INDUSTRIAL RELATIONS

Labour Welfare – Need, Principles, Statutory –Non

Statutory Measures –Industrial Relations – Disputes,
Causes, Voluntary and Statutory Settlement
Machineries
 LABOUR WELFARE
• Labour Welfare includes various services,
benefits and facilities offered to employees by
the employer. The welfare amenities are
extended in addition to normal wages and
other economic rewards available to
employees as per the legal provisions.
• Welfare measures may also be provided by
the government, trade unions and non-
government agencies in addition to the
employer
 Need
• Enables workers to have a richer and more
satisfactory life
• Raises the standard of living of the workers
• It will enhance their efficiency and
productivity
• Absorbs the shocks injected by
industrialization and urbanization
• Promoting the sense of belonging among the
employees
• Preventing the social evils like alcoholism,
 Statutory and Non-Statutory
• The Factories Act, 1948
• The Platinum Labour Act, 1951
• The mines Act, 1951
• The Motor Transport Workers Act, 1961
• The Contract Labour Act, 1970
 Industrial Relations
Definitions
• The collective relationships between management &
employees in an industrial organisation.
• The relationship between employees & the management
in the day-to-day working of industry.
• It is a complex of interrelations among workers,
management & Govt.
• IR refers to a set of relations arising out of the employer–
employee relationship in the modern Industrial society
 Objectives
• To maintain congenial relations between employees
& employer.
• To promote & develop congenial labour management
relations.
• To enhance economic status of workers by improving
wages and benefits.
• To regulate production by minimising industrial
conflicts.
• To provide opportunity to workers to have a say in
the management and decision making.
 Factors that influence IR
• Institutional – Policy
Labour Legislation
Collective Agreement
Social Institutions
• Economic Capitalist
Communist
Mixed
• Technology Mechanisation
Automation
 Industrial Dispute
• As per the Industrial Disputes Act 1947 Sec 2
(k), “Industrial disputes mean 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 terms of employment or with
the conditions of labour of any person.”
 Essentials of Disputes
1 The Dispute must affect a large group of
workmen.
2 It should invariably be taken up by the
industry union or by an appreciable number
of workmen.
3 There must be a concerted demand by the
workers for redress.
4 The parties to the dispute must have direct
and substantial interest in the dispute.
5 An indl workman to raise an ID with regard to
 Causes of disputes
• Psychological
• Institutional
• Economical
 Psychological

• Clash of personality
• Authoritative leadership
• Self respect
• Strict discipline
 Institutional
• Non recognition of union
• Collective bargaining
• Unfair practices
• Pressing not to become members
 Economical
• Terms and conditions- hrs of work, Shift, lay
off
• Working conditions- Environment
Layout
Machinery
Product
Wages and other benefits- Inadequate
Poor fringe benefits
No bonus
 Settlement Machineries
• Collective Bargaining
• Trade unions
• Joint Consultations: a) works committee b)
Joint Management Councils
• Standing orders
• Code of discipline