Measures for Industrial Peace:

Some of the measures undertaken by the Government for improving industrial relations and for
establishing industrial peace are as follows:

(i) Enactment of the Factories Act, 1948 and other labour laws for regulating conditions of work
in factories.

(ii) Introduction of schemes like profit sharing, workers participation in management, subsidised
industrial housing etc.

(iii) Framing of Industrial Employment, (Standing Orders) Act, 1948 for defining conditions of
employment and for framing model service rules.

(iv) Introduction of bonus scheme making it compulsory for all establishment to pay a minimum
of 8.33 per cent bonus to all employees under the Payments of Bonus Act, 1965.

(v) Enactment of an Equal Remuneration Act 1976, which provides for payment of equal
remuneration to men and women workers for the same work, or work of similar nature and for
prevention of discrimination against women in matters of employment.

(vi) Arrangement for settlement of industrial disputes under the Industrial Disputes Act, 1947.

(vii) Adoption of Code of Discipline (1958) by both employers and workers for settlement of
disputes and avoiding direct action.

(viii) Provision of social security benefits for industrial workers under various laws like the
Employees Provident Fund and Family Pension Act, 1952; Employees State Insurance Act,
1948, Payment of Gratuity Act, 1972 etc.

(ix) Fixation of minimum wages under the Minimum Wages Act, 1948 and the governments
efforts to get fair wages for workers, etc.

(x) Introduction of a scheme for workers participation in management.

Industrial Relations Machinery:

The Government of India has devised certain statutory and voluntary arrangements for the
prevention and settlement of industrial disputes. These are discussed below:

Statutory Arrangement:

It is covered by the Industrial Disputes Act, 1947. The Act provides for the settlement of
industrial disputes through conciliation, arbitration, adjudication or working committees. It also
has provision for payment of compensation for lay-off and retrenchment.
Conciliation, Arbitration and Adjudication:

The Act empowers the government to appoint Conciliation Officers (a third party) to bring about
settlement of disputes through conciliation. If conciliation officers fail to settle the dispute,
parties can by agreement refer it (dispute) for voluntary arbitration to resolve the dispute.

If this attempt also fails, the government may refer the dispute for adjudication. It is compulsory
to refer a dispute (or adjudication if the parties to the dispute jointly or separately apply for it or
if the dispute relates to public utility services and there is a notice of lockout or strike.
Adjudication machinery is three tier systems consisting of (i) Labour court; (ii) Industrial
Tribunal; and (iii) National Tribunal.

The Labour Court adjudicate in the matters such as propriety, or legality of an employer s order
regarding discharge, or dismissal of workmen including reinstatement of, or grant of relief to
workmen wrongfully dismissed, illegality or otherwise of a strike or a lockout etc.

The Industrial tribunals adjudicate on more important matters such as wages and allowances,
hours of work, leave and holidays, bonus, rules of discipline, rationalisation, retrenchment and
closure of establishment etc. National Tribunal adjudicates on matters of national importance and
those that affect industrial establishments located in more than one state.

Lay-off and Retrenchments:

The Act provides that no worker who has put in at least one year of continuous service would be
entrenched unless given one months notice in writing, or one months wages in lieu thereof. In
addition he is also to be compensated at the rate of 15 days average pay for every completed year
of continuous service.

However, only workers employed in those factories, mines and plantations are eligible for
compensation which have an average daily employment of 50 or more workers and where work
is not of a personal character. However, the new Act called the Industrial Disputes (Amendment)
Act, 1976, puts reasonable restrictions on an employers right to layoff retrenchment arid
closure.

Works Committees:

The Industrial Disputes Act, 1947 provides for setting up of a works committee consisting of
representatives of management and employees in every undertaking employing 100 or more
workmen. The duty of works committee is to promote measures for securing and preserving
amity and good relations between employers and workman.

Voluntary Arrangements:

The code of discipline and the Truce Resolution, both voluntary instruments, emphasize
settlement of dispute through voluntary arbitration.
Code of Discipline:

A code of discipline was evolved by the Indian Labour Conference in 1958. It has been accepted
by all central organisations of employers and workers and is aimed at preventing and settling
industrial disputes on a voluntary basis. According to the code of discipline:

(i) No strikes and lockouts without prior notice.

(ii) The parties should not take any action without consulting each other.

(iii) No deliberate damage should be done to machinery.

(iv) Should not resort to acts of violence, intimidation, coercion etc.

(v) There should be no go-slow tactics.

(vi) In case of dispute the existing machinery should be utilised with utmost expedition.

(vii) Employers should recognise the majority union in the establishment and frame a grievance
procedure.

(viii) Management should take prompt action for settlement of grievances and should implement
the awards and agreements speedily, etc.

Industrial Truce Resolution, 1962:

In view of the National Emergency proclaimed in 1962 in the wake of Chinese aggression a joint
meeting of the central organisations of employers and workers adopted the Industrial Truce
Resolution in 1962.

It laid down that there would be no interruption, or slowing down of production; and the
production would be maximised and defence efforts promoted in all possible ways. It has been
merged with the Central Implementation and Evaluation Committee since 1963.
Measures for Industrial Peace:

Some of the measures undertaken by the Government for improving industrial relations and for
establishing industrial peace are as follows:

(i) Enactment of the Factories Act, 1948 and other labour laws for regulating conditions of work
in factories.

