pptlabourlaw-i-201107181808.pdf

Labour law

1. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
SEMESTER: BALLB/BBALLB 7
TH
NAME OF THE SUBJECT: LABOUR LAW 1
UNIT-I
TOPIC: CONCEPT OF TRADE UNION
FACULTY NAME: MR. VIVEK
TRIPATHI (Assistant
Professor)

2. DEFINITION
•TradeUnionsarethegroupsset-upwiththeaimoftryingtocreatefairnessandjob
securityinaworkplace.•Section2(h)oftheTradeUnionAct,1926hasdefinea
tradeunionas:“Anycombination,whethertemporaryorpermanent,former
primarilyforthepurposeofregulatingtherelationbetweenworkmanandworkmen
orbetweenemployers,orforimposingrestrictiveconditionsontheconductofany
tradeorbusiness,andincludesanyfederationoftwoormoretradeunions.

3. TRADE UNIONS IN INDIA
•Developmentofmodernindustry,especiallyintheWesterncountries,canbetraced
backtothe18thcentury.IndustrialdevelopmentinIndiaonWesternlines,however
commencedfromthemiddleofthe19thcentury.ThefirstorganisedTradeUnionin
IndianamedastheMadrasLabourUnionwasformedintheyear1918.Sincethen
alargenumberofunionssprangupinalmostalltheindustrialcentresofthe
country.Similarly,entrepreneursalsoformedtheirorganisationstoprotecttheir
interests.

4. Features of trade unions
•Itisanorganisationformedbyemployeesorworkers.II.Itisformedona
continuousbasis.Itisapermanentbodyandnotacasualortemporaryone.III.Itis
formedtoprotectandpromoteallkindsofinterests–economic,politicalandsocial-
ofitsmembers.Thedominantinterestwithwhichaunionisconcernedis,however,
economic.Itincludesfederationsoftradeunionsalso.Itachievesitsobjectives
throughcollectiveactionandgroupeffort

5. What are trade unions?
•Tradeunionsareorganisationsthatrepresentpeopleatwork.Theirpurposeisto
protectandimprovepeople'spayandconditionsofemployment.Theyalso
campaignforlawsandpolicieswhichwillbenefitworkingpeople.

6. What are trade unions?
•Tradeunionsexistbecauseanindividualworkerhasverylittlepowertoinfluence
decisionsthataremadeabouthisorherjob.Byjoiningtogetherwithother
workers,thereismorechanceofhavingavoiceandinfluence.

7. What are trade unions?
•Allsortsofjobsandindustriesarecoveredbytradeunions.Someunionsrepresent
peoplewhodoaparticularjoborworkinaspecificindustry-forexample,the
NationalUnionofJournalists(NUJ),asitsnamesuggests,representsjournalists,
andtheUnionforFinanceStaff(UNIFI)ismadeupofpeoplewhododifferentjobs
inthefinancialsector.

8. What are trade unions?
•Otherunionsincludeamixtureofpeopleindifferentjobsandsectors.Thebiggest
unionsinBritain-theGMB,UNISONandtheTransportandGeneralWorkers
Union(TGWU)representpeopleworkinginarangeofdifferentoccupationsand
industriesinthepublicandprivatesectors.Oftenthisisbecauseunionshave
mergedwithotherunionssothattheycanincreasetheirmembershipandtheir
influence.

9. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: REGISTRATION OF TRADE
UNIONS

10. Registration
•TheRegistrationofatradeunionisnotnecessary.However,uponregistration,a
tradeuniongetsseveralbenefitsthatarenotavailabletoanunregisteredTrade
Union.Thetradeuniongainsrecognitionintheeyesoftheemployer,employees
andgeneralpublic.Hence,astrongerfootingforcollectivebargainingbetweenthe
employersandworkers.

11. Registration
•InthecaseofWorkersofBandCCovsLaborCommissioner,AIR1964Madit
washeldthataTradeUnioncanraiseorsponsoratradedisputeandrepresenton
behalfofitsmembersinlegalproceedingsarisingoutofatradedispute.Henceitis
onlyaregisteredTradeUnionwhichcanespouseanindustrialdispute.

12. Registration
•ARegisteredTradeUniongetsimmunityfromcivilandcriminalliabilityforacts
doneinpursuancetoatradedispute.

13. Why register the union?
•Section13specifiesthatuponregistration,atradeuniongetsalegalentitystatus,
duetowhichithasperpetualsuccessionandacommonseal.Itcanacquireand
holdmovableaswellasimmovableproperties,cancontractthroughagents,cansue
andcanbesued.Undersection17,18,and19aregisteredtradeuniongets
immunityincertaincriminal,civil,andcontractualproceedings.However,such
immunity/protectionisconfinedtoactsdoneincontemplationofatradedispute.

14. Benefits
•Undersection15aregisteredtradeunionhasarighttoestablishageneralfund.
Undersection16,aregisteredtradeunionhasarighttoestablishapoliticalfund.
Subscriptiontothisfundisnotnecessaryforamember.Undersection24,trade
unionshavetherighttoamalgamate.Undersection28-F,theexecutiveofa
registeredtradeunionhasarighttonegotiatewiththeemployerthemattersof
employmentornon-employmentorthetermsofemploymentortheconditionof
laborofalloranyofthemembersofthetradeunion

15. Benefits
•Theemployershallreceiveandsendrepliestolettersandgrantinterviewstosuch
bodyregardingsuchmatters.Itfurtherprovidesthattheexecutiveisentitledto
postnoticesofthetradeunionmeantforitsmembersatanypremiseswherethey
areemployedandthattheemployershallprovidereasonablefacilitiesforthat.

16. Procedure
•Section3(AppointmentoftheRegistrar):Theappropriategovernmentappointsa
persontobetheregistrarortradeunionsforeachstate.
•Whentheprerequisitedocumentationiscompleted,theRegistrarissuesa
CertificateofRegistration.

17. Mode of registration
•AnapplicationmustbesenttotheRegistrarofTradeUnionsappointedbyan
appropriategovernment.Theapplicationmustbemadebysevenormorepersons
whoareengagedinthetradeorindustryinconnectiontowhichtheTradeUnionis
tobeformed.Alltheapplicantsmustsubscribetheirnamestotherulesofthe
TradeUnionandcomplywiththeprovisionsofthisactregardingregistration.

