve months. Once the Act becomes applicable to an industrial stablishment, it does not

cease to apply by reason of a fall in the number of workmen in that establishment below

100. In 1961, the Act was amended to empower the appropriate government to extend its

scope to industrial establishments employing less than 100 persons after giving them not

less than two months’ notice of its intention to do so. The appropriate government can also

exempt any establishment or classes of establishments from all or any of the provisions of the Act. The industrial establishments covered by the Act include railways, factories,

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mines, quarries, oilfields, tramways, motor omnibus services, docks, wharves, jetties,

inland steam vessels, plantations, workshops and civil construction and maintenance

works. The amended Act of 1963 inter alia provides for the applicability of Model

Standing Orders framed by the appropriate government to all industrial establishments

covered by the Act until the standing orders framed by individual establishments are

certified. The Act is applicable to all workmen employed in any industrial establishment todo any skilled or unskilled, manual, supervisory, technical or clerical work. Even

apprentices are covered. But persons employed mainly in a managerial or administrative

capacity and drawing wages exceeding rupees 1,600 per month are not covered.

Definitions

Appropriate Government: “Appropriate Government” means in respect of industrial

establishments under the control of the Central Government or a Railway Administration

or in a major port, mine or oilfield, the Central Government, and in all other cases the

State Government. Certifying Officer: “Certifying Officer” means a Labour

Commissioner, or a Regional Labour Commissioner, and includes any other officer

appointed by the appropriate government, by a notification in the Official Gazette, to

perform all or any of the functions of a certifying officer under the Act. Certification of Standing Orders It is obligatory on the part of an employer or a group of employers to

furnish five copies of the draft standing orders to the certifying officer within six months

from the date on which the Act becomes applicable to his or their establishments. The

draft shall be accompanied by a statement giving prescribed particulars of the workmen

employed in the industrial establishment, including the name of the trade union, if any, to

which they belong. The draft standing orders have to provide for all matters set out in the

Schedule to the Act and should conform, as far as practicable, to the model standing order

prescribed

by the government. The Schedule to the Act provides for the following matters:

•

Classification of workmen, e.g., whether permanent, temporary, apprentices, probationers, or badlis;

• Manner of intimating to workmen periods and hours of work, holidays, pay-days and

wage rates;

• Shift working;

• Attendance and late-coming.For evaluation only

• Conditions of, procedure in applying for, and the authority which may grant leave and

holidays;

• Requirements to enter premises by certain gates, and liability to search;

• Closing and reopening of sections of the industrial establishment;

• Termination of employment, and the notice thereof to be given by employer and

workmen;

• Suspension or dismissal for misconduct and acts or omissions which constitute

misconduct; Means of redress for workmen against unfair treatment or wrongful

exactions by the employer or his agents or servants;

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• Any other matter which may be prescribed.

On receipt of the draft standing orders, the certifying officer shall forward a copy thereof

to the trade union of the workmen functioning in the establishment, and if no such union

exists, to three representatives of the workmen in the establishment elected at a meeting

called for the purpose. A notice in the prescribed form will be given inviting objections, if any, to the draft standing orders within fifteen days of the receipt of these orders. After

giving to the parties an opportunity of being heard, the certifying officer shall decide

whether or not any modification of the draft is necessary, and make an order in writing

accordingly. In doing so, the certifying officer can adjudicate upon the fairness and

reasonableness of the provisions in the draft. The certifying officer shall thereupon certify

the standing orders with or without modification, and forward the authenticated copies

thereof to the employer and to the trade union or other prescribed representatives of the

workmen within seven days from the date of his orders.

Model Standing Orders

When this Act becomes applicable to an industrial establishment for the first time, till thestanding orders as finally certified under this Act come into operation in that

establishment, the prescribed model standing orders shall be deemed to have been adopted

in that establishment.

Appeal

An aggrieved party may appeal to the appellate authority within thirty days from the date

on which the copies of the standing orders were sent to the parties by the certifying

officer. The order of the appellate authority shall be final.

The Act empowers the appellate authority to do only two things, namely:

• Confirm the standing orders in the form certified by the certifying officer, or

• Confirm the standing orders after amending them by making the necessary

modifications or additions.