(ii) Introduction of schemes like profit sharing, workers participation in management, subsidised
industrial housing etc.

(iii) Framing of Industrial Employment, (Standing Orders) Act, 1948 for defining conditions of
employment and for framing model service rules.

(iv) Introduction of bonus scheme making it compulsory for all establishment to pay a minimum
of 8.33 per cent bonus to all employees under the Payments of Bonus Act, 1965.

(v) Enactment of an Equal Remuneration Act 1976, which provides for payment of equal
remuneration to men and women workers for the same work, or work of similar nature and for
prevention of discrimination against women in matters of employment.

(vi) Arrangement for settlement of industrial disputes under the Industrial Disputes Act, 1947.

(vii) Adoption of Code of Discipline (1958) by both employers and workers for settlement of
disputes and avoiding direct action.

(viii) Provision of social security benefits for industrial workers under various laws like the
Employees Provident Fund and Family Pension Act, 1952; Employees State Insurance Act,
1948, Payment of Gratuity Act, 1972 etc.

(ix) Fixation of minimum wages under the Minimum Wages Act, 1948 and the governments
efforts to get fair wages for workers, etc.

(x) Introduction of a scheme for workers participation in management.

Industrial Relations Machinery:

The Government of India has devised certain statutory and voluntary arrangements for the
prevention and settlement of industrial disputes. These are discussed below:

Statutory Arrangement:

It is covered by the Industrial Disputes Act, 1947. The Act provides for the settlement of
industrial disputes through conciliation, arbitration, adjudication or working committees. It also
has provision for payment of compensation for lay-off and retrenchment.
Conciliation, Arbitration and Adjudication:

The Act empowers the government to appoint Conciliation Officers (a third party) to bring about
settlement of disputes through conciliation. If conciliation officers fail to settle the dispute,
parties can by agreement refer it (dispute) for voluntary arbitration to resolve the dispute.

If this attempt also fails, the government may refer the dispute for adjudication. It is compulsory
to refer a dispute (or adjudication if the parties to the dispute jointly or separately apply for it or
if the dispute relates to public utility services and there is a notice of lockout or strike.
Adjudication machinery is three tier systems consisting of (i) Labour court; (ii) Industrial
Tribunal; and (iii) National Tribunal.

The Labour Court adjudicate in the matters such as propriety, or legality of an employer s order
regarding discharge, or dismissal of workmen including reinstatement of, or grant of relief to
workmen wrongfully dismissed, illegality or otherwise of a strike or a lockout etc.

The Industrial tribunals adjudicate on more important matters such as wages and allowances,
hours of work, leave and holidays, bonus, rules of discipline, rationalisation, retrenchment and
closure of establishment etc. National Tribunal adjudicates on matters of national importance and
those that affect industrial establishments located in more than one state.

Lay-off and Retrenchments:

The Act provides that no worker who has put in at least one year of continuous service would be
entrenched unless given one months notice in writing, or one months wages in lieu thereof. In
addition he is also to be compensated at the rate of 15 days average pay for every completed year
of continuous service.

However, only workers employed in those factories, mines and plantations are eligible for
compensation which have an average daily employment of 50 or more workers and where work
is not of a personal character. However, the new Act called the Industrial Disputes (Amendment)
Act, 1976, puts reasonable restrictions on an employers right to layoff retrenchment arid
closure.

Works Committees:

The Industrial Disputes Act, 1947 provides for setting up of a works committee consisting of
representatives of management and employees in every undertaking employing 100 or more
workmen. The duty of works committee is to promote measures for securing and preserving
amity and good relations between employers and workman.

Voluntary Arrangements:

The code of discipline and the Truce Resolution, both voluntary instruments, emphasize
settlement of dispute through voluntary arbitration.
Code of Discipline:

A code of discipline was evolved by the Indian Labour Conference in 1958. It has been accepted
by all central organisations of employers and workers and is aimed at preventing and settling
industrial disputes on a voluntary basis. According to the code of discipline:

(i) No strikes and lockouts without prior notice.

(ii) The parties should not take any action without consulting each other.

(iii) No deliberate damage should be done to machinery.

(iv) Should not resort to acts of violence, intimidation, coercion etc.

(v) There should be no go-slow tactics.

(vi) In case of dispute the existing machinery should be utilised with utmost expedition.

(vii) Employers should recognise the majority union in the establishment and frame a grievance
procedure.

(viii) Management should take prompt action for settlement of grievances and should implement
the awards and agreements speedily, etc.

Industrial Truce Resolution, 1962:

In view of the National Emergency proclaimed in 1962 in the wake of Chinese aggression a joint
meeting of the central organisations of employers and workers adopted the Industrial Truce
Resolution in 1962.

It laid down that there would be no interruption, or slowing down of production; and the
production would be maximised and defence efforts promoted in all possible ways. It has been
merged with the Central Implementation and Evaluation Committee since 1963.
Measures for Industrial Peace:

Some of the measures undertaken by the Government for improving industrial relations and for
establishing industrial peace are as follows:

(i) Enactment of the Factories Act, 1948 and other labour laws for regulating conditions of work
in factories.

