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Poor industrial relations often end up with industrial disputes in the form of strikes, lockouts, gheraos etc. According to Section 2 (k)of the Industrial Disputes Act, 1947, the term ‘industrial dispute’ means “any dispute or 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 the terms of employment and conditions of employment of any person.”
- Industrial disputes always harm both employees and management and are always against their interest. Poor IR de-motivates employees and thus results in decreased production. Hence, it may be concluded that, industrial disputes are symptoms of industrial unrest in the same way that boils are symptoms of a disordered body.
- Industrial disputes have adverse effects on the organization as it creates unrest and unnecessary tension within an organization due to which employees may lose their faith in management and vice versa.
Types of Industrial Disputes
The various forms of industrial disputes are:
- Strike is a cessation of work by a body of persons employed in the industry acting in combination, concerted refusal of any number of persons who are or have been so employed to continue to work or to accept employment.
- Lock-out 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.
- Gherao is a form of industrial action in India in which workers imprison their employers on the premises until their demands are met.
- Picketing workers are prevented from entering their workplaces. Some workers who are on strike stand at the entrance of their workplaces along with the banners or play cards in connection with disputes, to draw the attention of the general public and prevent their workers to work and persuade them to join the strike.
- Boycott to disrupt the normal functioning of an organization. Workers are forcefully appealed by the strikers to withdraw their cooperation with the employer and are prevented from entering the workplace. The workers may also boycott their company products and may appeal the same to the general public.
Causes of Industrial Disputes
The various causes of industrial disputes can be divided into two categories i.e. economic and non economic cause.
- Economic cause includes causes related to increase in wages, allowances, bonus, gratuity, higher share in industrial profits etc.
- Non economic causes include demand for proper working conditions, adequate working hours, advanced infrastructure etc.
Prevention
These industrial disputes can be prevented through various measures like including worker’s participation in management by giving them right to have a say in the decision process of the organization. Some of such schemes are Works Committee, Joint Management Councils, Joint Councils. A code of discipline can also be led down to assert cordial relation within the organization. Several tripartite bodies have been set up at central, state and national levels. These committees are composed of labour experts along with the representatives of employers and employee. The main objective of these committees is to establish peace by settling down the differences and misunderstandings between management and unions which crop up from time to time. The Indian Labour Conference(ILC) and the Standing Labour Committees (SLC) are the two important tripartite committees functioning in India.