The certified standing orders become enforceable on the expiry of 30 days from the date

on which the authenticated copies of the same are sent to the parties by the certifying

officer. If an appeal has been filed, it shall come into operation on the expiry of 7 days

from the date on which copies of the order of the appellate authority are sent to the parties.

Display of Standing Orders

A copy of all standing orders as finally certified under this Act shall be filed by the

certifying officer in a register in the prescribed form maintained for the purpose. The

certifying officer shall furnish a copy thereof to any person applying for it on payment of the prescribed fee.

CONCEPTUAL FRAMEWORK OF EMPLOYMENT RELATIONS

The text of the standing orders as finally certified under this Act shall be prominently

posted by the employer in English and in a language understood by a majority of his

workmen on special boards to be maintained for that purpose at or near the entrance

through which the majority of the workmen enter the industrial establishment, and in all

departments thereof where the workmen are employed.

Modification of Standing Orders

The standing orders finally certified under this Act shall not, except on agreement between

the employer and the workmen, be liable to modification until the expiry of six monthsfrom the date on which the standing orders or the last modifications thereof came into

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operation. A modification even before six months is permissible by an agreement between

the parties. An employer or workman may apply to the certifying officer for modification

of the standing orders. Such an application shall be accompanied by five copies of the

proposed modifications made by an agreement between the employer and the workmen. A

certified copy of that agreement shall be filed along with the application.

Powers of Certifying Officer Every certifying officer and appellate authority shall have all the powers of a civil court

for the purpose of:

• receiving evidence,

• administering oaths,

• enforcing the attendance of witnesses, and

• compelling the discovery and production of documents.

Acts of MisconductThe following acts or omissions on the part of a workman shall amount to misconduct:

• wilful insubordination or disobedience, whether or not in combination with another, of

any lawful and reasonable order of a superior; going on an illegal strike or abetting,

inciting, instigating or acting in furtherance thereof;

• wilful slowing downing in performance of work, or abatement or instigation thereof;

theft, fraud or dishonesty in connection with the employer’s business or property or the

theft of property of another workman within the premises of the establishment; taking

or giving bribes or any illegal gratification;

• habitual absence without leave, or absence without leave for more than ten consecutive

days or overstaying the sanctioned leave without sufficient grounds or proper or

satisfactory explanation;

• late attendance on less than four occasions within a month;

• habitual breach of any standing order or any law applicable to the establishment or any

rules made there under;

•

collection without the permission of the manager of any money within the premises of the establishment except as sanctioned by any law for the time being in force;

• engaging in trade within the premises of the establishment;

• drunkenness, riotous, disorderly or indecent behaviour on the premises of the

establishment;

• commission of any act subversive of discipline or good behaviour on the premises of

the establishment;

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• habitual neglect of work, or gross or habitual negligence;

• habitual breach of any rules or instructions for the maintenance and running of any

department, or the maintenance of the cleanliness of any portion of the establishment;

• habitual commission of any act or omission for which a fine may be imposed under thePayment of Wages Act, 1936;

• canvassing for union membership, or collection of union dues within the premises of

the establishment, except in accordance with any law or with the permission of the

manager;

• wilful damage to work in process or to any property of the establishment;

• holding meeting inside the premises of the establishment without the previous

permission of the manager or except in accordance with the provisions of any law for the time being in force;

• disclosing to any unauthorised person any information in regard to the

• processes of the establishment which may come into the possession of the workman in

the course of his works;

• gambling within the premises of the establishment;

• smoking and spitting on the premises of the establishment where it is prohibited by the

employer;

• failure to observe safety instructions notified by the employer or interference with any

safety device or equipment installed within the establishment;

• distribution or exhibiting within the premises of the establishment hand-bills,

pamphlets, posters, and such other things or causing to be displayed by means of signs

or writing or other visible representation on any matter without previous sanction of

the manager;

• refusal to accept a chargesheet, order or other communication served in accordancewith the standing orders;

• unauthorised possession of any lethal weapon in the establishment.

Offences and Penalties

The Act provides for penalties and procedures in case where: (i) an employer fails to

submit draft standing orders; (ii) who does any act in contravention of the standing orders

finally certified under this Act for his industrial establishment. No prosecution for an

offence shall be instituted except with the previous sanction of the appropriate

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government. No court inferior to that of a metropolitan magistrate or a judicial magistrate

of the second class shall try any offence under the Act.