(ii) Introduction of schemes like profit sharing, workers participation in management, subsidised
industrial housing etc.

(iii) Framing of Industrial Employment, (Standing Orders) Act, 1948 for defining conditions of
employment and for framing model service rules.

(iv) Introduction of bonus scheme making it compulsory for all establishment to pay a minimum
of 8.33 per cent bonus to all employees under the Payments of Bonus Act, 1965.

(v) Enactment of an Equal Remuneration Act 1976, which provides for payment of equal
remuneration to men and women workers for the same work, or work of similar nature and for
prevention of discrimination against women in matters of employment.

(vi) Arrangement for settlement of industrial disputes under the Industrial Disputes Act, 1947.

(vii) Adoption of Code of Discipline (1958) by both employers and workers for settlement of
disputes and avoiding direct action.

(viii) Provision of social security benefits for industrial workers under various laws like the
Employees Provident Fund and Family Pension Act, 1952; Employees State Insurance Act,
1948, Payment of Gratuity Act, 1972 etc.

(ix) Fixation of minimum wages under the Minimum Wages Act, 1948 and the governments
efforts to get fair wages for workers, etc.

(x) Introduction of a scheme for workers participation in management.

Industrial Relations Machinery:

The Government of India has devised certain statutory and voluntary arrangements for the
prevention and settlement of industrial disputes. These are discussed below:

Statutory Arrangement:

It is covered by the Industrial Disputes Act, 1947. The Act provides for the settlement of
industrial disputes through conciliation, arbitration, adjudication or working committees. It also
has provision for payment of compensation for lay-off and retrenchment.
Conciliation, Arbitration and Adjudication:

The Act empowers the government to appoint Conciliation Officers (a third party) to bring about
settlement of disputes through conciliation. If conciliation officers fail to settle the dispute,
parties can by agreement refer it (dispute) for voluntary arbitration to resolve the dispute.

If this attempt also fails, the government may refer the dispute for adjudication. It is compulsory
to refer a dispute (or adjudication if the parties to the dispute jointly or separately apply for it or
if the dispute relates to public utility services and there is a notice of lockout or strike.
Adjudication machinery is three tier systems consisting of (i) Labour court; (ii) Industrial
Tribunal; and (iii) National Tribunal.

The Labour Court adjudicate in the matters such as propriety, or legality of an employer s order
regarding discharge, or dismissal of workmen including reinstatement of, or grant of relief to
workmen wrongfully dismissed, illegality or otherwise of a strike or a lockout etc.

The Industrial tribunals adjudicate on more important matters such as wages and allowances,
hours of work, leave and holidays, bonus, rules of discipline, rationalisation, retrenchment and
closure of establishment etc. National Tribunal adjudicates on matters of national importance and
those that affect industrial establishments located in more than one state.

Lay-off and Retrenchments:

The Act provides that no worker who has put in at least one year of continuous service would be
entrenched unless given one months notice in writing, or one months wages in lieu thereof. In
addition he is also to be compensated at the rate of 15 days average pay for every completed year
of continuous service.

However, only workers employed in those factories, mines and plantations are eligible for
compensation which have an average daily employment of 50 or more workers and where work
is not of a personal character. However, the new Act called the Industrial Disputes (Amendment)
Act, 1976, puts reasonable restrictions on an employers right to layoff retrenchment arid
closure.

Works Committees:

The Industrial Disputes Act, 1947 provides for setting up of a works committee consisting of
representatives of management and employees in every undertaking employing 100 or more
workmen. The duty of works committee is to promote measures for securing and preserving
amity and good relations between employers and workman.

Voluntary Arrangements:

The code of discipline and the Truce Resolution, both voluntary instruments, emphasize
settlement of dispute through voluntary arbitration.
Code of Discipline:

A code of discipline was evolved by the Indian Labour Conference in 1958. It has been accepted
by all central organisations of employers and workers and is aimed at preventing and settling
industrial disputes on a voluntary basis. According to the code of discipline:

(i) No strikes and lockouts without prior notice.

(ii) The parties should not take any action without consulting each other.

(iii) No deliberate damage should be done to machinery.

(iv) Should not resort to acts of violence, intimidation, coercion etc.

(v) There should be no go-slow tactics.

(vi) In case of dispute the existing machinery should be utilised with utmost expedition.

(vii) Employers should recognise the majority union in the establishment and frame a grievance
procedure.

(viii) Management should take prompt action for settlement of grievances and should implement
the awards and agreements speedily, etc.

Industrial Truce Resolution, 1962:

In view of the National Emergency proclaimed in 1962 in the wake of Chinese aggression a joint
meeting of the central organisations of employers and workers adopted the Industrial Truce
Resolution in 1962.

It laid down that there would be no interruption, or slowing down of production; and the
production would be maximised and defence efforts promoted in all possible ways. It has been
merged with the Central Implementation and Evaluation Committee since 1963.
Measures for Industrial Peace:

Some of the measures undertaken by the Government for improving industrial relations and for
establishing industrial peace are as follows:

(i) Enactment of the Factories Act, 1948 and other labour laws for regulating conditions of work
in factories.

(ii) Introduction of schemes like profit sharing, workers participation in management, subsidised
industrial housing etc.

