strike" means a cassation of work by a body of persons employed in any industry acting in combination, or a refusal, under a common understanding

of any number of persons who are or have been so employed to continue to work or accept employment. Whenever employees want to go on strike

It provides that no person employed in public utility service shall go on strike in breach of contract: Without giving to employer notice of strike with in six weeks before striking; or Within fourteen days of giving such notice; or Before the expiry of the date of strike specified in any such notice as a foresaid; or During the pendency of any conciliation proceedings before a conciliation officer and seven days after the conclusion of such proceedings.

During the pendency of conciliation proceedings before a board and till the expiry of 7 days after the conclusion of such proceedings; During the pendency and 2 month's after the conclusion of proceedings before a Labour court, Tribunal or National Tribunal; During the pendency and 2 months after the conclusion of arbitrator, when a notification has been issued under sub- section 3(a) of section 10 A; During any period in which a settlement or award is in operation in respect of any of the matter covered by the settlement or award.

Getting their demand sanctioned. If it is a trade union as per act. There must be at least 7 members in the trade union. If the demand from the employees genuine like Asking for freedom, demanding for bonus, wages, improvisation of working conditions , more retrenchment benefits, harsh treatment from employers , dispute among themselves etc.

It means temporary closing of a place of employment or the suspension of work or the refusal by an employer to continue employ any number of persons employed by him. Lock out refers to the action of an employer in temporally closing down or shutting down the undertaking or refusing to provide its employees with work.

 No

employer carrying on any public utility service shall lock-out any of his workmen without giving them notice of lock-out as here in after provided, within six weeks before locking out; or within fourteen days of giving such notice;

before the expiry of the date of lock-out specified such notice as aforesaid; or during the pendency of any conciliation proceedings before a conciliation officer and seven days after the conclusion of such proceedings.

The notice of lock-out shall be given by an employer in prescribed form. The notice shall be display by the employer on a notice board at the main entrance to the establishment and in the manager's office:

The report of notice of a strike or lock-out should be sent by registered post or given personally to the Assistant Labour Commissioner (Central) appointed for the local area concerned, with copy by registered post to concerned departments.

If on any day an employer receives from any person employed by him any notice of strike or gives to any persons employed by him any notice of lock-out, he shall within five days thereof, and report to the appropriate government or to such authority as that government may prescribe the number of such notices received or given on that day.

Suspension or termination of employment with or without notice by the employer and the management. layoff are not caused by any fault of the employes but by reasons such as lack of work, cash or material. Permanent layoff is called redundancy

 A layoff is considered a termination of employment when the employer has no intention of recalling the employee to work. In these cases, employers have responsibilities and obligations to the employees usually associated with the termination of employment, and employees benefit from such defined rights as protection from unjust dismissal.

When; The layoff is the result of a strike or lockout;

The term of the layoff is three months or less; The term of the layoff is for three to 12 months, where employees maintain recall rights under a collective agreement; or The term of the layoff is for more than three months and subject to circumstances defined in Section 30 of the Canada Labour Standards Regulations. Labour Program offices can offer guidance in interpreting these regulations.

If an employer is unable to recall an employee to work after a layoff in the above situations, the layoff becomes an individual termination, and the employer must provide the employee with pay in lieu of notice and severance pay.

Before implementing layoffs, employers must have an established layoff procedure. The Collective Bargaining Agreements (CBAs) dictate the layoff procedure for employees in bargaining unit positions. Below are the requirements of the layoff procedure for nonrepresented positions.

The layoff procedure must be made available to employees either electronically or in writing. The procedure should be in detail: The layoff procedure must be made available to employees either electronically or in writing. Opportunities to avoid or minimize layoff.

Notification requirements. Criteria for layoff options and time frames for selecting options. Criteria for determining comparability of positions during layoff. Reviews Employers should periodically review their layoff procedures to ensure they still meet business needs.

Thankyou