An industrial dispute may be defined as a conflict or difference of opinion between management and workers on the terms of employment. It is a disagreement between an employer and employees' representative; usually a trade union, over pay and other working conditions and can result in industrial actions. When an industrial dispute occurs, both the parties, that is the management and the workmen, try to pressurize each other. The management may resort to lockouts while the workers may resort to strikes, picketing or gheraos.
As per Section 2(k) of Industrial Disputes Act,1947, an industrial dispute in defined as any dispute or difference between employers 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 labor, of any person.
This definition includes all the aspects of a dispute. It, not only includes the disagreement between employees and employers, but also emphasizes the difference of opinion between worker and worker. The disputes generally arise on account of poor wage structure or poor working conditions. This disagreement or difference could be on any matter concerning the workers individually or collectively. It must be connected with employment or non-employment or with the conditions of labor.
From the point of view of the employer, an industrial dispute resulting in stoppage of work means a stoppage of production. This results in increase in the average cost of production since fixed expenses continue to be incurred. It also leads to a fall in sales and the rate of turnover, leading to a fall in profits. The employer may also be liable to compensate his customers with whom he may have contracted for regular supply. Apart from the immediate economic effects, loss of prestige and credit, alienation of the labor force, and other non-economic, psychological and social consequences may also arise. Loss due to destruction of property, personal injury and physical intimidation or inconvenience also arises.
For the employee, an industrial dispute entails loss of income. The regular income by way of wages and allowance ceases, and great hardship may be caused to the worker and his family. Employees also suffer from personal injury if they indulge into strikes n picketing; and the psychological and physical consequences of forced idleness. The threat of loss of employment in case of failure to settle the dispute advantageously, or the threat of reprisal action by employers also exists.
Prolonged stoppages of work have also an adverse effect on the national productivity, national income. They cause wastage of national resources. Hatred may be generated resulting in political unrest and disrupting amicable social/industrial relations or community attitudes.
From India, Pune
4As per Section 2(k) of Industrial Disputes Act,1947, an industrial dispute in defined as any dispute or difference between employers 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 labor, of any person.
This definition includes all the aspects of a dispute. It, not only includes the disagreement between employees and employers, but also emphasizes the difference of opinion between worker and worker. The disputes generally arise on account of poor wage structure or poor working conditions. This disagreement or difference could be on any matter concerning the workers individually or collectively. It must be connected with employment or non-employment or with the conditions of labor.
From the point of view of the employer, an industrial dispute resulting in stoppage of work means a stoppage of production. This results in increase in the average cost of production since fixed expenses continue to be incurred. It also leads to a fall in sales and the rate of turnover, leading to a fall in profits. The employer may also be liable to compensate his customers with whom he may have contracted for regular supply. Apart from the immediate economic effects, loss of prestige and credit, alienation of the labor force, and other non-economic, psychological and social consequences may also arise. Loss due to destruction of property, personal injury and physical intimidation or inconvenience also arises.
For the employee, an industrial dispute entails loss of income. The regular income by way of wages and allowance ceases, and great hardship may be caused to the worker and his family. Employees also suffer from personal injury if they indulge into strikes n picketing; and the psychological and physical consequences of forced idleness. The threat of loss of employment in case of failure to settle the dispute advantageously, or the threat of reprisal action by employers also exists.
Prolonged stoppages of work have also an adverse effect on the national productivity, national income. They cause wastage of national resources. Hatred may be generated resulting in political unrest and disrupting amicable social/industrial relations or community attitudes.
From India, Pune
Dear Sir,
In spite of repeated instruction by the undersigned, security agency isn’t performing their services properly; as a result we are facing problems in our work. Here you may note following negligence of starone security agency for your information.