Obligations of Employers

• Submit draft standing orders with the required information to the Certifying Officer for

certification within the time limit mentioned in the Act.

• Act in conformity with the certified standing orders in the day-to-day dealings with the

workmen.

• Modify certified standing orders only with the approval of the Certifying Officer.

• Post prominently the text of the certified standing orders near the entrance and also in

all departments where workmen are employed.

•

Pay subsistence allowance to the charge-sheeted employee during suspension pendingenquiry as per the Act and the Rules.

Obligations of Workmen

• Work in conformity with the certified standing orders or model standing orders as the

case may be.

• Comply with the provisions of the Act in regard to modification and interpretation of

standing orders.

Miscellaneous

If any question arises as to the application or interpretation of a standing order certifiedunder this Act, any employer or workman or a trade union or other representative body of

the workmen may refer the question to any one of the labour courts constituted under the

Industrial Disputes Act, 1947. The decision of the labour court shall be final and binding

on the parties. There is no provision under the Act for appointment of inspectors for the

enforcement of the provisions of the Act.

THE INDUSTRIAL DISPUTES ACT 1947

The Industrial Disputes Bill was introduced in the Central Legislative Assembly on

8th October 1946. The Bill was passed by the Assembly in March 1947 and became

law with effect from 1st April 1947. The Act contains 40 sections, which have been

grouped in 9 chapters.

Object of the Act

The Preamble to the Act reads: “An Act to make provision for the investigation and

settlement of industrial disputes and for certain other purposes.” On the basis of various

judgements given from time to time by the Supreme Court, the principal objectives of the

Act may be stated as follows:

• To ensure social justice to both employers and employees and advance the progress of

industry by bringing about harmony and a cordial relationship between the parties.

•

To settle disputes arising between capital and labour by peaceful methods and throughthe machinery of conciliation, arbitration and, if necessary, by approaching the

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tribunals constituted under the Act. If disputes are not settled, there would be strikes or

lockouts which would entail dislocation of work, essential to the life of the

community.

• To promote measures for securing and preserving amity and good relations between

the employer and workmen.

• To prevent illegal strikes and lockouts.

• To provide compensation to workmen in cases of lay-off, retrenchment and closure.

• To protect workmen against victimisation by the employer and to ensure termination

of industrial disputes in a peaceful manner.

• To promote collective bargaining.


It is a settled law that before any dispute between an employer and his workmen can be

said to be industrial dispute under the Act, it must be sponsored by a substantial number of

workmen. In other words, it is only a collective dispute that can constitute an industrial

dispute. The person regarding 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 direct or substantial interest. Where any employer discharges,dismisses, retrenches or otherwise terminates the services of an individual workman, any

dispute or difference between that workman and his employer connected with, or arising

out of, such discharge, dismissal, retrenchment or termination shall be deemed to be an

industrial dispute notwithstanding that no other workman nor any union of workmen is a

party to the dispute. An individual workman whose services are terminated can now raise

an industrial dispute and take his case to the conciliation machinery or approach the

Government for a reference of the dispute to adjudication. The object is to give an

individual dispute relating to discharge, dismissal, retrenchment or otherwise termination,

the status of an industrial dispute.

Wages: ‘Wages’ means all remuneration capable of being expressed in terms of money,which would, if the terms of employment, expressed or implied, were fulfilled, be payable

to a workman in respect of his employment, or of work done in such employment, and

includes:

• such allowances as the workman is for the time being entitled to;

• the value of any house accommodation, or of supply of light, water, medical

attendance or other amenity or of any service or foodgrains or other articles;

• any travelling concession;

• any commission payable on the promotion of sales or business or both.

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but does not include:

a) any bonus;

b) any contribution paid or payable by the employer to any pension fund or provident

fund or for the benefit of the workman under any law for the time being in force;

any gratuity payable on the termination of his service.

c) Workman: “Workman” means any person, including an apprentice employed in anyindustry, to do any skilled or unskilled manual, supervisory, operational, technical or

clerical work for hire or reward, whether the terms of employment be expressed or

implied, and for the purposes of any proceeding under this Act in relation to an industrial

dispute, includes any such person who has been dismissed, discharged or

retrenched in connection with, or as a consequence of, that dispute or whose dismissal,

discharge, or retrenchment has led to that dispute, but does not include any person:

Who is subject to the Army Act, 1950 (46 of 1950), or the Air Force Act, 1950 (45 of

1950), or the Navy (Discipline) Act, 1934 (34 of 1934);

Who is employed in the police service or as an officer or other employee of prison;

Who is employed mainly in a managerial or administrative capacity;

Who being employed in a supervisory capacity, draws wages exceeding rupees 1,600 per mensem or exercises, either by the nature of the duties attached to the office or by reason

of the powers vested in him, functions mainly of a managerial nature.