(iii) Framing of Industrial Employment, (Standing Orders) Act, 1948 for defining conditions of
employment and for framing model service rules.

(iv) Introduction of bonus scheme making it compulsory for all establishment to pay a minimum
of 8.33 per cent bonus to all employees under the Payments of Bonus Act, 1965.

(v) Enactment of an Equal Remuneration Act 1976, which provides for payment of equal
remuneration to men and women workers for the same work, or work of similar nature and for
prevention of discrimination against women in matters of employment.

(vi) Arrangement for settlement of industrial disputes under the Industrial Disputes Act, 1947.

(vii) Adoption of Code of Discipline (1958) by both employers and workers for settlement of
disputes and avoiding direct action.

(viii) Provision of social security benefits for industrial workers under various laws like the
Employees Provident Fund and Family Pension Act, 1952; Employees State Insurance Act,
1948, Payment of Gratuity Act, 1972 etc.

(ix) Fixation of minimum wages under the Minimum Wages Act, 1948 and the governments
efforts to get fair wages for workers, etc.

(x) Introduction of a scheme for workers participation in management.

Industrial Relations Machinery:

The Government of India has devised certain statutory and voluntary arrangements for the
prevention and settlement of industrial disputes. These are discussed below:

Statutory Arrangement:

It is covered by the Industrial Disputes Act, 1947. The Act provides for the settlement of
industrial disputes through conciliation, arbitration, adjudication or working committees. It also
has provision for payment of compensation for lay-off and retrenchment.
Conciliation, Arbitration and Adjudication:

The Act empowers the government to appoint Conciliation Officers (a third party) to bring about
settlement of disputes through conciliation. If conciliation officers fail to settle the dispute,
parties can by agreement refer it (dispute) for voluntary arbitration to resolve the dispute.

If this attempt also fails, the government may refer the dispute for adjudication. It is compulsory
to refer a dispute (or adjudication if the parties to the dispute jointly or separately apply for it or
if the dispute relates to public utility services and there is a notice of lockout or strike.
Adjudication machinery is three tier systems consisting of (i) Labour court; (ii) Industrial
Tribunal; and (iii) National Tribunal.

The Labour Court adjudicate in the matters such as propriety, or legality of an employer s order
regarding discharge, or dismissal of workmen including reinstatement of, or grant of relief to
workmen wrongfully dismissed, illegality or otherwise of a strike or a lockout etc.

The Industrial tribunals adjudicate on more important matters such as wages and allowances,
hours of work, leave and holidays, bonus, rules of discipline, rationalisation, retrenchment and
closure of establishment etc. National Tribunal adjudicates on matters of national importance and
those that affect industrial establishments located in more than one state.

Lay-off and Retrenchments:

The Act provides that no worker who has put in at least one year of continuous service would be
entrenched unless given one months notice in writing, or one months wages in lieu thereof. In
addition he is also to be compensated at the rate of 15 days average pay for every completed year
of continuous service.

However, only workers employed in those factories, mines and plantations are eligible for
compensation which have an average daily employment of 50 or more workers and where work
is not of a personal character. However, the new Act called the Industrial Disputes (Amendment)
Act, 1976, puts reasonable restrictions on an employers right to layoff retrenchment arid
closure.

Works Committees:

The Industrial Disputes Act, 1947 provides for setting up of a works committee consisting of
representatives of management and employees in every undertaking employing 100 or more
workmen. The duty of works committee is to promote measures for securing and preserving
amity and good relations between employers and workman.

Voluntary Arrangements:

The code of discipline and the Truce Resolution, both voluntary instruments, emphasize
settlement of dispute through voluntary arbitration.
Code of Discipline:

A code of discipline was evolved by the Indian Labour Conference in 1958. It has been accepted
by all central organisations of employers and workers and is aimed at preventing and settling
industrial disputes on a voluntary basis. According to the code of discipline:

(i) No strikes and lockouts without prior notice.

(ii) The parties should not take any action without consulting each other.

(iii) No deliberate damage should be done to machinery.

(iv) Should not resort to acts of violence, intimidation, coercion etc.

(v) There should be no go-slow tactics.

(vi) In case of dispute the existing machinery should be utilised with utmost expedition.

(vii) Employers should recognise the majority union in the establishment and frame a grievance
procedure.

(viii) Management should take prompt action for settlement of grievances and should implement
the awards and agreements speedily, etc.

Industrial Truce Resolution, 1962:

In view of the National Emergency proclaimed in 1962 in the wake of Chinese aggression a joint
meeting of the central organisations of employers and workers adopted the Industrial Truce
Resolution in 1962.

It laid down that there would be no interruption, or slowing down of production; and the
production would be maximised and defence efforts promoted in all possible ways. It has been
merged with the Central Implementation and Evaluation Committee since 1963.
Measures for Industrial Peace:

Some of the measures undertaken by the Government for improving industrial relations and for
establishing industrial peace are as follows:

(i) Enactment of the Factories Act, 1948 and other labour laws for regulating conditions of work
in factories.

(ii) Introduction of schemes like profit sharing, workers participation in management, subsidised
industrial housing etc.

(iii) Framing of Industrial Employment, (Standing Orders) Act, 1948 for defining conditions of
employment and for framing model service rules.

