INDUSTRIAL RELATIONS AND LABOUR LAWS (GENERAL STUDIES)

Section 2(k) of Industrial Disputes Act, 1947, an industrial dispute is defined as any dispute or difference between employees and employers, or between employers and workmen, or between workmen and which is connected with the employment or non-employment or the terms of employment or with the conditions of labour, of any person.

The Act also lays down:
(a) The provision for payment of compensation to the Workman on account of closure or layoff or retrenchment.
(b) The procedure for prior permission of appropriate Government for laying off or retrenching the workers or closing down industrial establishments
(c) Unfair labour practices on part of an employer or a trade union or workers.

Lay-Off or Retrenchment without prior permission - Contravening the provisions of Section 25-M or 25-(N) Workman entitled to all benefits as if they had not been laid off. Employer shall be punishable with imprisonment up to 1 month and / or fine up to Rs. 1000.

In exercise of the powers conferred by sub-section (2) of Section 1 of the Industrial Disputes (Amendment) Act, 2010 (24 of 2010), the Central Government hereby appoints the 15th Day of September, 2010, as the date on which the said Act shall come into force.

The workman who is aggrieved of the decision of the Grievance Redressal Committee may prefer an appeal to the employer against the decision of Grievance Redressal Committee and the employer shall, within one month from the date of receipt of such appeal, dispose off the same and send a copy of his decision to the workman concerned.

Registration of a trade union is not compulsory but is desirable since a registered trade union enjoys certain rights and privileges under the Act. Minimum seven workers of an establishment (or seven employers) can form a trade union and apply to the Registrar for it registration.