Authorities under the Act

Works Committee: The Act empowers the appropriate government to require an employer

of any industrial establishment where 100 or more workmen are employed or have been

employed on any day in the preceding twelve months to constitute a works committee.

This committee consists of representatives of the employer and of the workmen engaged

in the establishment, provided that the number of representatives of the workmen is not

less than the number of representatives of the employer. The representatives of workmen

shall be chosen from among the workmen engaged in the establishment and in

consultation with their trade union, if any, registered under the Trade Unions Act, 1926.

The duty of the works committee is to promote measures with a view to securing and

preserving amity end, to comment upon matters of their common interest or concern and

endeavour to compose any material difference of opinion in respect of such matters.

Conciliation Officers: The appropriate government may appoint conciliation officers

charged with the duty of mediating in, and promoting the settlement of, industrial disputes.

A conciliation officer may be appointed for a specified area or for a specified industry in a

specified area, and his appointment may be permanent or temporary.

Board of Conciliation: In a similar manner, a board of conciliation may also be

constituted to promote the settlement of industrial disputes. A board shall consist of achairman and two or four other members, as the appropriate government thinks fit. The

chairman shall be an independent person and the other members shall be persons

appointed in equal numbers to represent the parties to the dispute on the recommendation

of the parties concerned. If any party fails to make a recommendation within the

prescribed time, the appropriate government shall appoint such persons as it thinks fit to

represent that party. Conciliation proceedings before a board are similar in nature to those

before a conciliation officer. But members of the boards of conciliation enjoy more

powers than those enjoyed by conciliation officers. However, unlike a conciliation officer,

the board cannot admit a dispute in conciliation on its own; the board has no jurisdiction

until the government makes a reference to it.

Courts of Inquiry: The appropriate government may constitute a court of inquiryconsisting of one or more independent persons to enquire into any matter connected with

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or relevant to an industrial dispute. Where a court consists of two or more members, one

of them shall be appointed as chairman.

Labour Courts: The appropriate government may constitute one or more labour courts to

adjudicate industrial disputes relating to any of the following matters

• The propriety or legality of an order passed by an employer under the standing orders;

• The application and interpretation of standing orders;

• Discharge or dismissal of workmen, including retirement of, or grant of relief to,

workmen wrongfully dismissed;

• Withdrawal of any customary concession or privilege;

• Illegality or otherwise of a strike or lockout; and All matters other than those specified

in the Third Schedule.

• A labour court shall consist of one person only with necessary judicial qualifications,

and will be appointed by the appropriate government.

Industrial Tribunals: The appropriate government may, by a notification in the Official

Gazette, constitute one or more industrial tribunals to adjudicate industrial disputes

relating to any matter, whether specified in the Second Schedule or in the

• Wages, including the period and mode of payment;

• Compensation and other allowances;

•

Hours of work and rest intervals;

• Leave with wages and holidays;

• Bonus, profit-sharing, provident fund and gratuity;

• Shift working otherwise than in accordance with standing orders;

• Classification by grades;

• Rules of discipline;

• Rationalisation;

• Retrenchment of workmen and closure of establishment; and Any other matter that

may be prescribed.

National Tribunals: The Central Government may, by a notification in the Official

Gazette, constitute one or more national industrial tribunals for the adjudication of

industrial disputes which, in the opinion of the Central Government, involve questions of

national importance or are of such nature that industrial establishments situated in more

than one State are likely to be interested in, or affected by, such disputes. A national

tribunal shall consist of one person only to be appointed by the Central Government.Notice of Change

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months in the aggregate or for such period as may be agreed upon in writing by all the

parties to the dispute.

Duties of Court of Inquiry: It is the duty of the court to inquire into the matters referred

to it and report thereon to the appropriate government within six months from the

commencement of its inquiry.