01. Poor performance of security guards.
02. Physical standard of security personal not up to the mark.
03. Security supervisor not present and not report properly.
04. If cutting the bill payment as per maydays’ present /worked the MD of agency threatened to undersigned for attack.
05. The security guards are not proper dressed and leverage (i.e. uniform, shoes, whistle, lathi etc.)
06. After repeated reminded the security guards performing 24hrs deployment.
07. The behaviour of agency head (MD) very violent.
Due to above factor we want to terminate the agency .So, you are requested to how write a termination letter for above criteria. please advice as soon as possible. replay pls regarding my issue
From India, New Delhi
In spite of repeated instruction by the undersigned, security agency isn’t performing their services properly; as a result we are facing problems in our work. Here you may note following negligence of starone security agency for your information.
01. Poor performance of security guards.
02. Physical standard of security personal not up to the mark.
03. Security supervisor not present and not report properly.
04. If cutting the bill payment as per maydays’ present /worked the MD of agency threatened to undersigned for attack.
05. The security guards are not proper dressed and leverage (i.e. uniform, shoes, whistle, lathi etc.)
06. After repeated reminded the security guards performing 24hrs deployment.
07. The behaviour of agency head (MD) very violent.
Due to above factor we want to terminate the agency .So, you are requested to how write a termination letter for above criteria. please advice as soon as possible. replay pls regarding my issue
From India, New Delhi
Dear Sir,
In spite of repeated instruction the security agency isn’t performing their services properly; as a result we are facing problems in our work. Here you may note following negligence of starone security agency for your information.
01. Poor performance of security guards.
02. Physical standard of security personal not up to the mark.
03. Security supervisor not present and not report properly.
04. If cutting the bill payment as per maydays’ present /worked the MD of agency threatened to undersigned for attack.
05. The security guards are not proper dressed and leverage (i.e. uniform, shoes, whistle, lathi etc.)
06. After repeated reminded the security guards performing 24hrs deployment.
07. The behaviour of agency head (MD) very violent.
Due to above factor we want to terminate the agency .So, you are requested to how write a termination letter for above criteria. please advice as soon as possible. replay pls regarding my issue
From India, New Delhi
In spite of repeated instruction the security agency isn’t performing their services properly; as a result we are facing problems in our work. Here you may note following negligence of starone security agency for your information.
01. Poor performance of security guards.
02. Physical standard of security personal not up to the mark.
03. Security supervisor not present and not report properly.
04. If cutting the bill payment as per maydays’ present /worked the MD of agency threatened to undersigned for attack.
05. The security guards are not proper dressed and leverage (i.e. uniform, shoes, whistle, lathi etc.)
06. After repeated reminded the security guards performing 24hrs deployment.
07. The behaviour of agency head (MD) very violent.
Due to above factor we want to terminate the agency .So, you are requested to how write a termination letter for above criteria. please advice as soon as possible. replay pls regarding my issue
From India, New Delhi
these are the those disputes which happen to be between Top management and employees and if u are facing the same and looking for a change than you just need to visit our website Recruitment Agency India | Manpower Consultants | Gulf Recruitment or call at 9310281163,01141539088.
From India, Chandigarh
From India, Chandigarh
Dear sir, due to authentic resign how the security agency will be terminate please give the draft copy for reference.
From India, New Delhi
From India, New Delhi
Generally , there is a set of terms and conditions , based upon which agreement is executed. In such agreements censure of service with / without notice is covered. In the absence of any such terms and conditions, please refer the standing orders for the security Agency, and try and get some access to the terms and conditions as stipulated for the grant of Licence, (refer to DG office of the stateHome Guards, this agency looks after licence of Security Agency)
If the service provided to you is a gross voilation of his licence terms, you are well with in your rights to take things on digital records, and take up the matter for either
1. Immidiate improvement of service quality
2. Cancill the agreement after serving a notice of 7 working days, as breech of his own licensing terms,
Please avoid any third party to intervene .
From India, New Delhi
If the service provided to you is a gross voilation of his licence terms, you are well with in your rights to take things on digital records, and take up the matter for either
1. Immidiate improvement of service quality
2. Cancill the agreement after serving a notice of 7 working days, as breech of his own licensing terms,
Please avoid any third party to intervene .
From India, New Delhi
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Industrial Disputes Amendment Act 2010.doc
Industrial Disputes Act 1947.pdf