(iv) Introduction of bonus scheme making it compulsory for all establishment to pay a minimum
of 8.33 per cent bonus to all employees under the Payments of Bonus Act, 1965.

(v) Enactment of an Equal Remuneration Act 1976, which provides for payment of equal
remuneration to men and women workers for the same work, or work of similar nature and for
prevention of discrimination against women in matters of employment.

(vi) Arrangement for settlement of industrial disputes under the Industrial Disputes Act, 1947.

(vii) Adoption of Code of Discipline (1958) by both employers and workers for settlement of
disputes and avoiding direct action.

(viii) Provision of social security benefits for industrial workers under various laws like the
Employees Provident Fund and Family Pension Act, 1952; Employees State Insurance Act,
1948, Payment of Gratuity Act, 1972 etc.

(ix) Fixation of minimum wages under the Minimum Wages Act, 1948 and the governments
efforts to get fair wages for workers, etc.

(x) Introduction of a scheme for workers participation in management.

Industrial Relations Machinery:

The Government of India has devised certain statutory and voluntary arrangements for the
prevention and settlement of industrial disputes. These are discussed below:

Statutory Arrangement:

It is covered by the Industrial Disputes Act, 1947. The Act provides for the settlement of
industrial disputes through conciliation, arbitration, adjudication or working committees. It also
has provision for payment of compensation for lay-off and retrenchment.
Conciliation, Arbitration and Adjudication:

The Act empowers the government to appoint Conciliation Officers (a third party) to bring about
settlement of disputes through conciliation. If conciliation officers fail to settle the dispute,
parties can by agreement refer it (dispute) for voluntary arbitration to resolve the dispute.

If this attempt also fails, the government may refer the dispute for adjudication. It is compulsory
to refer a dispute (or adjudication if the parties to the dispute jointly or separately apply for it or
if the dispute relates to public utility services and there is a notice of lockout or strike.
Adjudication machinery is three tier systems consisting of (i) Labour court; (ii) Industrial
Tribunal; and (iii) National Tribunal.

The Labour Court adjudicate in the matters such as propriety, or legality of an employer s order
regarding discharge, or dismissal of workmen including reinstatement of, or grant of relief to
workmen wrongfully dismissed, illegality or otherwise of a strike or a lockout etc.

The Industrial tribunals adjudicate on more important matters such as wages and allowances,
hours of work, leave and holidays, bonus, rules of discipline, rationalisation, retrenchment and
closure of establishment etc. National Tribunal adjudicates on matters of national importance and
those that affect industrial establishments located in more than one state.

Lay-off and Retrenchments:

The Act provides that no worker who has put in at least one year of continuous service would be
entrenched unless given one months notice in writing, or one months wages in lieu thereof. In
addition he is also to be compensated at the rate of 15 days average pay for every completed year
of continuous service.

However, only workers employed in those factories, mines and plantations are eligible for
compensation which have an average daily employment of 50 or more workers and where work
is not of a personal character. However, the new Act called the Industrial Disputes (Amendment)
Act, 1976, puts reasonable restrictions on an employers right to layoff retrenchment arid
closure.

Works Committees:

The Industrial Disputes Act, 1947 provides for setting up of a works committee consisting of
representatives of management and employees in every undertaking employing 100 or more
workmen. The duty of works committee is to promote measures for securing and preserving
amity and good relations between employers and workman.

Voluntary Arrangements:

The code of discipline and the Truce Resolution, both voluntary instruments, emphasize
settlement of dispute through voluntary arbitration.
Code of Discipline:

A code of discipline was evolved by the Indian Labour Conference in 1958. It has been accepted
by all central organisations of employers and workers and is aimed at preventing and settling
industrial disputes on a voluntary basis. According to the code of discipline:

(i) No strikes and lockouts without prior notice.

(ii) The parties should not take any action without consulting each other.

(iii) No deliberate damage should be done to machinery.

(iv) Should not resort to acts of violence, intimidation, coercion etc.

(v) There should be no go-slow tactics.

(vi) In case of dispute the existing machinery should be utilised with utmost expedition.

(vii) Employers should recognise the majority union in the establishment and frame a grievance
procedure.

(viii) Management should take prompt action for settlement of grievances and should implement
the awards and agreements speedily, etc.

Industrial Truce Resolution, 1962:

In view of the National Emergency proclaimed in 1962 in the wake of Chinese aggression a joint
meeting of the central organisations of employers and workers adopted the Industrial Truce
Resolution in 1962.

It laid down that there would be no interruption, or slowing down of production; and the
production would be maximised and defence efforts promoted in all possible ways. It has been
merged with the Central Implementation and Evaluation Committee since 1963.
Measures for Industrial Peace:

Some of the measures undertaken by the Government for improving industrial relations and for
establishing industrial peace are as follows:

(i) Enactment of the Factories Act, 1948 and other labour laws for regulating conditions of work
in factories.

(ii) Introduction of schemes like profit sharing, workers participation in management, subsidised
industrial housing etc.

(iii) Framing of Industrial Employment, (Standing Orders) Act, 1948 for defining conditions of
employment and for framing model service rules.

(iv) Introduction of bonus scheme making it compulsory for all establishment to pay a minimum
of 8.33 per cent bonus to all employees under the Payments of Bonus Act, 1965.

