Industrial Relation & Labour Welfare

Essay Questions with Answers

Unit- I
1. Objectives and functions of Industrial Relation.
 To enhance economic status of the worker.
 To regulate the production by minimising industrial conflicts.
 To provide an opportunity to the workers in decision making.
 To encourage and develop trade unions in order to improve the workers’ collective strength.
 To avoid industrial conflicts and their consequences.
 To extend and maintain industrial democracy.
2. Growth of Trade Union in India.
The trade unionism in India developed quite slowly as compared to the western nations. Indian trade union
movement can be divided into three phases.
 The first phase (1850 to1900)
During this period, the working and living conditions of the labour were poor and their working hours were
long. Capitalists were only interested in their productivity and profitability.
 The second phase (1900 to 1946)
This phase was characterized by the development of organized trade unions and political movements of
the working class. Between 1918 and 1923, many unions came into existence in the country.
 The third phase began with the emergence of independent India (in 1947).
By 1949, four central trade union organizations were functioning in the country:
The All India Trade Union Congress,
The Indian National Trade Union Congress,
The Hindu Mazdoor Sangh, and
The United Trade Union Congress.
3. Trade Unions in India.
 The Indian workforce consists of 430 million workers, growing 2% annually.
 The Indian labour markets consist of three sectors:
 The rural workers, who constitute about 60 per cent of the workforce.
 Organized sector, which employs 8 per cent of workforce, and
 The urban informal sector (which includes the growing software industry and other services, not
included in the formal sector) which constitutes the rest 32 per cent of the workforce.
4. Codes of Conduct.
 The significance of code of conduct is that each employee should behave and perform in a way
that preserves the company values and commitments.
 The code expects employees to conduct business with integrity and honesty.
 Moreover, it expects the employer to be an equal opportunity employer.
5. The Code of Conduct policy of a company is determined on the basis of following factors:
 Honesty and integrity.
 Disclosure of information.
 Harassment.
  Outside employment.
 Conflict of interest.
 Confidentiality.
 Equal opportunity employer.
 Misusing company resources.
 Health and safety
 Payment and gifts
6. Explain the factors influencing the industrial relations in details.
 Institutional factors
 Economic factors
 Social factors
 Technological factors
 Psychological factors
 Political factors
 Enterprise-related factors.
 Global factors.

Unit -II
1. Important causes of an industrial dispute.
 Demand for higher wages and allowances.
 Demand for payment of bonus and determination of its rate thereof.
 Demand for higher social security benefits.
 Demand for good and safer working conditions, including length of a working day, the interval and
frequency of leisure and physical work environment.
 Demand for improved labour welfare and other benefits.
2. Strike
 A strike is a very powerful weapon used by trade unions and other labour associations to get their
demands accepted.
 According to Industrial Disputes Act 1947, a strike is “a cessation of work by a body of persons
employed in industry acting in combination.
 This definition throws light on a few aspects of a strike. Firstly, a strike is a referred to as stoppage of
work by a group of workers employed in a particular industry.
 Secondly, it also includes the refusal of a number of employees to continue work under their
employer.
3. Causes of strikes
 Dissatisfaction with company policy
 Salary and incentive problems
 Increment not up to the mark
 Wrongful discharge or dismissal of workmen
 Withdrawal of any concession or privilege
  Hours of work and rest intervals
 Leaves with wages and holidays
 Bonus, profit sharing, Provident fund and gratuity
 Dispute connected with minimum wages
4. Types of Strike.
 Economic Strike
 Sympathetic Strike
 General Strike
 Sit down Strike
 Slow Down Strike
 Sick-out (or sick-in)
 Wildcat strikes
5. PREVENTION OF INDUSTRIAL DISPUTES.
 Preventive measures seek to create an environment where industrial disputes do not arise.
 Every effort is required to be made to settle them as early as possible so that they do not lead to work
stoppage.
 Trade Unions
 Joint Consultations
a. works committees
b. Joint Management Councils
 Standing Orders
 Grievance Procedure
 Code of Discipline

