Industrial disputes

1. Industrial Disputes (HR SUB IR) TYBMS SEM 5 Unit 2
Prof. Sneha Mhatre

2. Index
• INDUSTRIAL DISPUTES Causes , types, effects,
Methods of solving disputes, Concepts
• Employee Discipline, determinants, causes of
indiscipline, measures, code of discipline, Management
and union Agrees and features code of discipline
• Grievance handling, Causes, Guidelines, Grievance
procedures
• Workers participation, objectives, Types .

4. Meaning:-
Industrial Disputes may be defined as a conflict or difference of option
between management and workers on the terms of employment. It is a
disagreement between an employer and employees representative; usually
trade union , over pay and other working conditions and can result in
industrial actions.

5. Causes of Industrial Disputes
1. Economic causes :-
Economic cause of industrial disputes related to interest
disputes. such as:-
 Wages
 Bonus

6. 2.Non Economic Causes:- It includes following causes
• Retrenchment and Closure
• Layoff
• Hours of work
• Leaves
• Indiscipline and Violence
• Management practices
• Trade union practices
• Legal and Political factors
• Miscellaneous causes

7. Forms/ Types of Industrial disputes
The International Labour Organization has classified the industrial disputes
into two main type:
1. Interest Disputes
2. Grievance or Right Disputes :

8. Consequences / Effects of Industrial Disputes
1. Loss of production
2. Low GDP
3. Unrest and Tension
4. Economic loss
5. Economic depression
6. Impact on employees
7. Threat to peace and security
8. Inflation

9. Methods Of Settings Industrial Disputes
 Arbitration
• Voluntary
• compulsory
 Joint consultation
 Work committees
 Conciliation
 Adjudication

10. Concepts Relating To Industrial Disputes
1. STRIKE:-
strike is powerful weapon used by a trade union to get its demands accepted.
Strikes may be of the following types:-
 Economic Strike :-
 Sympathetic Strike :-
 General Strike :-
 Sit Down Strike :-
 Slow Down Strike :-
 Hunger Strike :-
 All out Strike :-

11. 2. LAYOFF :-
Temporary separation of employees from his or her work.
3.LOCKOUT :-
Not allowing to employees to enter in premises of organization.
4. RETRANCHMENT :-
Employer terminated employees from organization without any punishment.

12. STRIKE
LOCKOUT
LAYOFF
RETRENCHMENT

13. Employees Discipline
• Meaning:-
Employee discipline is defined as the
“regulations or conditions that are
imposed on employees by management
in order to either correct or prevent
behaviors that are detrimental to an
organization”.

14. Determinants of Employees Discipline
1. Training:-
2. Right hiring:-
3. Orientation and Induction:-
4. Creating a disciplined working environment:-
5. Framing proper procedure:-
6. Centralization of discipline:-
7. Impersonal disciplines:-

15. 8. Review disciplinary decisions:-
9. Notification of conduct that may result :-
10. Discipline shall be progressive :-
11. Information regarding penalties :-
12. Documentation :-
13. Discipline should be fair :-
14. Discipline shall be flexible and consistent:
15. Disciplinary action should be prompt:-

16. CAUSEs OF INDISCIPLINE
• Lack of effective leadership
• Lack of supervision
• Violation of rights of employee
• Absence of grievance settlement machinery
• Lack of well define code of conduct
• Divide and rule of policy
• Discrimination
• Employees attitude
• Lack of communication
• Other reasons

17. Measures to control indiscipline
1. Policies should be realistic
2. Tactful approach
3. Fair and reasonable wages
4. Job security
5. Grievances should be handled
6. Study the causes

18. CODE OF DISCIPLINE AND ITS ENFORCEMENT
The basic objectives of code of discipline are to :-
• Maintain peace and order
• Promote constructive criticism
• Avoid work stoppage
• Secure the settlement of dispute and grievances
• Avoiding litigation
• Facilitate a free growth
• Eliminate fear of coercion, intimidation and violation or rules and
regulation.

19. The code is based on following principles:-
1. No strike or lockout
2. No unilateral action
3. Employee should follow go slow tactics
4. No deliberate damage
5. Acts of violation, intimidation and coercion should not be resorted
6. The existing machinery should be utilized
7. Avoid disturbance action
8. To ensure better discipline

20. Management and union agrees:-
• No unilateral action
• Settlement of dispute
• No strike and lockout
• Neither party have recourse to coercion, intimidation and go slow tactics.
• Avoid litigation , sit-down
• Prompt constructive co-operation
• Mutually agreed grievances procedure
• Don’t take arbitrary action

21. Management agrees:-
• Not to increase work load
• Not to support unfair legal practices
• Settlement of grievances
• Take proper disciplinary action
Union agrees:-
• not to angage in physical duress
• Not to permit demonstration
• Not to engage any union activity during working hours
• Discourage unfair practices
• Take pro,mt oction to implement awards

22. THE BROAD FEATURES OF CODE OF DISCIPLINE
1. Prohibits strikes
2. On one - side action
3. Settlement of dispute
4. Grievance procedure
5. Both the parties should attempt
6. Employers will not increase workloads
7. Provide full facilities
8. Prompt action
9. The workers will not indulge
10. Take action against
11. Breach of code
12. Discourage the negligence

23. GRIEVANCE HANDLING
• Meaning:-
Grievance any may be genuine or imaginary feeling of
dissatisfied or injustice which in employee experience about it’s
job and it’s nature about the management policy and procedures
it must be expressed by the employees brought to the notice of
management and the organization

24. CAUSES OF GRIEVANCES
1. Employee expectations
2. Improper working environment
3. Organizational change
4. Interpersonal issues
5. Supervision attitude
6. Other reasons

25. Guidelines for handling grievances
 Grievance redressal Cell
 Considered important
 Met personally
 Resolve within a time frame
 In writing
 Law and legalities
 Procedures and formalities
 Positive environment
 Suggestions boxes
 Gather all the facts regarding the issues

26. Grievance redressal procedure in India
1. Present grievance
2. Submit to department head
3. Grievance committee
4. Appeal to management
5. Voluntary arbitrator

27. Workers participation in management
 Meaning:-
Employee involvement / workers
participation is also important tool to get
them Motivated and retain them in the
organization for longer period of time.
Workers participation provide an opportunity
to the worker to communicate and suggest
their opinion to the management.

28. Objective
1. To raise productivity and production
2. To improve moral of workers
3. To satisfy the desire of the worker
4. To promote industrial peace of the concern
5. To have better industrial relations
6. To evoke the fullest collaboration of the employee

29. Types of workers Participation
1. Suggestions scheme
2. Workers committee
3. Joint management Councils
4. Board representation / Employee direction
5. Co-partnership
6. Quality circle
7. Total quality management

30. CASE STUDY