Industrial Relations - Settlement of Disputes in India (original) (raw)
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An Overview of Industrial Disputes Settlement Authorities in India
International Journal of Scientific Research, 2012
The main purpose of the Labour Code Act No. 71 of 1987 [hereinafter referred to as LCA] is to involve labor in the process of building the national economy so as to achieve prosperity and improve living conditions. Similarly, the main object of the Industrial Disputes Act, 1947 [hereinafter referred to as IDA] is the investigation and settlement of industrial disputes. With these objects in view, various authorities have been created by the respective enactments. The adjudication of labour disputes has at the first instance been kept out of the jurisdiction of the Municipal Courts so that efforts may be made for settlement of such disputes through some other agencies. The Works Committee, Conciliation Officer, Board of Conciliation, Courts of Inquiry, Labour Courts or the Industrial Tribunal, all aim at amicable settlement of the industrial dispute. The various modes of settlement of disputes provided by the Acts may broadly be classified under three heads: (1) Conciliation; (2) Arbitration, (3) Adjudication.
Effectiveness of Industrial Dispute Act maintaining peace in an Industry
2024
Industrial disputes occur in practically all developed and developing countries around the world. Industrialization has tended to produce a schism between management and workers; the lack of workers' ownership over the means of production has resulted in industrial friction and conflicts, which eventually lead to industrial disputes. Conflict resolution is a critical component of any effective labour market and industrial relations system. This article focuses on the legal and practical issues of industrial dispute resolution in India. Effective collective bargaining and open communication between management and unions can reduce disputes and foster positive workplace relations.
DESCRIPTION Industrial Disputes Act, 1947 an institution enacted to make provisions for the investigation and settlement of industrial disputes. This paper tries to identify some of the determinants of industrial disputes, such as strikes and lock-outs, and illustrate the vital significance of resolving or minimizing such disputes. The study also traces out the formation of the Act and its implications on the labour market.
Mediation and Conciliation in Collective Labor Conflicts in India
Mediation in Collective Labor Conflicts, 2019
The Indian industrial relations system is dominated by the state machinery which controls the process of conciliation, arbitration and adjudication. In this chapter, we focus on conciliation which, in the Indian context, means an effort to mediate between employers and employees. Over time, with fewer cases being mediated, there has been considerable disillusionment with the system of conciliation. The conciliation officer’s (CO’s) role has been reduced to that of a postman/postwoman who refers cases to adjudication while employers use the process as a delaying tactic to ultimately force employees to settle or withdraw disputes. Indeed, conciliation has not been used effectively or served the purpose for which it was created. Nonetheless, both employers and employees do not want the process be abandoned. Indeed, conciliation could be a cheap and quick process if used appropriately.
Industrial Disputes Act, 1947: An Ambivalent Institution
Industrial Disputes Act, 1947, is an institution, enacted to make provisions for the investigation and settlement of industrial disputes. The paper tries to identify some of the determinants of industrial disputes, such as strikes and lock-outs, and illustrates the vital significance of resolving or minimizing such disputes. The study examines the institutional change in the Industrial Disputes Act, 1947, focusing on why amendments were necessary to the Act, and aiming to achieve an understanding of the economic performance of the society after the implementation of the Act over time.
Dispute Solving in Industrial Relations Based on Act Number 2 Year 2004
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Industrial relations dispute solving that managed in Act No.2 Year 2004 On Industrial Relations Dispute Solvingcan be solved by bipartite negotiation, conciliation, arbitration, mediation, and industrial relations dispute court. The principle of this matter is by putting negotiation first prior to other ways. As managed in Act No.2 Year 2004On Industrial Relations Dispute Solving everyone concerned are supposed to solve it in fast, fair, and cheap ways.