18. Mode of Registration
•Theremustbeatleast10%or100,whicheverisless,memberswhoareengagedor
employedintheestablishmentorindustrytowhichitisconnected.Ifmorethathalf
ofthepersonswhohadappliedfortheregistrationceasetobemembersofthe
unionorexpresslydisassociatethemselvesfromtheapplication,theapplicationfor
Registrationwillbedeemedtobeinvalid.

19. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: GENERAL AND POLITICAL FUNDS
OF TRADE UNION

20. General fund
•Section15and16oftheTradeUnionsAct,1926laydowntheprovisionsrelating
tothegeneralfundandpoliticalfundrespectively.
•GeneralFund:
•AccordingtoSection15ofthetradeunionsact1926,aRegisteredUnioncancreate
aGeneralFund.

21. General fund
•Memberofthetradeunionhavetocontribute,tothegeneralfund.
•TheGeneralFundcanbeutilizedonlyforthepurposesauthorizedbySection15of
theTradeUnionsAct1926.
•Objects-
•a)thepaymentofsalaries,allowances,andexpensestooffice-bearersofthetrade
unions;

22. General fund
•b)thepaymentofexpensesfortheadministrationofthetradeunion,including
auditoftheaccountsofthegeneralfundsofthetradeunion;
•c)theprosecutionordefenseofanylegalproceedingtowhichthetradeunionor
anymemberthereofisaparty,whensuchprosecutionofdefenseisundertakenfor
thepurposeofsecuringorprotectinganyrightsofthetradeunionassuchorany
rightsarisingoutoftherelationsofanymemberwithhisemployerorwithaperson
whomthememberemploys;

23. General fund
•d)theconductoftradedisputesonbehalfofthetradeunionoranymemberthereof;
•(e)thecompensationofmembersforlossarisingoutoftradedisputes;
•(f)allowancestomembersortheirdependantsonaccountofdeath,oldage,
sickness,accidentsorunemploymentofsuchmembers;
•(g)theissueof,ortheundertakingofliabilityunder,policiesofassuranceonthe
livesofmembers,or(under)policiesinsuringmembersagainstsickness,accident
orunemployment;

24. Political Fund
•h)theprovisionofeducation,socialorreligiousbenefitsformembers(including
thepaymentoftheexpensesoffuneralorreligiousceremoniesfordeceased
members)orforthedependantsofmembers;
•PoliticalFund
•AccordingtoSection16oftheTradeUnionsAct,ARegisteredTradeUnionscan
createaseparatefundforthepurposeofpromotingCivilandpoliticalinterestsof
its members

25. Political Fund
•Thecontributiontopoliticalfundsmustbecollectedseparately.Contributiontothe
politicalfundcannotbecompelledorbemadeasaconditionprecedentfor
admissionofapersonasthememberofthetradeunion.Eventhosememberwho
havenotcontributedanythingtothepoliticalfund.

26. Political Fund
•Aregisteredtradeunionisnotentitledtoutilizeitsgeneralfundorpoliticalcauses
ofitsmembers
•Objects–
•a)thepaymentofanyexpensesincurred,eitherdirectlyorindirectly,byacandidate
orprospectivecandidateforelectionasamemberofanylegislativebody
constitutedundertheConstitutionorofanylocalauthority,before,duringorafter
theelectioninconnectionwithhiscandidatureorelection;or

27. Political Fund
•b)theholdingofanymeetingorthedistributionofanyliteratureordocumentsin
supportofanysuchcandidate;or
•(c)themaintenanceofanypersonwhoisamemberofanylegislativebody
constitutedundertheConstitutionorforanylocalauthority;or

28. Political Fund
•
•(d)theregistrationofelectorsortheselectionofacandidateforanylegislative
bodyconstitutedundertheConstitutionorforanylocalauthority;or
•(e)theholdingofpoliticalmeetingsofanykind,orthedistributionofpolitical
literatureorpoliticaldocumentsofanykind.

29. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: IMMUNITIES AVAILABLE TO A REGISTERED TRADE
UNION

30. Immunities available to a registered trade union
•Section17confersimmunityfromliabilityinthecaseofcriminalconspiracyunder
section120-BofIPC,committedbyanofficebeareroramember.
•However,thisimmunityispartialinthesensethatitisavailableonlywithrespect
tothelegalagreementscreatedbythemembersforthefurtheranceofvalidobjects
ofatradeunionasdescribedinsection15oftheact.

31. Immunities available to a registered trade union
•RegisteredTradeUnionshavecertainrightstodoinfurtheranceoftheirtrade
disputessuchascallingforstrike,persuadingmemberstoprotest,distributing
pamphlets,makingspeechestogarnersupportfortheunionoreducatethe
employeesaboutanyunjustactofthemanagementetc.

32. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: COLLECTIVE BARGAINING

33. COLLECTIVE BARGAINING
•Itisatechniquethathasbeenadoptedbyunionandmanagementtoreconciletheir
conflictinginterests.
•Itiscalledcollectivebecausetheemployees,asagroup,selectrepresentativesto
meetanddiscussdifferenceswiththeemployer.•Thenegotiationsforcollective
bargainingrequirejointsessionsoftherepresentativesoflabourandmanagement

34. Collective Bargaining-Definitions
•Inthewordsof
•Harrison,“Itisaprocessofcommunicationbetweentwoinstitutionswhichhave
bothcommonandconflictinginterests.”•Randle,“Collectivebargaininghas
differentmeaningsfordifferentindividualsorgroups.TradeUnions,Managements
andthepublichavedivergentviewsonthisprocessbecauseeachisdifferently
affectedbyit.”•Richardson,“Collectivebargainingtakesplacewhenanumberof
workpeopleenterintoanegotiationasabargainingunitwithanemployerorgroup
ofemployerswiththeobjectofreachinganagreementontheconditionsofthe
employmentoftheworkpeople.”