(v) Enactment of an Equal Remuneration Act 1976, which provides for payment of equal
remuneration to men and women workers for the same work, or work of similar nature and for
prevention of discrimination against women in matters of employment.

(vi) Arrangement for settlement of industrial disputes under the Industrial Disputes Act, 1947.

(vii) Adoption of Code of Discipline (1958) by both employers and workers for settlement of
disputes and avoiding direct action.

(viii) Provision of social security benefits for industrial workers under various laws like the
Employees Provident Fund and Family Pension Act, 1952; Employees State Insurance Act,
1948, Payment of Gratuity Act, 1972 etc.

(ix) Fixation of minimum wages under the Minimum Wages Act, 1948 and the governments
efforts to get fair wages for workers, etc.

(x) Introduction of a scheme for workers participation in management.

Industrial Relations Machinery:

The Government of India has devised certain statutory and voluntary arrangements for the
prevention and settlement of industrial disputes. These are discussed below:

Statutory Arrangement:

It is covered by the Industrial Disputes Act, 1947. The Act provides for the settlement of
industrial disputes through conciliation, arbitration, adjudication or working committees. It also
has provision for payment of compensation for lay-off and retrenchment.
Conciliation, Arbitration and Adjudication:

The Act empowers the government to appoint Conciliation Officers (a third party) to bring about
settlement of disputes through conciliation. If conciliation officers fail to settle the dispute,
parties can by agreement refer it (dispute) for voluntary arbitration to resolve the dispute.

If this attempt also fails, the government may refer the dispute for adjudication. It is compulsory
to refer a dispute (or adjudication if the parties to the dispute jointly or separately apply for it or
if the dispute relates to public utility services and there is a notice of lockout or strike.
Adjudication machinery is three tier systems consisting of (i) Labour court; (ii) Industrial
Tribunal; and (iii) National Tribunal.

The Labour Court adjudicate in the matters such as propriety, or legality of an employer s order
regarding discharge, or dismissal of workmen including reinstatement of, or grant of relief to
workmen wrongfully dismissed, illegality or otherwise of a strike or a lockout etc.

The Industrial tribunals adjudicate on more important matters such as wages and allowances,
hours of work, leave and holidays, bonus, rules of discipline, rationalisation, retrenchment and
closure of establishment etc. National Tribunal adjudicates on matters of national importance and
those that affect industrial establishments located in more than one state.

Lay-off and Retrenchments:

The Act provides that no worker who has put in at least one year of continuous service would be
entrenched unless given one months notice in writing, or one months wages in lieu thereof. In
addition he is also to be compensated at the rate of 15 days average pay for every completed year
of continuous service.

However, only workers employed in those factories, mines and plantations are eligible for
compensation which have an average daily employment of 50 or more workers and where work
is not of a personal character. However, the new Act called the Industrial Disputes (Amendment)
Act, 1976, puts reasonable restrictions on an employers right to layoff retrenchment arid
closure.

Works Committees:

The Industrial Disputes Act, 1947 provides for setting up of a works committee consisting of
representatives of management and employees in every undertaking employing 100 or more
workmen. The duty of works committee is to promote measures for securing and preserving
amity and good relations between employers and workman.

Voluntary Arrangements:

The code of discipline and the Truce Resolution, both voluntary instruments, emphasize
settlement of dispute through voluntary arbitration.
Code of Discipline:

A code of discipline was evolved by the Indian Labour Conference in 1958. It has been accepted
by all central organisations of employers and workers and is aimed at preventing and settling
industrial disputes on a voluntary basis. According to the code of discipline:

(i) No strikes and lockouts without prior notice.

(ii) The parties should not take any action without consulting each other.

(iii) No deliberate damage should be done to machinery.

(iv) Should not resort to acts of violence, intimidation, coercion etc.

(v) There should be no go-slow tactics.

(vi) In case of dispute the existing machinery should be utilised with utmost expedition.

(vii) Employers should recognise the majority union in the establishment and frame a grievance
procedure.

(viii) Management should take prompt action for settlement of grievances and should implement
the awards and agreements speedily, etc.

Industrial Truce Resolution, 1962:

In view of the National Emergency proclaimed in 1962 in the wake of Chinese aggression a joint
meeting of the central organisations of employers and workers adopted the Industrial Truce
Resolution in 1962.

It laid down that there would be no interruption, or slowing down of production; and the
production would be maximised and defence efforts promoted in all possible ways. It has been
merged with the Central Implementation and Evaluation Committee since 1963.
Measures for Industrial Peace:

Some of the measures undertaken by the Government for improving industrial relations and for
establishing industrial peace are as follows:

(i) Enactment of the Factories Act, 1948 and other labour laws for regulating conditions of work
in factories.

(ii) Introduction of schemes like profit sharing, workers participation in management, subsidised
industrial housing etc.

(iii) Framing of Industrial Employment, (Standing Orders) Act, 1948 for defining conditions of
employment and for framing model service rules.

(iv) Introduction of bonus scheme making it compulsory for all establishment to pay a minimum
of 8.33 per cent bonus to all employees under the Payments of Bonus Act, 1965.