6. Industrial Disputes: Settlement Machinery

 The Industrial Disputes Act, 1947, provides a legalistic way of setting disputes, where the employer
and the unions fail to reach an agreement bilaterally.
(a) Conciliation,
(b) Arbitration, and
(c) Adjudication.
Conciliation
 Conciliation or mediation signifies third party intervention in promoting the voluntary settlement of
disputes.
 The International Labour Organisation has defined conciliation as:
 “ The practice by which the services of a neutral third party are used in a dispute as a means of helping
the disputing parties to reduce the extent of their differences and to arrive at an amicable settlement or
agreed solution.”

Conciliation Officer

 The Act provides for the appointment of conciliation officers, permanently or for a limited period, for
specific area or for a specific industry, to whom the industrial disputes shall be referred for conciliation.
  The conciliation officer enjoys the powers of a civil court; he can call and witness parties on oath.
 The conciliation officer examines all facts relevant to the disputed matter and then gives his judgment.
 He is expected to give judgment within 14 days of the commencement of the conciliation proceedings.
 His judgment is binding on all the parties to the dispute.

Board of Conciliation

 The Act also empowers the Government to appoint a Board of Conciliation for promoting the settlement
of disputes where the Conciliation Officer fails to do so within 14 days.
 The Conciliation Board is a tripartite adhoc body consisting of a chairman and two to four other members
nominated by the parties to the dispute.
 The mode and procedure of the functioning of the Board are similar to those of the Conciliation Officer.
 The board, however, is expected to submit its report within two months of the date on which the dispute
was referred to it.

Court of Inquiry

 In case the conciliation proceedings fail to settle an industrial dispute, the Government has yet another
option of referring the disputed to the Court of Inquiry.
 The Court is expected to give its report within six months.
 Only 25% of cases are annually handled.
 Besides a very large number of disputes are filed and then withdrawn later on by workers or unions.
 It means petty issues are taken up for conciliation.
 Finally, a substantial number of cases remain pending.
Arbitration

 When conciliation proceedings fail to settle the dispute, the conciliation officer may persuade the
conflicting parties to voluntarily refer the dispute to a third party known as Arbitrator, appointed by the
parties themselves.
 The arbitrator listens to the viewpoints of the both parties and delivers an award or judgment on the
dispute.
 The arbitrator submits his judgement on the dispute to the government.
 Thereafter the government publishes the award within 30 days of its submission.
 The award becomes enforceable after 30 days of its publication.

Adjudication

 Adjudication or compulsory arbitration is the ultimate remedy for the settlement of disputes in India.
 Adjudication consists of settling disputes through the intervention of third party appointment by the
government.
 An Industrial dispute can be referred to adjudication by the mutual consent of the disputing parties.
 The government can also refer a dispute to adjudication without the consent of the parties.
 Industrial disputes act, 1947, provides a three – tier adjudication machinery – namely Labour Courts,
Industrial Tribunals and National Tribunals – for the settlement of Industrial disputes.
  Under the provisions of the Act, Labour Courts and Industrial Tribunals can be constituted by both
Central and State governments but the National Tribunals can be constituted by the Central government
only.

Labour Court

 The labour court consist of one independent person (called as presiding officer) who is or has been judge
of a High Court, or has been district judge or additional district judge for not less than 3 years or has held
any judicial office in India for not less than 7 years.

Industrial Tribunal

 It is also a one – man adhoc body (presiding officer) appointed by the government.
 It has a wider jurisdiction than the labour court.
 The govt concerned may appoint two assessors to advise the presiding officer in the proceedings.

National Tribunal

 This is the third one-man adjudicatory body to be appointed by the Central government to deal with
disputes of national importance or issues which are likely to affect the industrial establishments in more
than one state.