35. Collective Bargaining-Characteristics
•Twowayprocess
•Agreement&Mutuallysettlingit
•Continuousprocess
•GroupAction
•Flexible
•Fluidity&amplescopeforacompromiseforamutualgive&takebeforethefinal
agreementisreached
•Dynamic&Static

36. Collective Bargaining-Characteristics
•NotaCompetitiveprocessbutaComplementaryprocess
•Itisanart,anadvancedformofhumanrelations.
•Itisadeviceandaprocedureusedbywageearnerstosafeguardtheirinterests.

37. Objectives & Significance
•Itisatechniquethathasbeenadoptedbyunions&managementforcompromising
theirconflictinginterests.
•Itplaysasignificantroleinimprovingthelabour-managementrelationsandin
ensuringindustrialharmony.
•Ithelpsineasingoutmanyminordifferencesandtherearemanyinstancesinwhich
evensomemajordisputesaresettobesettledwithoutanyworkstoppageoroutside
intervention.Itprovidesaclimateforsmoothprogress.

38. Objectives & Significance
•Itensuresthatmanagementsdonottakeanyunilateraldecision.
•Itdevelopsasenseofresponsibilityandofself-respectamongtheworkersandisa
guaranteetowardswageprotectionetc.

39. Benefits of C.B.
•Itprovidesamethodfortheregulationoftheconditionsofemploymentofthose
whoaredirectlyconcernedaboutthem.
•Itprovidesasolutiontotheproblemofsicknessinindustryandensuresoldage
pensionbenefitsandotherfringebenefits.
•Itcreatesnewandvariedproceduresforthesolutionoftheproblemsasandwhen
arise-problemwhichvexindustrialrelationsanditsformcanbeadjusted,
conditionsincorporatedintheagreementbythosewhoareengagedinasimilar
industry.

40. Benefits of C.B.
•Itprovidesaflexiblemeansfortheadjustmentofwagesandemploymentconditions
toeconomicandtechnologicalchangesintheindustry,asaresultofwhichthe
chancesforconflictsarereduced.
•Asavehicleofindustrialpeace,collectivebargaininghasnoequal.Itisthemost
importantandsignificantaspectoflabour-managementrelationsandextendsthe
democraticprinciplefromthepoliticaltotheindustrialfield.

41. Benefits of C.B.
•Itbuildsupasystemofindustrialjurisprudencebyintroducingcivilrightsinindustry.
Inotherwords,.Itensuresthatmanagementisconductedbyrulesratherthanby
arbitrarydecisions

42. CASE LAW
•“InKCP,Limitedv.PresidingOfficerandOrs.”
•IntheabovesaidcaseCourthasdefinedimportanceofCollectiveBargaining.

43. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: Concept and
Nature of
Standing orders

44. Introduction & Definition
•Itwasconsideredthatthesocietyhadavitalinterestinthesettlementoftermsof
employmentofIndustrialLaborandalsosettlementofLaborproblems.
•Toavoidfrictionamongsttheemployersandworkmenemployedinanindustryis
theprincipalaimofIndianLegislationinIndia.
•Therefore,thestepsweretakenbytheCentralGovernmenttoenactIndustrial
Employment(StandingOrders)Act,1946withaviewtoaffordprotectiontothe
workmenwithregardtoconditionsofemployment.

45. Introduction & Definition
•DefinitionundertheAct(Sec.2)“StandingOrders”meanrulesrelatingtomatters
setoutintheScheduletotheAct[Sec.2(g)]tobecoveredandinrespectofwhich
theemployerhastodraftforsubmissiontotheCertifyingOfficer,arematters
specifiedintheSchedule.
•ObjectiveoftheAct:
•1.ThepurposeofhavingStandingOrdersattheplantlevelandothercommercial
establishmentsistoregulateindustrialrelations.
•2.ThisOrdersregulatetheconditionsofemployment,grievances,misconductetc.
oftheworkersemployedinindustrialundertakings.
•3.Unsolvedgrievancescanbecomeindustrialdisputes.

46. Model Standing Order
•ClassificationofWorkers
•PublicationofWorkTime,Holidays,PayDaysandWageRates
•ShiftWorking
•AttendanceandLateComing
•LeaveandHolidays
•CasualLeave
•PaymentofWages
•StoppageofWork
•TerminationofEmployment
•DisciplinaryActionforMisconduct
•Suspension
•Dismissal,Complaints

47. Procedure for the Approval of Standing Orders
•ThemainprovisionthatdealfortheapprovalofStandingOrdersare:
1.ProcedureforthesubmissionofDraftStandingOrders[Section3]
2.ProcedurefortheConditionsforCertificationofStandingOrders[Section4].
3.ProcedureforCertificationofStandingOrders(ProcedureforAdoption)[Section
5]
4.Appeals[Section6].

48. Procedure for the submission of Draft Standing Orders
1.Within6monthsfromthedateonwhichthisActbecomesapplicableto
industrialestablishment,theemployershallsubmittotheCertifyingOfficer5
copiesofthedraftstandingordersproposedbyhim.
2.ProvisionshallhavetobemadeassucheverymattersetoutintheSchedule
whichmaybeapplicabletotheindustrialestablishmentandweremodelstanding
ordershavebeenprescribed.
3.Subjecttosuchconditionsasmaybeprescribed,agroupofemployersinsimilar
industrialestablishmentsmaysubmitajoindraftorstandingordersunderthis
section.

49. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: Scope and
Coverage of
Industrial
Employment

50. Scope and Coverage of Industrial
Employment
TheIndustrialEmployment(StandingOrders)Act,1946cameintoforceonApril
23,1946.TheActappliestothewholeofIndia.Itwasinitiallymadeapplicableto
onlythoseindustrialunits/undertakings/establishmentswherein100ormore
workerswereemployedonanydayofthepreceding12months.Subsequently,the
Actwasamendedin1961,1963and1982.TheActempowerstheappropriate
GovernmentstoextendtheprovisionsofthisActtoestablishmentsemployingless
than100workersaftergivingnotlessthantwomonths’notice,ofitsintentiontodo
so,intheofficialgazette.TheActappliestoalltheIndustrialEstablishmentsas
definedinclause(II)ofSection2ofthePaymentofWagesAct,1936;Factoriesas
definedinclause(II)ofSection2oftheFactoriesAct,1948;theRailwaysas
definedintheIndianRailwaysAct,1890andEstablishmentofacontractorwho
employsworkmenforthepurposeoffulfillingthecontractwiththeownerofany
IndustrialEstablishment.