(v) Enactment of an Equal Remuneration Act 1976, which provides for payment of equal
remuneration to men and women workers for the same work, or work of similar nature and for
prevention of discrimination against women in matters of employment.

(vi) Arrangement for settlement of industrial disputes under the Industrial Disputes Act, 1947.

(vii) Adoption of Code of Discipline (1958) by both employers and workers for settlement of
disputes and avoiding direct action.

(viii) Provision of social security benefits for industrial workers under various laws like the
Employees Provident Fund and Family Pension Act, 1952; Employees State Insurance Act,
1948, Payment of Gratuity Act, 1972 etc.

(ix) Fixation of minimum wages under the Minimum Wages Act, 1948 and the governments
efforts to get fair wages for workers, etc.

(x) Introduction of a scheme for workers participation in management.

Industrial Relations Machinery:

The Government of India has devised certain statutory and voluntary arrangements for the
prevention and settlement of industrial disputes. These are discussed below:

Statutory Arrangement:

It is covered by the Industrial Disputes Act, 1947. The Act provides for the settlement of
industrial disputes through conciliation, arbitration, adjudication or working committees. It also
has provision for payment of compensation for lay-off and retrenchment.
Conciliation, Arbitration and Adjudication:

The Act empowers the government to appoint Conciliation Officers (a third party) to bring about
settlement of disputes through conciliation. If conciliation officers fail to settle the dispute,
parties can by agreement refer it (dispute) for voluntary arbitration to resolve the dispute.

If this attempt also fails, the government may refer the dispute for adjudication. It is compulsory
to refer a dispute (or adjudication if the parties to the dispute jointly or separately apply for it or
if the dispute relates to public utility services and there is a notice of lockout or strike.
Adjudication machinery is three tier systems consisting of (i) Labour court; (ii) Industrial
Tribunal; and (iii) National Tribunal.

The Labour Court adjudicate in the matters such as propriety, or legality of an employer s order
regarding discharge, or dismissal of workmen including reinstatement of, or grant of relief to
workmen wrongfully dismissed, illegality or otherwise of a strike or a lockout etc.

The Industrial tribunals adjudicate on more important matters such as wages and allowances,
hours of work, leave and holidays, bonus, rules of discipline, rationalisation, retrenchment and
closure of establishment etc. National Tribunal adjudicates on matters of national importance and
those that affect industrial establishments located in more than one state.

Lay-off and Retrenchments:

The Act provides that no worker who has put in at least one year of continuous service would be
entrenched unless given one months notice in writing, or one months wages in lieu thereof. In
addition he is also to be compensated at the rate of 15 days average pay for every completed year
of continuous service.

However, only workers employed in those factories, mines and plantations are eligible for
compensation which have an average daily employment of 50 or more workers and where work
is not of a personal character. However, the new Act called the Industrial Disputes (Amendment)
Act, 1976, puts reasonable restrictions on an employers right to layoff retrenchment arid
closure.

Works Committees:

The Industrial Disputes Act, 1947 provides for setting up of a works committee consisting of
representatives of management and employees in every undertaking employing 100 or more
workmen. The duty of works committee is to promote measures for securing and preserving
amity and good relations between employers and workman.

Voluntary Arrangements:

The code of discipline and the Truce Resolution, both voluntary instruments, emphasize
settlement of dispute through voluntary arbitration.
Code of Discipline:

A code of discipline was evolved by the Indian Labour Conference in 1958. It has been accepted
by all central organisations of employers and workers and is aimed at preventing and settling
industrial disputes on a voluntary basis. According to the code of discipline:

(i) No strikes and lockouts without prior notice.

(ii) The parties should not take any action without consulting each other.

(iii) No deliberate damage should be done to machinery.

(iv) Should not resort to acts of violence, intimidation, coercion etc.

(v) There should be no go-slow tactics.

(vi) In case of dispute the existing machinery should be utilised with utmost expedition.

(vii) Employers should recognise the majority union in the establishment and frame a grievance
procedure.

(viii) Management should take prompt action for settlement of grievances and should implement
the awards and agreements speedily, etc.

Industrial Truce Resolution, 1962:

In view of the National Emergency proclaimed in 1962 in the wake of Chinese aggression a joint
meeting of the central organisations of employers and workers adopted the Industrial Truce
Resolution in 1962.

It laid down that there would be no interruption, or slowing down of production; and the
production would be maximised and defence efforts promoted in all possible ways. It has been
merged with the Central Implementation and Evaluation Committee since 1963.
Measures for Industrial Peace:

Some of the measures undertaken by the Government for improving industrial relations and for
establishing industrial peace are as follows:

(i) Enactment of the Factories Act, 1948 and other labour laws for regulating conditions of work
in factories.

(ii) Introduction of schemes like profit sharing, workers participation in management, subsidised
industrial housing etc.

(iii) Framing of Industrial Employment, (Standing Orders) Act, 1948 for defining conditions of
employment and for framing model service rules.

(iv) Introduction of bonus scheme making it compulsory for all establishment to pay a minimum
of 8.33 per cent bonus to all employees under the Payments of Bonus Act, 1965.

(v) Enactment of an Equal Remuneration Act 1976, which provides for payment of equal
remuneration to men and women workers for the same work, or work of similar nature and for
prevention of discrimination against women in matters of employment.

