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8/6/2019 IRLL - 2 Marks
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Industrial relation and labour legislation
2 marks
Prepared by: N.Prabha
Department of Management StudiesVSB Engineering College, Karur
1. Concept of Industrial Relations:
The term Industrial Relations comprises of two terms: Industry and Relations.
Industry refers to any productive activity in which an individual (or a group of
individuals) is (are) engaged. By relations we mean the relationships that exist
within the industry between the employer and his workmen.
2. Approaches of IR
Unitary perspective
Pluralistic perspectiveMarxist Perspective
3. Collective bargaining:
Collective bargaining is process of joint decision making and basically represents a
democratic way of life in industry. It is the process of negotiation between firms and
workers representatives for the purpose of establishing mutually agreeable conditions
of employment. It is a technique adopted by two parties to reach an understanding
acceptable to both through the process of discussion and negotiation.
Collective bargaining consists of negotiations between an employer and a group of
employees that determine the conditions of employment.
4. Levels Of Collective Bargaining
1. National level
2. Sector or industry level
3. Company/enterprise level
5. Collective bargaining process:
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6. Trade Union
The Trade Union Act 1926 defines a trade union as a combination, whether temporary
or permanent, formed primarily for the purpose of regulating the relations between
workmen and employers or between workmen and workmen, or between employers
and employers, or for imposing restrictive condition on the conduct of any trade or
business, and includes any federation of two or more trade unions.
7. Functions of Trade unions
Militant functions,
Fraternal functions
8. Reasons For Joining Trade Unions
1. Greater Bargaining Power
2. 2. Minimize Discrimination
3. . Sense of Security
4. Sense of Participation
5. Sense of Belongingness6. Platform for self expression
7. Betterment of relationships
9. Casual Workers:
Casual workers are those workers who are generally employed by small entrepreneurs
on daily or weekly basis on a low wage rate. They are not entitled to any paid holiday
leave or paid sick leaves
10. twelve Central Trade Union Organizations in India:
1. All India Trade Union Congress (AITUC)
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2. Bharatiya Mazdoor Sangh (BMS)
3. Centre of Indian Trade Unions (CITU)
4. Hind Mazdoor Kisan Panchayat (HMKP)
5. Hind Mazdoor Sabha (HMS)
6. Indian Federation of Free Trade Unions (IFFTU)
7. Indian National Trade Union Congress (INTUC)
8. National Front of Indian Trade Unions (NFITU)
9. National Labor Organization (NLO)
10. Trade Unions Co-ordination Centre (TUCC)
11. United Trade Union Congress (UTUC) and
12. United Trade Union Congress - Lenin Sarani (UTUC - LS)
11. Grievance
Grievance means any type of dissatisfaction or discontentments arising out of factors
related to an employees job which he thinks are unfair. A grievance arises when an
employee feels that something has happened or is happening to him which he thinks is
unfair, unjust or inequitable.
12. Industrial DisputesAs per Section 2(k) of Industrial Disputes Act,1947, an industrial dispute in defined
as any dispute or difference between employers and employers, or between employers
and workmen, or between workmen and which is connected with the employment or
non-employment or the terms of employment or with the conditions of labor, of any
person
13. Causes Of Industrial Disputes
Wages and allowances
Personnel and retrenchment
Indiscipline and violence
Bonus:
Leave and working hours
Miscellaneous: The miscellaneous factors include
- Inter/Intra Union Rivalry
- Charter of Demands
- Work Load
- Standing orders/rules/service conditions/safety measures
- Non-implementation of agreements and awards
14. Strike:
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According to Industrial Disputes Act 1947, a strike is a cessation of work by a body
of persons employed in an industry acting in combination; or a concerted refusal of
any number of persons who are or have been so employed to continue to work or to
accept employment; or a refusal under a common understanding of any number of
such persons to continue to work or to accept employment.
15. Economic Strike: Under this type of strike, labors stop their work to enforce their
economic demands such as wages and bonus. In these kinds of strikes, workers ask
for increase in wages, allowances like traveling allowance, house rent allowance,
dearness allowance, bonus and other facilities such as increase in privilege leave and
casual leave.