51. Scope and Coverage of Industrial
Employment
•TheActdoesnot,however,applytoworkmenwhoaregovernedbythe
FundamentalandSupplementaryRules,CivilServiceTemporaryService
Regulations,CiviliansinDefenceServices(Classification,ControlandAppeal)
RulesortheIndianRailwaysEstablishmentsCodeoranyotherrulesorregulations
thatmaybenotifiedinthisbehalfbytheappropriateGovernment.Theprovisions
oftheActalsoapplytonewspaperestablishmentswherein20ormoreemployees
areemployedbyvirtueoftheenforcementoftheWorkingJournalists(Conditions
ofServiceandMiscellaneousProvisions)Act,1955.

52. Scope and Coverage of Industrial
Employment
•ThemainobjectivesoftheAct,besidesmaintainingharmoniousrelationship
betweentheemployersandtheemployees,aretoregulatetheconditionsof
recruitment,discharge,disciplinaryaction,leave,holidays,etc.oftheworkers
employedinindustrialestablishments.TheActamendedin1982alsoprovidesfor
paymentofsubsistenceallowancetotheworkmenwhoarekeptundersuspension
pendingdomesticenquiry.Therulesregardingpaymentofsubsistenceallowanceto
thesuspendedworkmenwerefurtheramendedbyanotificationin1984facilitating
paymentduringthesuspensionperiod,thesubsistenceallowanceattherateof50
percentofthewages,whichhewasentitledto,immediatelyprecedingthedateof
suspension,forthefirst90daysand75percentofsuchwagesfortheremaining
periodofsuspension,ifthedelayincompletionofthedisciplinaryproceedingsis
notdirectlyattributabletohisconduct.Theemployershallnormallycompletethe
enquirywithin10daysandthepaymentofsubsistenceallowanceshallalsobepaid
withinsuchtimeperiod.subjecttotheworkmannottakinganyemployment
elsewhereduringtheperiodofsuspension.

53. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: Certification
Process

54. Procedure for the Conditions for Certification of Standing
Orders:
Thestandingordertobecertifiedbythecertifyingofficerundercertainconditions:
1.Ifprovisionismadethereinforeverymattersetoutintheschedulewhichis
applicabletotheIndustrialEstablishment;
2.IfthestandingordersareotherwiseinconformitywiththeprovisionofthisAct
anditshallbethefunctionoftheCertifyingOfficerorappellateauthorityto
reasonablenessoftheprovisionofanystandingorders.

55. Procedure for Certification of Standing Orders (Procedure for
Adoption)
1.TheCertifyingofficerreceiptofthedraftStandingOrdersfromtheemployer
shallforwardacopyofthedraftstandingorderstotherecognizedtradeunionof
theestablishmentseekingsubmissionofobjectiontodraftstandingordersifany,
2.Thestandingorderscameintooperationontheexpiryof30daysfromthedateon
whichtheauthenticatedcopiesofthestandingordersareforwardedtothe
employerandtheworkmenbythecertifyingofficer.3.Theconditionsof
employment,whichwillbebindingontheemployerandtheworkmenfromthe
datewhentheybecomeoperational.

56. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: Modification
and Temporary
application of
Model Standing
orders

57. Modification and Temporary application of Model Standing
orders
UnderSection10oftheActtheprovisionexistsformodificationoftheCertified
StandingOrders.TheStandingOrderscanbemodifiedevenbeforeexpiryofthe
prescribedtimelimitof30daysprovidedboththemanagementanditsworkmen
agreeforit.Theemployerortheworkmendesiringthechangecanmake
applicationformodificationtotheCertifyingOfficer.Theprocedureforsubmission
ofapplicationformodificationisthesameasforinitialcertificationundertheAct.
Whenitisproposedtomakemodificationsbyagreementbetweentheemployerand
workmen,acertifiedcopyofthatagreementhasalsotobefiledalongwith
applicationformodification.

58. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: Interpretation
and
Enforcement of
Standing Orders

59. Interpretation and Enforcement of
Standing Orders
TheActmakesprovisionforappointmentofInspectorsforitsstrictenforcement.
ThefollowingoffencesarepunishableunderSection18oftheActandtheCentral
IndustrialRelationsMachineryistotakesuitableactionwhereverinfringementsof
theprovisionscometotheirnotice:
(i)FailuresonthepartofanemployertosubmitdraftStandingOrdersasperthe
requirementunderSection3oftheAct.
(ii)ModificationbyemployeroftheCertifiedStandingOrdersotherwisethanin
accordancewiththeprescribedprocedure,and
(iii)Anyactionoftheemployer,whichisincontraventionoftheprovisionsofthe
CertifiedStandingOrders.

60. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: Penalties
and Procedure

61. Penalties
and Procedure
OffencesandPenalties:
IfAnemployerfailstosubmitthedraftStandingOrdersasrequiredbySection3or
whomodifiedhisstandingordersotherwisewithsec.10shallbepunishablewith
finewhichmayextendtoRs.5000andincaseofcontinuingoffencewithafurther
fineofRs.200foreverydayafterthefirstduringwhichtheoffencecontinues.•An
employerwhodoesactincontraventionofthestandingordersfinallycertified
underthisactforindustrialestablishmentshallbepunishablewithfinewhichmay
extendtoRs.100andincaseofcontinuousoffencewithfurtherfineofRs.25every
dayafterthefirstduringwhichtheoffencecontinues.•Nopersecutionforany
offencepunishableundersection13shallbeinstitutedexceptwiththeprevious
sanctionoftheappropriategovernment.ItcanbetriedonlyintheCourtofa
presidencymagistrateorthesecondclassmagistrate.

62. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Topic: Industrial Disputes And Individual
Disputes

63. INDUSTRIAL DISPUTES AND INDIVIDUAL DISPUTES
•IndustrialDisputes:IndustrialDisputeisdefinedunderSection2(k)ofthe
IndustrialDisputeAct,1847.“Industrialdispute”meansanydisputeordifference
betweenemployersandemployers,orbetweenemployersandworkmen,or
betweenworkmenandworkmen,whichisconnectedwiththeemploymentornon-
employmentorthetermsofemploymentorwiththeconditionsoflabor,ofany
persons.”
To constitute Industrial Dispute following elements are to be satisfied -
•(1) A dispute Between Employers and employers or employer and workman or
workman and workman.
•(2) The Dispute should be connected with employment or non-employment or
terms of employment or conditions of labor of any person.
(3) The Dispute may be in relation to any workmen or any other person in whom
they are interested as a body

64. INDUSTRIAL DISPUTES AND INDIVIDUAL DISPUTES
•Individual Dispute:Whether a single workman who is aggrieved by an action of
the employer an raise Industrial Dispute. Section 2(k) of the Industrial Act, 1947
speaks of a dispute between employer and workmen. i.e. Plural form is used.
• Before insertion of the Section 2A of the Act, an Individual Dispute could not
per se be an Industrial Dispute but it becomes one if taken up by the Trade union or
a number of workmen to the dispute.
•An Individual Dispute to be declared as an Industrial Disputes, The following
Conditions are to be satisfied –
•(1) A body of workmen ( Trade Union)or a considerable number of workmen are
found to have common cause with the Individual workman;
•(2) That the Individual dispute was taken up or sponsored by the workmen as a
body ( trade union) or by Considerable Section of them before the date of
reference.

65. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Topic: Interaction Between Industry, Workman And
Employer

66. Interaction between Industry, Workman and Employer
•IndustrialRelations:Industrialrelationsisthestudyofhowpeopleinpowermake
decisionswhicheffecttherelationshipsbetweenemployersandEmployees.•
Industrialrelationsisamultidisciplinaryfieldthatstudiestheemployment
relationship.Industrialrelationsisincreasinglybeingcalledemploymentrelations
oremployeerelationsbecauseoftheimportanceofnon-industrialemployment
relationships;thismoveissometimesseenasfurtherbroadeningofthehuman
resourcemanagementtrend.Indeed,someauthorsnowdefinehumanresource
managementassynonymouswithemployeerelations.Otherauthorsseeemployee
relationsasdealingonlywithnon-unionizedworkers,whereaslaborrelationsis
seenasdealingwithunionizedworkers.Industrialrelationsstudiesexaminevarious
employmentsituations,notjustoneswithaunionizedworkforce.However,
accordingtoBruceE.Kaufman"Toalargedegree,mostscholarsregardtrade
unionism,collectivebargainingandlabormanagementrelations,andthenational
laborpolicyandlaborlawwithinwhichtheyareembedded,asthecoresubjectsof
thefield."

67. Industrial Relations
•AccordingtoJ.T.Dunlop,“Industrialrelationsarethecomplexinterrelations
amongmanagers,workersandagenciesofthegovernment”
•FeaturesofIndustrialRelations:1.Industrialrelationsareoutcomesof
employmentrelationshipsinanindustrialenterprise.Theserelationscannotexist
withoutthetwopartiesnamelyemployersandemployees.2.Industrialrelations
systemcreatesrulesandregulationstomaintainharmoniousrelations.3.The
governmentintervenestoshapetheindustrialrelationsthroughlaws,rules,
agreements,terms,chartersetc.4.SeveralpartiesareinvolvedintheIndustrial
relationssystem.Themainpartiesareemployersandtheirassociations,employees
andtheirunionsandthegovernment.Thesethreepartiesinteractwithineconomic
andsocialenvironmenttoshapetheIndustrialrelationsstructure.5.Industrial
relationsareadynamicanddevelopingconcept,notastaticone.Theyundergo
changeswithchangingstructureandscenariooftheindustryasandwhenchange
occurs.6.Industrialrelationsincludebothindividualrelationsandcollective
relationships.

68. Objectives of Industrial Relations
•1.Tomaintainindustrialdemocracybasedonparticipationoflabourinthe
managementandgainsofindustry.
•2.Toraiseproductivitybyreducingtendencyofhighlabourturnoverand
absenteeism.
•3.Toensureworkers’participationinmanagementofthecompanybygivingthem
afairsayindecision-makingandframingpolicies.
•4.Toestablishaproperchannelofcommunication.
•5.Toincreasethemoraleanddisciplineoftheemployees.
•6.Tosafeguardtheinterestsofthelabouraswellasmanagementbysecuringthe
highestlevelofmutualunderstandingandgoodwillbetweenallsectionsinan
industry.

69. Objectives of Industrial Relations:
•7. To avoid all forms of industrial conflicts so as to ensure industrial peace by
providing better living and working standards for the workers.
•8.Tobringaboutgovernmentcontroloversuchindustrialunitswhicharerunning
atalossforprotectingthelivelihoodoftheemployees.
•9. To safeguard the interest of labor and management by securing the highest level
of mutual understanding and good-will among all those sections in the industry
which participate in the process of production.
•10.Toavoidindustrialconflictorstrifeanddevelopharmoniousrelations,which
areanessentialfactorintheproductivityofworkersandtheindustrialprogressof
acountry.
•11. To raise productivity to a higher level in an era of full employment by lessening
the tendency to high turnover and frequency absenteeism.

70. Importance of Industrial Relations:
•1.UninterruptedProduction:Themostimportantbenefitofindustrialbenefitsis
thatitensurescontinuityofproduction.Thismeanscontinuousemploymentforall
involvedrightfrommanagerstoworkers.Thereisuninterruptedflowofincomefor
all.Smoothrunningofindustriesisimportantformanufacturers,iftheirproducts
areperishablegoodsandtoconsumersifthegoodsareformassconsumption
(essentialcommodities,foodgrainsetc.).Goodindustrialrelationsbringindustrial
peacewhichinturntendstoincreaseproduction.
•2.ReductioninIndustrialdisputes:GoodIndustrialrelationsreduceIndustrial
disputes.Strikes,grievancesandlockoutsaresomeofthereflectionsofIndustrial
unrest.Industrialpeacehelpsinpromotingco-operationandincreasingproduction.
ThusgoodIndustrialrelationshelpinestablishingIndustrialdemocracy,discipline
andaconduciveworkplaceenvironment.

