4. ๏ฝ Industrial dispute means any dispute or difference
between employers and employee, or between
employers and workmen, or between workmen
and workmen, which is connected with the
employment or non-employment or the terms and
conditions of employment or with the conditions of
labour, of any person.
5. ๏ฝ Citation Act No. 14 of 1947
๏ฝ Enacted by:- Central legislative Assembly
๏ฝ Date Enacted:- 11 March 1947
๏ฝ Date Assembled to:- 11 March 1947
๏ฝ Date commenced:- 1 April 1947
6. โขThe Industrial Disputes Act 1947 extends to the
whole of India and regulate Indian labour law so
far as that concerns trade unions.
โขIt is an act to make provisions for the
investigation and settlement of industrial disputes
and for certain other purposes.
โขThis act replaces the trade disputes act of 1929.
8. ๏ฝ The objective of the Act is to make provisions for
investigation and settlement of industrial disputes.
๏ฝ The main objective is to bring the conflicts
between employer and employees to an amicable
settlement.
๏ฝ The Act provides machinery for settlement of
disputes, if dispute cannot be solved through
collective bargaining.
9. ๏ฝ To secure industrial place and harmony by
providing machinery and procedure for the
investigation and settlement of industrial disputes
by negotiation.
๏ฝ To maintain industrial relation's legislation in
general are to maintain industrial peace, and to
achieve economic justice.
10. ๏ฝ The provision for payment of compensation to the
workman on account of closure of lay off
๏ฝ The procedure for prior permissions of appropriate
Government for laying off the workers or closing
down industrial establishments .
๏ฝ Unfair labour practices on part of an employer or a
trade union or workers.
11. ๏ฝ The Industrial Disputes Act 1947 extends to the
whole of India and regulate Indian labour law so
far as that concerns trade unions.
๏ฝ It is an act to make provisions for the
investigation and settlement of industrial
disputes and for certain other purposes.
๏ฝ The laws apply only to the organized sector
12. ๏ฝ The Industrial Disputes Act applies to every
industrial establishment carrying on any business,
trade, manufacture or distribution of goods and
services irrespective of the number of workmen
employed therein.
๏ฝ Every person employed in an establishment for
hire or reward including
13. ๏ฝ Contract labour, apprentices and part-time
employees to do any manual, clerical, skilled,
unskilled, technical, operational or supervisory
work, is covered by this Act.
๏ฝ This Act though does not apply to persons mainly
in managerial or administrative capacity, persons
engaged in a supervisory capacity.
14. ๏ฝ Whenever employees want to go on strike they
have to follow the procedure provided by the Act
otherwise there strike deemed to be an illegal
strike. Section 22(1) of the Industrialย Dispute Act,
1947 put certain prohibitions on the right to strike.
It provides that no person employed in public
utility service shall go on strike in breach of
contract.
15. ๏ฝ The prosperity of any industry very much depends
upon its growing production. Production is
possible when the industry functions smoothly
without any disturbances. This means industrial
peace through harmonious relationship between
labour and management. Therefore every
industrial relations legislation necessarily aims at
providing conditions congenial to the industrial
peace.
16. ๏ฝ The labour demands for fair return is expressed in
varied forms; e.g. increase in wages, resistance to
decrease in wages and grant of allowance and
benefits etc. If a laborer wants to achieve these gains
individually, he fails because of his weaker bargaining
power against the sound economic footing of the
management. Therefore, the economic struggle of
labour with capital can be fought collectivity by
organised labours.
๏ฝ The main aim is to settle these type of disputes.