Unit -III
1. Labour welfare Importance & Purposes.
 The scheme of labour welfare may be regarded (viewed) as a wise investment because these would
bring a profitable return in the form of greater efficiency.
 The working environment in a factory adversely affects the health of employees because of excessive
heat or cold noise, fumes, dust and lack of sanitation and pure air.
 Such conditions create health problems for workers.
 These have to be contained (controlled) through preventive steps aimed at improving the lot of
workers.
2. Objectives of Employee Welfare
 To increase the standard of living of the working class
 To reduce the labour problems in the organisation.
 To recognize human values.
 Labour Welfare helps to foster a sense of responsibility in the industry.
 To retain the employees.
 To show up their positive mind in the work.
 To increase the bargaining power of the employees.
3. Agencies for Welfare Work.
There are several agencies involved in labour welfare work.
 Central and State governments,
 Employers, unions and,
 Social organizations work as agencies for extending welfare facilities to the workers.
4. Voluntary Welfare Amenities
 Educational Facilities
 Transport Facilities
 Recreational Facilities
 Other Facilities: Many other types or facilities are provided to employees and they vary
organisation to organisation.
5. Statutory Welfare Measure.
 Canteen (section 46)
 Shelters, restrooms and lunch rooms (sections 47
 Creches (section 48)
 Washing facilities
 Facilities for storing and drying clothing (Section 43)
 Facilities for sitting (section 44)
 First aid appliances (Section 45)
 Drinking water (section 18)
 Latrines & urinals (section 19)
 Spittoons (Sections 20)

STATUTORY SOCIAL SECURITY WELFARE MEASURES

 Family pension schemes

 Gratuity
 Provident fund scheme
 Employment state insurance scheme
 Deposit linked insurance scheme
6. What are the various training schemes are being operated in today’s industrial world?
 Craftsmen Training Scheme
 Apprenticeship Training Scheme
 Women’s Vocational Training Programme
 Skill Development Initiative Scheme
 Part-Time Training for Industrial Workers
 Supervisors/Foremen’s Training

Unit –IV
1. How would you minimizes and avoid the accidents?
 Prevention of accidents is a true humanitarian concern, but accident prevention does not
occur by itself; these should be consistent implementation of safety measures and safety
programmes emphasizing the need for.
 Safe workplace layout and working conditions.
 Safe material handling
 Personal protective devices.
 Safety activities in the organisation.
2. Explain problems and challenges of industrial health and hygiene.
 Industrial hygiene has been defined as "that science and art devoted to the anticipation,
recognition, evaluation, and control of those environmental factors or stresses arising in or
from the workplace, which may cause sickness, impaired health and well-being, or
significant discomfort among workers or among the citizens of the community."
 Environmental Factors and Stresses
 Chemical Hazards
 Physical Hazards
 Biological Hazards
3. What are the various causes of Accidents?
Causes of Accident
1. Technical causes i.e. unsafe conditions
Unsafe conditions reflect deficiencies in plant, equipment, tools, material handling system, and
general work environment etc.
Mechanical causes or factors
(1) Unsafe mechanical design/construction
(2) Hazardous arrangement (over loading etc.)
(3) Improper machine casing / guarding
(4) Improper material handling.
(5) Leaking acid valve
(6) Untested pressure vessels.
2. Human causes i.e. unsafe acts — Personal factors.
(1) Age (2) Health (3) Home environment
(4) No. of dependents. (5) Lack of knowledge and skill
(6) Improper attitude towards work.
(7) Day-dreaming and inattentiveness
(8) Emotional instability e.g. jealousy, revenge.
(9) Mental worries, (10) Non-use of safety devices.
(11) Financial position.
4. What do mean by occupational diseases? How these are prevented and cured?
 Workers get certain disease or disorder as a result of nature of their work, they are called
occupational diseases.
 Promote and maintain the highest degree of physical, mental and social well-being of employees in
all occupations;
 Prevent diseases among workers caused by their working conditions;
 Protect employees from risk factors which could affect their health;
 Place & maintain of workers in an occupational environment adapted to their physiological &
psychological status.
 Good job safety and prevention practices
 Recognize risks/ hazards or health & safety problems
5. Legal provisions regarding employee health under the factories act 1948.
  Unless the workers are physically and mentally healthy, they cannot perform their duties
effectively, properly and smoothly.
 Cleanliness
 Disposal of wastes and effluents
 Ventilation and temperature
 Dust and fume
 Artificial humidification
 Over crowding
 Lighting
 Drinking water
 Latrines and urinals
 Spittoons
Unit –V
1. Discuss the welfare measures for the following categories of Labour.
Agriculture Labour
 The Central Government shall provide the following benefits:-
o Old age pension after attaining the age of sixty years if the worker is not engaged in any
employment, at the rate of rupees one thousand per month;
o Free medical or health insurance facilities as the case may be;
o Free educational facilities to their children;
o Essential commodities at subsidized rates through public distribution system;