71. Importance of Industrial Relations:
•3.Highmorale:GoodIndustrialrelationsimprovethemoraleoftheemployeesand
motivatetheworkerworkerstoworkmoreandbetter.
•4.Reducedwastage:GoodIndustrialrelationsaremaintainedonthebasisofco-
operationandrecognitionofeachother.Ithelpstoreducewastageofmaterial,
manpowerandcosts.
•5.Contributestoeconomicgrowthanddevelopment.

72. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Topic: Settlement Of Industrial Disputes

73. THE INDUSTRIAL DISPUTES ACT, 1947
•AnActtomakeprovisionfortheinvestigationandsettlementofindustrialdisputes,
andforcertainotherpurposes.
•INDUSTRIALDISPUTE:Anydisputeordifferencebetweenemployersand
employers,orbetweenemployersandworkmen,orbetweenworkmenand
workmen,whichisconnectedwiththeemploymentornon-employmentorthe
termsofemploymentorwiththeconditionsoflabour,ofanyperson.

74. PROCEDURES FOR SETTLEMENT
•Collective Bargaining,
•Negotiation,
•Conciliation and Mediation,
•Arbitration and
•Adjudication
–Labour Court (Section 7)
–Industrial Tribunal (Section 7A)
–National Tribunals (Section 7B)

75. PROCEDURES FOR SETTLEMENT
•CollectiveBargainingisatechniquebywhichdisputeastoconditionsof
employment,areresolvedamicably,byagreement,ratherthanbycoercion.The
disputeissettledpeacefullyandvoluntarily,althoughreluctantly,betweenlabour
andmanagement.
•Negotiationisoneoftheprincipalmeansofsettlinglabourdisputes.However,
duetolackoftrustbetweentheemployersandworkmenortheirtradeunionsor
inter-rivalryofthetradeunionsandtheemployersbeinginacommanding
position,manyatimenegotiationsfail.

76. PROCEDURES FOR SETTLEMENT
•Throughconciliationandmediationathirdpartyprovidesassistancewithaview
tohelpthepartiestoreachanagreement.Theconciliatorbringstherivalparties
togetherdiscusswiththemtheirdifferencesandassisttheminfindingoutsolution
totheirproblems.
•Mediatorontheotherhandismoreactivelyinvolvedwhileassistingthepartiesto
findanamicablesettlement.Sometimeshesubmitshisownproposalsfor
settlementoftheirdisputes.

77. PROCEDURES FOR SETTLEMENT
CONCILIATIONOFFICERS:AppointedbytheappropriateGovernment
•Duty:Settlementofindustrialdisputes.
•Nature:Appointedforaspecifiedareaorforspecifiedindustriesinaspecifiedarea
orforoneormorespecifiedindustriesandeitherpermanentlyorforalimited
period.
•Theresorttoarbitrationproceduremaybecompulsoryorarbitrary.Compulsory
arbitrationisthesubmissionofdisputestoarbitrationwithoutconsentor
agreementofthepartiesinvolvedinthedisputeandtheawardgivenbythe
arbitratorbeingbindingonthepartiestothedispute.

78. PROCEDURES FOR SETTLEMENT
•LabourCourtsareconstitutedbytheappropriateGovt.fortheadjudicationof
industrialdisputesrelatingtoanymatterspecifiedintheSecondScheduleandfor
performingsuchotherfunctionsasmaybeassignedtothemunderthisAct.
•Thesemattersareconcernedwiththerightsofworkers.

79. PROCEDURES FOR SETTLEMENT
•NationalTribunalsareconstitutedbytheCentralGovernmentfortheadjudication
ofindustrialdisputeswhich,intheopinionoftheCentralGovernment,involve
questionsofnationalimportanceorareofsuchanaturethatindustrial
establishmentssituatedinmorethanoneStatearelikelytobeinterestedin,or
affectedbysuchdisputes.

80. PROCEDURES FOR SETTLEMENT
•INDUSTRIALTRIBUNALSareconstitutedbytheappropriateGovt.forthe
adjudicationofindustrialdisputesrelatingtoanymatterspecifiedintheSecond
ScheduleortheThirdScheduleandforperformingsuchotherfunctionsasmaybe
assignedtothemunderthisAct.
•Bothrightsandinterestdisputes

81. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Topic: Powers Of Appropriate Government Under
Industrial Dispute Act , 1947

82. Powers of appropriate government under Industrial Dispute Act ,
1947
•“AppropriateGovernment"meansinrelationtoanyindustrialdispute
concerninganyindustrycarriedonbyorundertheauthorityoftheCentral
Government,orbyarailwaycompanyorconcerninganysuchcontrolledindustry
asmaybespecifiedinthisbehalfbytheCentralGovernment]orinrelationtoan
industrialdisputeconcerningabankingoraninsurancecompany,amine,anoil-
field],aCantonmentBoard,]oramajorport,theCentralGovernment,andin
relationtoanyotherindustrialdispute,theStateGovernment.

83. Powers of appropriate government under Industrial Dispute Act ,
1947
•Wheretheappropriategovernmentisofopinionthatanyindustrialdisputeexistsor
isapprehended,itmayatanytime,byorderinwriting:
1.Referthedisputetotheboardforpromotingasettlement,or
2.Referanymatterappearingtobeconnectedwithorrelevanttothedisputetoa
courtforinquiry,or
3.Refertothedisputeoranymatterappearingtobeconnectedwithorrelevantto
thedispute,ifitrelatestoanymatterspecifiedintheSecondScheduletoalabour
courtforadjudication,or
4.Referthedisputeoranymatterappearingtobeconnectedwith,orrelevanttothe
dispute,ifitrelatestoanymatterspecifiedintheSecondScheduleortheThird
Schedule,toatribunalforadjudication.

84. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Topic: Unfair LabourPractice

85. UNFAIR LABOUR PRACTICES
•Section2(ra)definesUnfairLabourPracticesas“anyofthepracticesspecified
underScheduleVoftheact”.
•FifthSchedulecontainsthelistofUnfairLabourPractices(ULP’s).Followingare
thetwocategoriesareunder:
•a)UnfairLabourpracticesonpartofemployerortradeunionofemployers.
•b)UnfairLabourpracticesonpartofworkmenortradeunionofworkmen.

