1. I R &
Labour
Management
S. Bhaskar

2. What is Industrial Relation?
There is no unanimity as to the meaning and scope of Industrial Relations, since different terms such as labour management Relations, Employer & Employee Relations, Union & Management Relations, personnel Relations, Human Relation etc are in use or used. In its strictest sense, the term “Industrial Relation” Means the relationship between Management & Workmen in an unit or an Establishment or an Industry. In wider sense, it means the relationship between the workers & Management union & workers and Union and management in an Industry.

3. The four main parties who are actively
associated with any industrial relations
system are the Managements Workmen,the
Organisation of managements,workmen,
workmen and the state. Fundamentally ,the
term industrial relation Refers to an
organised relationship between two
organised parties representing employers
and employees regarding matters of
collective interest.

4. Objectives and Aims Apart from the primary objective of bringing
about sound and healthy relations between
employers and employees, Industrial
relation aims
1. To facilitate production and productivity
2. To safe guard the rights and interests of both labour and management by enlisting their co- operation.
3. To achieve a sound, harmonious and mutual beneficial Labour - Management relations.

5. 4.To avoid unhealthy atmosphere in the industry especially work Stoppage , go slows, gheraos, Strikes, lockouts etc
5.To establish and maintain industrial democracy.
The problem posed in the field of Industrial
Relations cannot be solved within the limits
of a single discipline and hence it is bound
to be inter-disciplinary approach.

6. Grievance Function in Industrial Relations
There is hardly a company where the employees do not have grievance of one kind or other. A grievance produces unhappiness, discontent, indifference, low morale, frustration etc. Ultimately it affects employees’ concentration, efficiency and productivity. A large number of work stoppage, shop floor incidents and strike could be attributed to the faulty handling of grievances. Prompt and effective handling of grievances is the key to industrial peace.

7. Grievance is a rust on human relations
Grievance is a rust on human relations. Grievance can be conceived in several stages. Dissatisfaction may or may not articulated. When it takes some shape and brought to the notice of some authority then it is seen as complaint. A Compliant is a formal representation of a grievance. An individual grievance if not settled under the Grievance process it assumes the form of an Industrial disputes and attracts disputes settlement provisions. Basically grievance is a complaint of one or more workers covering such areas of wages, allowances, conditions of work, over time, leave, transfer, promotion, etc

8. Informal and formal presentation of grievance have their advantages and disadvantages. Informal less important, less attention etc. Formal gets more serious attention.
Grievance must be settled as early as possible to the point of origin and on merit only. Hasty actions without properly ascertaining facts helps to aggregate the situation hence it is better only to have a systematic grievance redressal procedure which would (i) be simple, fair and easy to understand (ii) encourage employees to put forth their grievance (iii) function promptly and expediously (iv) gain employees confidence and (v) promote healthy relations between employees and the company.

9. Discipline function in Industrial Relations
In any industry, discipline is an useful tool for developing, Improving and stabilizing the personality of workers. Industrial discipline is essential for smooth running of an organization, for increasing production and productivity for maintenance of Industrial peace.

10. Dictionary meaning of Discipline
1.First it is the training that corrects, moulds, strengthens or perfects individual behaviour.
2.It is control gained by enforcing obedience.
3.It is punishment.
Discipline is the force that prompts an individual
or a group to observe/adhere rules, regulations and
procedures which are deemed to be necessary to
the attainment of an objective.

11. Aims and Objectives of discipline
The main Aims and Objectives of discipline are
1.To obtain willing acceptance of rules,
regulations and procedures of an
organization so that organizational
objectives can be attained.
2.To develop among employees a spirit of
tolerance and a desire to make adjustments.
3.To give and seek directions and
responsibilities.

12. 4.To create an atmosphere of respect of
human personality and human relations.
5.To increase the working efficiency and
morale of employees.
6. To impart an element of certainty despite several differences in informal behaviours patterns and other related changes in an organization.
Disciplinary actions have serious repercussions
on the employees and on the industry and
therefore must be based on certain principles in
order to be fair, just, and acceptable to the
employees and their Union.

13. Indiscipline often arises from frustration and
absence of a service of responsibility. The
cause of indiscipline among workers are
several and varied and can often be traced to
their ignorance and illiteracy, non-adherence
to the industrial culture, no-redressal of
grievance, lack of commitment of worker,
absence of occupational status, low wages,
unfair labour practice, bad working conditions
and lack of effective management practice
etc.