Female Labour Safety/Health Measures under Factories Act, 1948

 Section 22(2)--No woman shall be allowed to clean, lubricate or adjust any part of a prime mover or of
any transmission machinery
 Section 27--prohibits employment of women in any part of a factory for pressing cotton.
 Section 66(1)(b), Sec25, Sec46--no woman shall be required or allowed to work in any factory except
between the hours of 6 a.m. and 7 p.m.
 Section 46(1)(b)--prohibits employment of women in any part of a mine which is below ground.
Contract Labour
 A Canteen in every establishment employing 100 or more workers.
 Rest Rooms or other suitable alternative accommodation where the contract labour is required to ha
Provision for a sufficient supply of wholesome (healthy) drinking water, sufficient number of latrines and
urinals of prescribed types and washing facilities
 Provision for first aid boxes equipped with the prescribed contents.
 The Act imposes liability on the principal employer to provide the above amenities to the contract labour
employed in his other establishment, if the contractor fails to do so. lf at night in connection with the
work of an establishment
2. What is Social Security? Discuss its significance and implications.
 Social security may also refer to the action programs of government intended to promote the welfare of
the population through assistance measures guaranteeing access to sufficient resources for food and
 shelter and to promote health and wellbeing for the population at large and potentially vulnerable
(helpless) segments such as children, the elderly, the sick and the unemployed.
 There are some components of Social Security:
 Medical care
 Sickness benefit
 Unemployment benefit
 Old-age benefit
 Employment injury benefit
 Family benefit
 Ma Social Security in India
 At present both types of social security schemes are in vogue (mode) in our country.
 The social insurance method, which has gained much wider acceptance than the social assistance method,
consists of the following enactments.
 The workmen's Compensation Act, 1961.
 The Employee's State Insurance Act, 1948.
 The Maternity Benefit Act, 1961.
 Employees' compensation Act, 1923 ternity benefit Services providing social security are often
called social services.
3. Write an essay on Contract Labour Act, 1970 in detail.
 The labour of workers whose freedom is restricted by the terms of a contractual relation and by laws that
make such arrangements permissible and enforceable
 The essence of the contract labourer’s obligation is his surrender for a specified period of the freedom to
quit his work and his employer
 Contract labour has been based upon conditions of poverty.
 Non statutory benefits, also called voluntary benefits, include
 Loan for house building,
 Education of children,
 Leave travel concession,
 Fair price shops,
 Loans for purchasing personal vehicle / conveyance and other facilities.
4. Welfare of Differently abled Labour
 The Government is committed to ensure 3% reservation in employment for differently- abled persons.
 Action is being taken to establish vocational training centers with residential facilities through Voluntary
Organizations in order to create employment opportunities for Differently abled Persons in private sector.
 Imparting in plant training under the scheme of Ministry of Special Justice and Empowerment
 Recommending the handicapped persons for grant of loans by the concerned financial institutions
 Recognition of Special Schools for Differently-abled Persons.
 National trust