Duties of Courts and Tribunals: When an industrial dispute has been referred to a labour court, tribunal, or national tribunal for adjudication, it shall hold its proceedings

expeditiously and submit its award to the appropriate government as soon as practicable

on the conclusion of the adjudication.

Reports and Awards

The report of a board or court and the award of a tribunal must be in writing and must be

signed by all its members. Of course, any member may record a minute of dissent. The

award of a labour court, tribunal or national tribunal must be signed by its presiding

officer. The report or award must be published by the appropriate government within one

month from the date of its receipt. Where is any case, a Labour Court or Tribunal by its

award directs reinstatement of any workman and the employer prefers any proceedings

against such award in a High Court or Supreme Court, the employer is liable to pay suchworkman, during the period of pendency of such proceedings, full wages last drawn by

him, inclusive of any maintenance allowance admissible to him under any rule. Money

once paid cannot be recovered by the employer.

Powers of Labour Courts and Industrial Tribunals

Section 11-A reads as under: “Where an industrial dispute relating to the discharge or

dismissal of a workman has been referred to a labour court, tribunal or national tribunal

for adjudication and where, in the course of the adjudication proceedings the labour court,

tribunal or national tribunal, as the case may be, is satisfied that the order of discharge or

dismissal was not justified it may by its award set aside the order of discharge or dismissal

and direct reinstatement of the workman on such terms and conditions, if any, as it thinks

fit, or give such other relief to the workman, including the award of any lesser punishment

in lieu of discharge or dismissal as the circumstances of the case may require: provided

that in any proceeding under this Section, the labour court, tribunal or national tribunal, as

the case may be, shall rely only on the materials or record and shall not take any fresh

evidence in relation to the matter.” Under this Section, for the first time, power has been

given to a tribunal to satisfy itself whether misconduct is proved. This is particularly so

regarding even the findings arrived at by an employer in an enquiry properly held. The

tribunal has also been given the power, for the first time, to interfere with the punishment

imposed by an employer. When such wide powers have been conferred on tribunals, the

legislature obviously felt that some restrictions have to be imposed regarding what matterscould be taken into account. Such restrictions are found in the proviso. The proviso only

emphasises that the tribunal has to satisfy itself one way or the other regarding

Settlements and Awards

“Settlement” as defined in Section 2(p) of the Industrial Disputes Act envisages two

categories of settlement:

A settlement which is arrived at in the course of conciliation proceedings, i.e., which is

arrived at with the assistance and concurrence of the conciliation officer, and; An

agreement between the employer and workmen arrived at otherwise than in the course of

conciliation proceedings.

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To be valid, an agreement under the second category should be in writing and signed by

the parties thereto, and copies should be sent to an officer authorised for this purpose by

the appropriate government and the conciliation officer. Thus, every settlement is an

agreement, though every agreement is not a settlement.

A settlement arrived at in the course of conciliation proceedings or as an award of a

tribunal will be binding on:All parties to the industrial dispute;

All other parties summoned to appear in the proceedings as parties to the dispute unless

they were so summoned without proper cause;

Where a party is an employer, his heirs, successors or assignees in respect of the

establishment to which the dispute relates;

Where a party is composed of workmen, all persons who were employed in the

establishment or part of the establishment, as the case may be, to which the disputes

relates on the date of the dispute and all persons who subsequently become employed in

that establishment or part of the establishment.

A settlement arrived at in the course of conciliation proceedings is binding for a period

agreed upon by the parties. If no such period is agreed upon, the settlement will remain inforce for a period of six months from the date on which the parties to the dispute sign the

memorandum of settlement. It will continue to be binding until the expiry of two months

from the date on which one of the parties gives notice in writing to the other of its

intention to terminate the settlement. There is nothing in the Act to prohibit a private

settlement between the parties even during the course of adjudication proceedings.

Strikes and Lockouts

Strike means a cessation of work by a body of persons employed in any industry acting in

combination, or a concerted refusal, or a 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. Lockout means the closing of a place of employment, or the suspension of

work, or the refusal by an employer to continue to employ any number of persons

employed by him.

The definition of strike postulates the following ingredients

• Plurality of workmen;

• Cessation of work or refusal to continue to work;

• Acting in combination or concerted action under a common understanding.