14. Discipline is a two way traffic and reach of
discipline as the part of either party in
industry will cause unrest. The concept of
positive discipline promotion aims at the
generation of a sense of self discipline and
disciplined behaviour in all human beings
in a dynamic organizational setting instead
of discipline improved by force or
punishment. In brief, the approach to the
disciplinary action in most cases should be
corrective rather than punitive.

15. Industrial Relational Machinery
Conciliation :
The conciliation Officer is appointed by
Government. He is charged with duty of
mediating in and promoting settlement of
industrial disputes.Sometimes Government
may also constitute a Board of Conciliation
for promoting the settlement of Industrial
disputes. It consists of independent
Chairman and two or four other members

16. representing the parties to disputes.While
conciliation is compulsory in all public
utility service and optional in non-public
utility service. In conciliation, the ultimate
decision rests with the parties themselves
but the conciliation may offer a solution to
the dispute acceptable to both the parties
and serve as a channel of communication.
The parties may accept his recommendation
for settlement of any dispute or reject
altogether. If conciliation fails, the next

17. stage may be compulsory adjudication or
the parties may be left to other own choice.
They have no power to decide the disputes
or ass a final or binding order on parties.
In case where a settlement is arrived at,
they can record the settlement and
incase of failure of a conciliation
negotiations, they can only send a failure
report to appropriate government. The
concerned authority after scrutinizing the
failure report and

18. the confidential note submitted by the
conciliation officer may refer or refuse
to refer the dispute to the Industrial
Tribunal or Labour Court as the case
may be for adjudication. If the Parties
at the time of Conciliation proceeding
so desires the Industrial dispute is
referred for voluntary arbitration to
the persons unanimously agreed by
them.

19. 2. Adjudication : The Govt. generally refer an Industrial dispute
for adjudication on failure of conciliation
proceedings. Adjudication means a mandatory
settlement of industrial disputes by Labour
Courts or Industrial Tribunals or National
Tribunals under the Industrial Disputes Act. By
and large, the ultimate legal remedy for the
settlement of an unsolved dispute is its
reference to adjudication by the appropriate
Govt. This reference of dispute for adjudication
is also at the discretion of the Govt.

20. 3. Voluntary Arbitration
Voluntary arbitration is one of the
recognized and democratic ways
for settling Industrial disputes. It
is to be borne in mind that good
industrial relations are a mixture
of idealism and realism.

21. Trade Union and Industrial Relations Functions
1.To secure for workers fair wages.
2.To safeguard security of tenure and
Improve conditions of service
3.To enlarge opportunities for promotion and training.
4.To improve working condition and timing
condition.

22. 5.To provide for educational, cultural and recreational facilities.
6.To promote identity of interests of the workers within their industry.
7.To offer responsive co-operation in improving levels of production and productivity discipline.
8.To promote individual and collective welfare.

23. Collective Bargaining
Collective bargaining is the process of joint
decision making and basically represents a
democratic way of life in an Industry. It
establishes a culture of bipartition and joint
consultation in industry and a flexible
method of adjustment to economic and
technical charges. In an industry. It helps
in establishing industrial peace without
disrupting either the existing arrangements
or the production activities.

24. Legal frame works – Labour constitution
Constitution of India – Rights
Directive principles - Though not enforceable
in Court, it shall be
duty of State to
protect the interest of
the Citizen.
Labour – Concurrent List – Centre & State
Centre rules would prevail upon State rules

25. In I.D. Act there is no provision for
providing any review, revision or appeals
against actions, orders or awards of
authority. Section 17(2) of the I.D. Act
makes the award of the adjudication
authorities as final. The only remedy is
that aggravated party can resort to
constitution remedies, namely, writ
under Articles 32, 226 & 227 and appeals
under Articles 133 and 134 of the
Constitutional of India.

26. Disciplinary Proceedings in Industry
An enquiry held by the Management against
its employees for certain acts of alleged
misconduct is called a “Domestic Enquiry “ or
“Departmental Enquiry”
Framing and issuing of charge sheet.
Service of charge sheet.
Enquiry Proceedings.
Findings.

27. 5. Decisions
a). Warning
b). Fine
c). Withholding or stoppage of
increments.
d). Demotion or reduction in rank.
e). Suspension
f). Discharge
g). Dismissal
6. Service of order.

28. Thank You
Friends