16. Sympathetic Strike: When workers of one unit or industry go on strike in
sympathy with workers of another unit or industry who are already on strike, it is
called a sympathetic strike. The members of other unions involve themselves in a
strike to support or express their sympathy with the members of unions who are on
strike in other undertakings. The workers of sugar industry may go on strike insympathy with their fellow workers of the textile industry who may already be on
strike.
17. General Strike: It means a strike by members of all or most of the unions in a
region or an industry. It may be a strike of all the workers in a particular region of
industry to force demands common to all the workers. These strikes are usually
intended to create political pressure on the ruling government, rather than on any one
employer. It may also be an extension of the sympathetic strike to express generalized
protest by the workers.
18. Sit down Strike: In this case, workers do not absent themselves from their place
of work when they are on strike. They keep control over production facilities. But do
not work. Such a strike is also known as 'pen down' or 'tool down' strike. Workers
show up to their place of employment, but they refuse to work. They also refuse to
leave, which makes it very difficult for employer to defy the union and take the
workers' places. In June 1998, all the Municipal Corporation employees in Punjab
observed a pen down strike to protest against the non-acceptance of their demands by
the state government.
19. Slow Down Strike: Employees remain on their jobs under this type of strike.
They do not stop work, but restrict the rate of output in an organized manner. Theyadopt go-slow tactics to put pressure on the employers.
20. Sick-out (or sick-in): In this strike, all or a significant number of union members
call in sick on the same day. They dont break any rules, because they just use their
sick leave that was allotted to them on the same day. However, the sudden loss of so
many employees all on one day can show the employer just what it would be like if
they really went on strike.
21. Wild cat strikes: These strikes are conducted by workers or employees without
the authority and consent of unions. In 2004, a significant number of advocated went
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on wildcat strike at the City Civil Court premises in Bangalore. They were protesting
against some remarks allegedly made against them by an Assistant Commissioner
22. Lock Out:
Lock-out means the temporary closing of a place of employment or the suspension of
work or the refusal by an employer to continue to employ any number of personsemployed by him.
23. Grievance procedure:
24. PICKETING
when workers are dissuaded from work by stationing certain men at the factory gates,
such a step is known as picketing. If picketing does not involve any violence, it is
perfectly legal. Pickets are workers who are on strike that stand at the entrance to their
workplace. It is basically a method of drawing public attention towards the fact that
there is a dispute between the management and employees.
25. GHERAO
Gherao in Hindi means to surround. It denotes a collective action initiated by a groupof workers under which members of the management are prohibited from leaving the
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33. Adult
A person who has completed his 18 years of age
34. Adolescent
A person who has completed his 15th year of age but has not completed his 18th year.
35. Child
A person who has not completed his 15th year of age
36. Competent person
A person or an institution recognized as such by the chief inspectors
37. Calendar year
It means the period of 12 months beginning with the 1st day of January in any year.
38. Young personA person who is either a child or an adolescent
39. Labour Laws
Labour law also known as labor law is the set of laws, administrative rulings, and
precedents which address the legal rights of, and restrictions on, working people and
their organizations. As such, it mediates many aspects of the relationship between
trade unions, employers and employees
40. Appeal: Application to a higher Court for a review of a decided case
41. Arbitration: A system of dispute settlement in which an independent third party
(e.g. Queensland Industrial Relations Commission) considers a dispute between two
or more parties, and having taken submissions, decides upon the basis of agreement.
The decision is then binding on the parties
42. Conciliation: A dispute settling method in which a third party, usually an
independent, seeks to bring the disputants to the point where they can reach
agreement. The conciliator acts as an "honest broker" in the negotiations. In Australia,
agreements produced through formal conciliation lead to changes in award provisions.
If the conciliator is unsuccessful in settling some or all of the issues that are indispute, these items can be referred to arbitration.