General prohibition of strikes: No group of workmen may strike in the following five

situations:• When conciliation proceedings are going on before a board of conciliation and seven

days thereafter;

• When adjudication is going on before a labour court or tribunal and two months

thereafter;

• When and if an appropriate government in its reference prohibits the continuance of

any strike;

• When arbitration is going on before an arbitrator and two months thereafter;

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• When a settlement or award is in operation. (Note that prohibition here is restricted to

those matters only which are covered by the settlement or award) A strike notice must

be given to the employer and conciliation officer;

Lay-off, Retrenchment and Closure (Chapter V-A)

Lay-off: Section 2 (kk) of the Act defines lay-off as “the failure, refusal or inability of anemployer on account of shortage of coal and power or raw material or the accumulation of

stocks or the breakdown of machinery or for any other reason to give employment to a

workman whose name is borne on the muster rolls of his industrial establishment and who

has not been retrenched.”

Lay-off provisions of the Act are applicable to factories, mines and plantations (defined by

and covered under Section 2(m) of the Factories Act, 1948; Section 2(j) of the Mines Act

of 1952; and Section 2(f) of the Plantations Labour Act of 1951 respectively) where in 50

or more workmen on an average per working day have been employed in the preceding

calendar month and who are not of seasonal

Closure: Closure has been defined as the permanent closing down of a place of

employment or part thereof. An employer intending to close down an undertaking shall be

required to give sixty days’ prior notice to the appropriate government stating clearly the

reasons for the closure. But it shall not apply to:

An undertaking in which less than fifty workmen are employed or were employed on an

average per working day in the preceding 12 months;

An undertaking set up for the construction of buildings, bridges, roads, canals, dams or for

other construction work or project.

Closure: An employer who intends to close down an undertaking or an industrial on

which the intended closure is to become effective, a notice, in the prescribed manner, on

the appropriate government, stating clearly the reasons for the intended closure of the

undertaking. However, it shall not apply to an undertaking set up for the construction of buildings, bridges, roads, dams, canals, or for other construction work.

Miscellaneous Offence by Companies: Where a person committing an offence under this

Act is a company, or another body corporate, or an association of persons (whether

incorporated or not), every director, manager, secretary, agent or other officer or person

concerned with the management thereof shall, unless he proves that the offence was

committed without his knowledge or consent, be deemed to be guilty of such offence.

Pendency of Proceedings: During the pendency of any conciliation proceeding before a

conciliation officer or a board or any proceeding before an arbitrator or a labour court or

tribunal or national tribunal in respect of an industrial dispute, no employer shall:

a)In regard to any matter connected with the dispute, alter, to the prejudice of workmen

concerned in such dispute, the conditions of service applicable to them immediately before

the commencement of such proceeding; or For any misconduct connected with the

dispute, discharge or punish, whether by dismissal or otherwise, any workman concerned

in such dispute, save with the express permission in writing of the authority before which

the proceeding is pending.

b) During the pendency of any such proceeding in respect of an industrial dispute, the

employer may, in accordance with the standing orders applicable to a workman concerned

in such dispute (or, where there are no such standing orders, in accordance with the terms

of the contract, whether express or implied, between him and the workman):

Obligations of Employers

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• Constitute Works Committees and provide all facilities for their proper working.

• Implement all agreements, settlements and awards, and produce all documents and

render other assistance for conciliating and adjudicating disputes.

• Desist from declaring any illegal lockout.

• Pay lay-off, retrenchment and closure compensation as required under the Act.

• Avoid any change in service and employment conditions without giving 21 days

notice.

• Maintain status quo during pendency of disputes in conciliation and adjudication as

laid down in the Act.

• Avoid unfair labour practices.

Obligations of Workers

• Abide by the agreements or settlements arrived at in conciliation, and awards given by

the tribunals and arbitrators.

• Desist from declaring or instigating any illegal strike.

• Cooperate with all authorities set up under the Act in resolving disputes amicably and

expeditiously.

• Refrain from committing unfair labour practices specified under the Act.

BIBLIOGRAPHY

BOOKS:30

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Agarwala. T. Strategic Human Resource Management,2007,Oxford University Press;

Rao. T. V. ,HRD Audit New Delhi: Response Books.

Udai pareek, training instruments in HRD and OD

Dessler- Human Resource Management 11/e, Pearson2010

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