Industrial Relations
Shailaja Karve
SIMSR
Industrial Relations
 Basically IR is a social partnership
between the players.
 Industrial relations may be referred as
the art of living together for purposes of
production
 The term IR explains the relationships
between employees and management
which stems directly or indirectly form
union-employer relationships
Industrial Relations (Contd…)
 According to ILO, “IR deals with either
the relationships between the state and
employers’ and worker’s organizations
or the relations between the
occupational organizations themselves.”
Some basic facts about IR
 Multi-pronged relationships
 The relations do not constitute a simple
relationships
• Historical, economical, social,
psychological, demographic,
technological, political, legal and other
variables.
IR don’t function in vacuum
 Institutional Factors – state policy,
labour laws, voluntary codes, collective
agreements, labour unions, and
employers’ organizations
• Social institutions – community, caste, family
structure, system of belief, etc
• Attitude to work, system of power status,
relative nearness to the centres of power and
etc.,
IR don’t function in vacuum…
 Economic Factors – economic
organizations (socialist, capitalist,
communist, individual ownership,
company ownership, government
ownership)
IR don’t function in vacuum…
 Technological factors – techniques of
production, modernization and
rationalization, capital structure.
 External factors – international relations,
global conflicts, and the operations of
international bodies (ILO)
Thus, IR is…
Web of rules formed by the interactions of
the government, the business
community, and labour, and are
influenced by the existing and emerging
economic, institutional and
technological factors.
Industrial Disputes
Industrial Conflict – relative concept,
Industrial dispute – specific.
Definition (ID Act – 1947)
Any 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.
Classifications of Industrial
Disputes
 Interest dispute – dead lock in
negotiations
 Grievance dispute – arise from day-today operations
 Unfair labour practice – interfering with
the exercise o the right to organize
 Recognition dispute – over the right of
TUs to represent a particular class.
Types of Industrial Disputes
Industrial disputes
Strikes
Lock-outs
Stay-away
Sit-down
Stay-in
Tool-down
Pen-down
Token or
Protest
Cat-call
Sympathy
Political
Bandhs
Tripartite and Bipartite bodies for
settlement
 4th labour conference constituted ILC
(Indian Labour conference)
– Equal representation between government
and non-government representatives
– To promote uniformity in labour legislations
– To lay down a procedure for the settlement
of industrial disputes
– Discuss all matters of all-India importance
as between employers and employees.
Other bodies ID redressal
 Works committee
 Conciliation officer
 Board of conciliation
 Court of inquiry
 Labour court
 Industrial tribunal
 National tribunal
 Voluntary arbitration
Conciliation
Procedure
Adjudication
Procedure
Arbitration
Procedure
Grievance Procedures
 Feeling of disagreement or discontent
on the term of employment
 ID Act require every establishments in
which 100 or more workmen are
employed, the employer shall set up a
time-bound grievance redressal
procedure.
 Model grievance procedure
Discipline/Misconduct
 Employee self-control which prompts
him to willing co-operate with the
organizational standards, rules,
objectives, etc.
 Industrial Employment (standing orders)
Act 1946
 Disciplinary Action
– Natural justice
– Impartiality
– Reasonable opportunity to show-cause
Procedure for Punishment (model)
 Framing and issuing a charge sheet
 Receiving the explanation form charge
sheeted employee
 Issuing notice of enquiry
 Holding the enquiry
 Findings of the enquiry officer
 Decision of the disciplinary authority
 Communication of the order of
punishment
Collective Bargaining
 Is a mode of fixing the terms of
employment by means of bargaining
between an organized body of
employees and employer.