43. Employee: A person whose employment is governed by a contract of service or
other relevant employment law, or a person defined as or deemed to be an employee
under theIndustrial Relations Act 1999
44. Employer: A person, corporation, enterprise or organisation that employs or
engages a person or persons including those persons who are defined as an employer
under the Industrial Relations Act 1999
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45. Employer Association: An organisation whose membership generally consists of
employers who operate in the same or related industries and tend to act as coordinator
of some industrial interest of the member companies. Registration with the
Commission is mandatory for an organisation to be included under this heading.
46. Jurisdiction: The power of the Court or Commission to hear a matter
47. Termination: The act of ending the employee/employer contract by either the
giving of notice, instant dismissal, resignation or frustration of contract.
48. Parental Leave
Parental leave is an entitlement that MAY be shared between the parents of the child.
Except for one week after birth, the employee and spouse are normally required to
take the leave at different times
49. Piece Rate
The rate per unit or output that is fixed from time to time in a payment by results
system. The piece rate is typically the product of (a) an attempt to measure the normal
or expected output for a period of time for an employee working normally, and (b)
negotiation with employees concerning a 'fair' rate of pay per unit produced.
50. Union
Common name for an employee organisation. Group of employees in similar
occupations or industries who join together to bargain with their employers regarding
working conditions.
51. Attrition
A term used to describe voluntary and involuntary terminations, deaths, and employee
retirements that result in a reduction to the employer's physical workforce.
52. Employee retention
Organizational policies and practices designed to meet the diverse needs of
employees, and create an environment that encourages employees to remain
employed.
53. Legislation
Law emanating from Parliament in the form of Acts.
54. Outplacement
A benefit offered by the employer to displaced employees which may consist of such
services as job counseling, training, and job-finding assistance.
55. Outsourcing
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A contractual agreement between an employer and an external third party provider
whereby the employer transfers responsibility and management for certain HR,
benefit or training related functions or services to the external provider.
56. SuspensionA form of disciplinary action resulting in an employee being sent home without pay
for a specified period of time.
57. Occupier: The person who has ultimate control over the affairs of the factory
58. Disablement: Disablement means loss of capacity to work or to move.
Disablement of a workman may result in loss or reduction of his earning capacity.
59. Partial disablement: Any disablement as reduce the earning capacity of a
workman as a result of some accident.
60. Temporary partial disablement: As reduce the earning capacity of a workman
in any employment in which he was engaged at the time of accident.
61. Permanent partial disablement: Disablement reduces the earning capacity of a
workman in every employment which he was capable of undertaking at the time of
injury.
62. Total disablement: Disablement whether of a temporary or permanent nature, as
incapacitates a workman for all work which he was capable of performing at the time
of the accident resulting in such disablement.
63. Employment injury: Personal injury to an employee cause by accident or anoccupational disease arising out of and in the course of his employment being an
insurable employment whether the accident occurs or the occupational disease in
contracted within or outside the territorial limits of India.
64. Superannuation: In relation to an employee who is the member of the pension
scheme means the attainment by the said employee of the age of 58 years.
65. Appellate authority: It means an authority appointed by the appropriate
government by notification in the official gazette to exercise the functions of an
appellate authority under the act.
66. Appropriate Government: It means in respect of industrial establishments under
the control of the central government or a railway administration or in a major poart,
mines or oilfield, the central government. In all other cases, appropriate government
means the state government
67. Certifying officer: Certifying officer means a labour commissioner or a regional
labour commissioner and includes any other officer appointed by the appropriate
government by notification in the official gazette to perform all or any of the
functions of a certifying officer under the act.
68. Accounting year: In relation to a corporation the year ending on the day on
which the books and accounts of the corporation are to be closed and balanced.
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78. Remuneration: Remuneration is pay or salary, typically a monetary payment for
services rendered, as in an employment. Usage of the word is considered formal
79. Bonus: anything that tends to arouse; "his approval was an added fillip" an
additional payment (or other remuneration) to employees as a means of increasing
output
80. Closure: A process by which the organisation ceases the operation.