Which act took care of the industrial disputes?

Which act took care of the industrial disputes?

THE INDUSTRIAL DISPUTES ACT, 1947 ACT NO. 14 OF 1947 1* [11th March, 1947.] An Act to make provision for the investigation and settlement of industrial disputes, and for certain other purposes.

Who can raise an industrial dispute?

Any person who is a workman employed in an industry can raise an industrial dispute. A workman includes any person (including an apprentice) employed in an industry to do manual, unskilled, skilled, technical, operational, clerical or supervisory work for hire or reward.

What are the types of industrial dispute?

Types of Industrial Disputes: Strikes, Lockouts, Picketing, Gherao, Lay Off, Retrenchment and Boycott

  • Type # 1. Strikes:
  • Type # 2. Lockouts:
  • Type # 3. Picketing:
  • Type # 4. Gherao:
  • Strikes:
  • Lockout:
  • Lay Off:
  • Retrenchment:

Who is an employer under Industrial Dispute Act?

The term employer has been defined under the industrial dispute act of 1947 under section 2(g) the employer according to the definition is the person authorized to do the work in the capacity as an employer under the leadership of either the Central Government or the state government or the local authority.

What is industrial dispute and its causes?

The causes of industrial disputes are many and varied. The major ones related to wages, union rivalry, political interference, unfair labour practices, multiplicity of labour laws, economic slowdown and others.

How can we solve industrial disputes?

  1. Collective Bargaining. Collective bargaining is probably the most effective method of resolving industrial disputes.
  2. Code Discipline. The code of discipline defines duties and responsibilities of employers and workers.
  3. Grievance Procedure.
  4. Arbitration.
  5. Conciliation.
  6. Adjudication.
  7. Consultative Machinery.

What are the effects of industrial disputes?

Industrial Dispute may have both adverse and favourable effects. Industrial disputes resulting in strikes and lock-outs disturb the economic, social and political life of a country. They harm all the shareholders like employees, employers, community, State etc.

How industrial disputes can be controlled?

Some of the useful methods used for prevention and settlements of industrial disputes are: 1. Works Committees 2. Conciliation Officers 3. Boards of Conciliation 4.

What are the instruments for handling industrial disputes?

Procedures for settling labour dispute: Collective Bargaining, Negotiation, Conciliation and Mediation, Arbitration and Adjudication are well known methods for settlement of industrial disputes.

Which area industrial relations does not cover?

Cambodia, Indonesia, Laos, Malaysia, Myanmar, the Philippines, Singapore, Thailand and Viet Nam), and China, Korea, Japan and Mongolia. However, it does not cover Brunei, Laos, and Myanmar because modern industrial relations practices are yet to emerge in those countries. from the early 1990s.

How do you achieve industrial peace?

The following measures should be taken to achieve good industrial relations:

  1. Progressive Management:
  2. Strong and Stable Union:
  3. Atmosphere of Mutual Trust:
  4. Mutual Accommodation:
  5. Sincere Implementation of Agreements:
  6. Workers’ Participation in Management:
  7. Sound Personnel Policies:
  8. Government’s Role:

How do you maintain good industrial relations?

5 tactics to improve employee relations

  1. Set the tone from their first day. First impressions matter.
  2. Provide positive feedback. More often than not, the focus of evaluations are on how an employee can improve and what they need to do better.
  3. Improve communication.
  4. Offer career development.
  5. Help them be happy.

How do you manage industrial relations?

Types of employee relations

  1. Get to know your team, on an individual level.
  2. Keep communication channels always open.
  3. Ask for their opinion.
  4. Listen to their arguments.
  5. Encourage them to stand their ground.
  6. Build these relations on common rules and values.
  7. Don’t keep your distance, be part of the team.

What are the economic causes of industrial disputes?

The following are the economic causes of industrial disputes:

  • Wages:
  • Employee Dismissal and Retrenchment:
  • Bonus:
  • Dearness Allowance:
  • Working Conditions and Hours of Work:
  • Modernisation and Automation:
  • Other Reasons:
  • Indiscipline and Violence:

What are the causes of poor industrial relations?

Top 4 Causes of Poor Industrial Relation – Explained!

  • Nature of Work: It is the work only that gives birth to relationship between the employee and employer.
  • Dissatisfactory Compensation and Work Conditions: Employees work for compensation i.e., wages and salaries.
  • Dysfunctional Trade Union:
  • Non-conducive Organisational Climate:

What is industrial relation in HR?

Industrial relations are the relationships between employees and employers within the organizational settings. From this perspective, industrial relations covers all aspects of the employment relationship, including human resource management, employee relations, and union-management (or labor) relations.

What is the difference between employee relations and industrial relations?

Thus, while the problem of employee relations are personal in character and are relate to the behavior of individuals where moral and social element predominate, the term industrial relation is comprehensive covering human relations and the relations between the employers and workers in an organization as well as …

How can Organisations improve industrial relations?

How to improve Industrial Relations Situation:

  1. Workers’ Participation in Management:
  2. Mutual Accommodation.
  3. Sincere Implementation of Agreements.
  4. Sound Personnel Policies:
  5. Implementation of the policies should be uniform throughout the organization to ensure fair treatment to each worker.

How do you encourage employees to improve?

Here are the top 10 things you can do to increase employee efficiency at the office.

  1. Don’t be Afraid to Delegate.
  2. Match Tasks to Skills.
  3. Communicate Effectively.
  4. Keep Goals Clear & Focused.
  5. Incentivize Employees.
  6. Cut Out the Excess.
  7. Train and Develop Employees.
  8. Embrace Telecommuting.

What is the role of HR in employee relations?

When it comes to employee relations, an HR department has two primary functions. First, HR helps prevent and resolve problems or disputes between employees and management. Second, they assist in creating and enforcing policies that are fair and consistent for everyone in the workplace.

How can HR build relationships?

Top 10 tips to building effective relationships with line managers

  1. Coaching and development.
  2. Be honest.
  3. Timing of communications.
  4. Listen and respect.
  5. Equip them with the right tools.
  6. Support.
  7. Personal performance objectives.
  8. Make HR’s role and contribution clear.

Is HR supposed to help employees?

Human resources departments must carefully balance the needs of employees, managers, and the entire company. As a result, while they are often a place of support and help for employees, they are also full of professionals who must think pragmatically about the best interests of their employer.

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