86. BY EMPLOYERS AND THEIR TRADE UNION
•1.Establishemployersponsoredtradeunion
•2.FavouritismandPartiality-regardlessofmerit–
•Case:L.H.FactoriesandOilMills,Pilibhitv.StateofU.P.itwasheldthatunjust
dismissal,unmeritedpromotion,partialitytowardsonesetofworkersaresome
illustrationsofUnfairlabourpractice.
•3.RefusetoBargain-inagoodfaithwiththerecognisedtradeunion.
•4.ContinuationofLock-out-illegal
•5.IndulgeinViolenceandactofforce

87. BY EMPLOYERS AND THEIR TRADE UNION
•6.Failuretoimplementrewards,settlementoragreement.
•7.Recruitworkmenduringstrike.-strikeshouldnotbeillegal.
•8.Dischargeordiscriminateagainstworkmen.-forfilingchargesortestifying
againstanemployerinanyenquiryorproceedingrelatingtoanyindustrialdispute.
9.Employworkmenas‘badlis’ortemporary-deprivingthemthestatusand
privilegeofpermanentworkers.–
•Case:DevendraKumarC.Sonaliv.StateofGujaratandOthers,itwasheldthatthe
workdonebytemporaryandpermanentworkmenwassamebutthedifferencein
paymentofwagesisalarming.ItwasfurtherheldthatthisdifferenceisunderULP
andaccordingtosection2(ra)readwithFifthSchedule.
•10.FavourbyBond.

88. BY EMPLOYERS AND THEIR TRADE UNION
•11.Transferofworkmen-Transfermalafideinguiseofmanagementpolicy.
•12.HandovertheworktoContractor-Providethat,thestrikeshouldnotbeillegal.
13.Dischargeordismissworkmen:
•a.bywayofvictimization;
•b.notingoodfaith;
•c.byimplicationafalsecase;
•d.untrueallegationsofabsencewithoutleave;
•e.discardofPrinciplesofNaturalJustice
•f.disproportionatepunishment,forminorcharacterandwithoutconsideringpast
records.

89. BYEMPLOYERSANDTHEIRTRADEUNION
•c.changingseniorityratingofworkmanbecauseoftradeunionactivities.
•d.refusetopromoteworkmenbecauseofunionactivities.
•e.givingunmeritedpromotions
•f.dischargingoffice-bearersoractivemembersofthetradeuniononaccountof
theirtradeunionactivities.

90. BY EMPLOYERS AND THEIR TRADE UNION
•1.SupportIllegalStrike-noractivelyparticipateneithersupport.
•2.RefusetoBargain-workmencannotrefusetobargainwithemployerinagood
faith.
•3.IndulgeinCoerciveactivity-withthebargainingrepresentativeofemployer.
•4.IndulgeinViolenceagainstfellowworkmen
•Case:BengalBhatdeeCoalCo.v.Singh-thirteenworkersobstructedother
workmentocontinuetheworkinorderthemtojointhestrike.Thecompanyserved
charge-sheetonthem.Welfareofficerconductenquiryandorderdismissal.Itwas
heldULP.
•5.Damagetoemployersproperty-associatedwithindustry

91. BY EMPLOYERS AND THEIR TRADE UNION
•6.Assembleatemployersproperty-oranyofthememberofmanagerialstaff.
•7.Encouragemalafidepractices-gosloworinsist‘gherao’.
•8.Coerceotherworkmen-tojoin,ortorefraintojoinTradeUnion.

92. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: Concept of Strike

93. Strike
•“STRIKE”hasbeendefinedinsection2(q)oftheIndustrialDisputesAct,1947in
thefollowingwords:“‘Strike’meansacessationofworkbyabodyofpersons
employedinanyindustry,actingincombinationorarefusal,orarefusalundera
commonunderstanding,ofanynumberofpersonswhoareorhavebeenso
employedtocontinuetoworkortoacceptemployment.”

94. Strike
•WHATISSTRIKE?Astrikeactioniswhenalargeno.ofpeopleusedtopressure
governmentoranOrganizationtochangethepolicy.Strikeisaverypowerful
weapontogetitsdemandsacceptedbyatradeunionorinthehandit’sthewayof
showingstrengthofaunion.

95. Strike
TheuseofEnglishword“strike”firstappearedin1768,whensailorsinsupportof
demonstrationinLondon.removedthetopgallantsailsofmerchantshipsatport,
thuscripplingtheships.Accordingtoindustrialdisputesact,1947,Strikemeans,
“cessationofworkbyagroupofworkersforthepurposeofbringingpressureson
theiremployerstoaccepttheirdemands”.

96. Types Of Strikes
•ECONOMICSTRIKES
•SYMPATHETICSTRIKES
•GENERALSTRIKES
•SIT-DOWNSTRIKES
•SLOW-DOWNSTRIKES
•HUNGERSTRIKES
•GHERAO
•BOYCOTTWILDCATSTRIKES

97. Economic strikes
•Strikesariseforanumberofreasons,thoughprincipallyinresponsetoeconomic
conditions.Economicstrikeisconductedbytheworkerstoimprovewages,
benefitsortoimproveworkconditionsandfacilitiesprovidedtothem.

98. Sympathetic Strikes
•Thistypeofstrikeisconductedinsupportofotherworkerswhoareonstrike.In
thiscasetheworkersmaynothavedirectinjusticefromtheemployeroftheformer
unionofworkers.

99. General Strikes
•Ageneralstrikeisastrikeactioninwhichasubstantialproportionofthetotal
workersinaregionorcountryparticipates.Itmayalsobeanextensionofthe
sympatheticstriketoexpressgeneralizedprotestbytheworkers.

100. Sit-down Strikes
•Asit-downstrikeisaformofcivildisobedienceinwhichagroupofworkers,
usuallyemployedatafactorytakepossessionoftheworkplaceby"sittingdown"at
theirstations.Mainreasonbehindthisispreventingtheiremployersfromreplacing
themwithstrikebreakersorinsomecasesmovingproductiontootherlocations.It
isalsocalledtoolsdownorpensdownstrike.