(vi) Arrangement for settlement of industrial disputes under the Industrial Disputes Act, 1947.

(vii) Adoption of Code of Discipline (1958) by both employers and workers for settlement of
disputes and avoiding direct action.

(viii) Provision of social security benefits for industrial workers under various laws like the
Employees Provident Fund and Family Pension Act, 1952; Employees State Insurance Act,
1948, Payment of Gratuity Act, 1972 etc.

(ix) Fixation of minimum wages under the Minimum Wages Act, 1948 and the governments
efforts to get fair wages for workers, etc.

(x) Introduction of a scheme for workers participation in management.

Industrial Relations Machinery:

The Government of India has devised certain statutory and voluntary arrangements for the
prevention and settlement of industrial disputes. These are discussed below:

Statutory Arrangement:

It is covered by the Industrial Disputes Act, 1947. The Act provides for the settlement of
industrial disputes through conciliation, arbitration, adjudication or working committees. It also
has provision for payment of compensation for lay-off and retrenchment.
Conciliation, Arbitration and Adjudication:

The Act empowers the government to appoint Conciliation Officers (a third party) to bring about
settlement of disputes through conciliation. If conciliation officers fail to settle the dispute,
parties can by agreement refer it (dispute) for voluntary arbitration to resolve the dispute.

If this attempt also fails, the government may refer the dispute for adjudication. It is compulsory
to refer a dispute (or adjudication if the parties to the dispute jointly or separately apply for it or
if the dispute relates to public utility services and there is a notice of lockout or strike.
Adjudication machinery is three tier systems consisting of (i) Labour court; (ii) Industrial
Tribunal; and (iii) National Tribunal.

The Labour Court adjudicate in the matters such as propriety, or legality of an employer s order
regarding discharge, or dismissal of workmen including reinstatement of, or grant of relief to
workmen wrongfully dismissed, illegality or otherwise of a strike or a lockout etc.

The Industrial tribunals adjudicate on more important matters such as wages and allowances,
hours of work, leave and holidays, bonus, rules of discipline, rationalisation, retrenchment and
closure of establishment etc. National Tribunal adjudicates on matters of national importance and
those that affect industrial establishments located in more than one state.

Lay-off and Retrenchments:

The Act provides that no worker who has put in at least one year of continuous service would be
entrenched unless given one months notice in writing, or one months wages in lieu thereof. In
addition he is also to be compensated at the rate of 15 days average pay for every completed year
of continuous service.

However, only workers employed in those factories, mines and plantations are eligible for
compensation which have an average daily employment of 50 or more workers and where work
is not of a personal character. However, the new Act called the Industrial Disputes (Amendment)
Act, 1976, puts reasonable restrictions on an employers right to layoff retrenchment arid
closure.

Works Committees:

The Industrial Disputes Act, 1947 provides for setting up of a works committee consisting of
representatives of management and employees in every undertaking employing 100 or more
workmen. The duty of works committee is to promote measures for securing and preserving
amity and good relations between employers and workman.

Voluntary Arrangements:

The code of discipline and the Truce Resolution, both voluntary instruments, emphasize
settlement of dispute through voluntary arbitration.
Code of Discipline:

A code of discipline was evolved by the Indian Labour Conference in 1958. It has been accepted
by all central organisations of employers and workers and is aimed at preventing and settling
industrial disputes on a voluntary basis. According to the code of discipline:

(i) No strikes and lockouts without prior notice.

(ii) The parties should not take any action without consulting each other.

(iii) No deliberate damage should be done to machinery.

(iv) Should not resort to acts of violence, intimidation, coercion etc.

(v) There should be no go-slow tactics.

(vi) In case of dispute the existing machinery should be utilised with utmost expedition.

(vii) Employers should recognise the majority union in the establishment and frame a grievance
procedure.

(viii) Management should take prompt action for settlement of grievances and should implement
the awards and agreements speedily, etc.

Industrial Truce Resolution, 1962:

In view of the National Emergency proclaimed in 1962 in the wake of Chinese aggression a joint
meeting of the central organisations of employers and workers adopted the Industrial Truce
Resolution in 1962.

It laid down that there would be no interruption, or slowing down of production; and the
production would be maximised and defence efforts promoted in all possible ways. It has been
merged with the Central Implementation and Evaluation Committee since 1963.
CIPET Points: -

Handling Reservation & RTI cell.

Provides Reservation points to concerned recruitment cell.
Maintaining of Reservation Registers & Rosters.
Furnishing of Reservation & RTI Returns to Ministry.
Complete correspondence with Ministry, National Commission & other Government
Organisation.
Timely reply of RTI and Appeals.
Nomination of various Statutory and Non-Statutory Committees.
Rewards & Recognition (Commendation Letter) of entire employees of the yard.
Recruitment & Promotion of Staff.
Performance appraisal of Staff.

Training: -

Undergone 2 months Industrial Training or Summer Intern from National Thermal Power
Corporation Ltd. (NTPC) at Auraiya Gas Power Station from Jun Jul 2012.
05 Days Training at Mazagaon Dockyard Ltd., Mumbai in the month of Aug 2016.
Participated in In-House training programme conducted by NIRDESH at HSL.