101. Slow-down Strikes
•SLOW-DOWNSTRIKESAslowdownisanindustrialactioninwhichemployees
performtheirdutiesbutseektoreduceproductivityorefficiencyintheir
performanceoftheseduties.Itanalternativetoastrike,asitisseenasless
disruptiveaswellaslessriskyandcostlyforworkersemployers

102. Hunger Strikes
•Itisfollowedeitherbyleadersorbysomeworkersorbybothforalimitedperiod.
Thepurposeistocreatesympathyoftheemployer&toattracttheattentionofthe
public.Itisnonviolentinnature.Inthismethodtheparticipantstrytoprovoke
feelingsofguiltinothersortheemployers,usuallywiththeobjectivetoachievea
specificgoal,suchasapolicychange.

103. Gherao
•Gherao,meaning"encirclement,"isawordoriginallyfrom
Hindi.ThistypeofstrikeisrestrictedtoIndiaonly.Usually,
agroupofpeoplewouldsurroundapoliticianoragovernment
buildinguntiltheirdemandsaremet,oranswersgiven.Itform
ofindustrialactioninIndiainwhichworkersimprisontheir
employersonthepremisesuntiltheirdemandsaremet.

104. Boycott
•Aboycottisanactofvoluntarilyabstainingfromusing,buying,ordealingwitha
person,organization,orcountryasanexpressionofprotest.Inthiscaseworkers
decidenottousethecompany’sproductstheappealingthepublictodoso.Itisan
voluntarywithdrawalofcooperation.

105. Wildcat Strikes
•Itissuddenlyannounced,withoutnoticeoratveryshortnotice&thereafterthe
issuesofdisputesarediscussed.Thistypeofstrikeactionistakenbyworkers
withouttheauthorizationoftheirtradeunionofficials.Thisissometimestermed
unofficialindustrialaction

106. Section 26 Penalty For Illegal Strikes And Lock-outs
•Anyworkmanwhocommences,continuesorotherwiseactsinfurtherance,of,a
strikewhichisillegalunderthatAct,shallbepunishablewithimprisonmentfora
termwhichmayextendtoonemonth,orwithfinewhichmayextendtofifty
rupees,orwithboth.

107. Section 26 Penalty for illegal strikes and lock-outs
•Anyemployerwhocommences,continues,orotherwiseactsinfurtheranceofa
lock-outwhichisillegalunderthisAct,shallbepunishablewithimprisonmentfora
termwhichmayextendtoonemonth,orwithfinewhichmayextendtoone
thousandrupees,orwithboth.

108. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: Lay Off

109. Meaning of Lay-Off:
•Theterm‘lay-off’hasbeendefinedundersection2(kkk)oftheIndustrialDisputes
Act,1947,thuslay-offmeansthefailure,refusalorinabilityofanemployeron
accountoftheshortageofcoal,powerorrawmaterialsortheaccumulationof
stocksorthebreakdownofmachineryornaturalcalamityorforanyother
unconnectedreasontogiveemploymenttoaworkmanwhosenameisborneonthe
musterrollsofhisindustrialestablishmentandwhohasnotbeenretrenched.

110. Essentials
•(i)Theremustbefailure,refusalorinabilityonthepartoftheemployertogive
employmenttoaworkman.
•(ii)Thefailure,refusalorinabilityshouldbeonaccountofshortageofcoal,power
orrawmaterialsoraccumulationofstocksorbreakdownofmachinery,ornatural
calamity,oranyotherconnectedreason.
•(iii)Theworkman’snameshouldbeonthemusterrollsoftheindustrial
establishment.
•(iv)Theworkmanshouldnothavebeenretrenched.

111. Essentials
•Lay-offisameasuretocopewiththetemporaryinabilityofanemployertooffer
employmenttoaworkmantokeeptheestablishmentasgoingconcern.Itresultsin
immediateunemploymentthoughtemporaryinnature.Itdoesnotputanendtothe
employer-employeerelationship,nordoesitinvolveanyalterationintheconditions
ofservice.
•Further,lay-offoccursonlyinacontinuingbusiness.Whentheindustrial
establishmentisclosedpermanentlyoritlock-outisdeclaredbytheemployer,the
questionoflay-offhasnorelevance.Lay-offisjustifiedonlywhenitisin
conformitywiththedefinitiongivenunderSection2(kkk)oftheIndustrial
DisputesAct.

112. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi –110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
TOPIC: Disciplinary Action and Domestic Enquiry

113. Objective
•Tohighlighttheprocedureforafairandproperdomesticenquiryasper
requirementsoflaw.
•Whywegofordomesticenquiry?
•Intoday’scontextnoemployercandischargeordismissadelinquentworkman
evenforaseriousmisconductwithoutfollowinganelaborateprocedurefortaking
disciplinaryaction.
•Itisonlywhentheworkmenisfoundguiltyofthechargeinanenquiryconducted
aspertheprincipalofnaturaljustice,thattheemployerafterfollowingthe
procedurecanpunishhimasperthecompany’sstandingorders.

114. Principal of natural justice
••Nomanshallbethejudgeinhisowncause
••Bothsidesshallbeheard.
Rulesofnaturaljustice:
theemployeeproceededagainsthadbeeninformedclearlyofthechargesleveled
againsthim.•Thewitnessesareexaminedordinarilyinthepresenceofthe
employeeinrespectofthecharges•Theemployeeisgivenfairopportunityto
crossexaminethewitnesses•Theemployeehasbeengivenreasonableopportunity
todefend.

115. Principal of natural justice
•Supposetheemployerhasdismissed/dischargedaworkmenafterfollowingthe
procedure,conductingafairandproperenquiry.Nowthequestioniswhetherhis
decisioncanbechallenged?

116. Principal of natural justice
•Theanswerisyes.Decisioncanbechallengedbytheworkmenundersection2-A
oftheIDAct,1947byraisinganindustrialdisputeandforthisheneednothave
supportofanytradeunionorotherworkmen.However,ifanemployeeisnota
workmanhecannotraiseindustrialdisputeundertheIDAct.

117. THANK YOU