Irlw Question Bank

A NNA U NIVERS ITY , C HENNA I
R EGULA TION 2013
BA7034 I ND U S TR IA L R EL A TIO NS A ND L AB O UR W EL F AR E
Q U E S T I O N B AN K
WI T H
T WO M AR K Q U E S T I O N S
A N S WE R K E Y
WI T H
A N S WE R K E Y
UNIT I
1.
Define Industrial Relations?

According to Kapoor defined as the Industrial Relations is a developing and dynamic concept and such
no more limits itself merely to the complex relations between the unions and management but also refers to the
general web of relationships normally obtaining between employees a web much more complex than the single
concept of labour capital conflict.
2. What do you mean by Industrial Relations?
The Term Industrial Relations commonly denotes employee employee relations, in both organized
and unorganized sectors of the economy.
Industrial Relations (also known as labour management relations or labour relations) will be treated
here as the study of employee employer relationship and the outcome of such relationship.
3. Write down some important objectives of Industrial Relation?

To enhance the economic status of the worker by improving wages, benefits and by helping the workers
in evolving sound budget.
To establish a proper channel of communication between workers and management.
To provide an opportunity to the workers to have a say in the management and decision making.
To avoid industrial conflicts and to maintain harmonious relations.
To increase the morale and discipline of workers.
4. What is the scope of Industrial Relation?

The scope of IR includes all aspects of relationships such as bringing cordial and healthy labour
management relations.
By safeguarding the interest of the workers.
By fixing reasonable wages.
By providing good working atmosphere.
By collective bargaining. The industrial peace could be attained.
By setting industrial disputes through mutual understanding and agreement.
5. Write down the causes of poor industrial relations?

Unhealthy Working Conditions.
Indiscipline.
P R O F . I. A R U L E D I S O N A N T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM

Department of Management Studies
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Inadequate fixation of wage.

Lack of human relations skill on the part of supervisors and other managers.
Inadequate welfare facilities.
Dispute on sharing the gains of productivity.
6. Define Trade Union?

According to Dale Yoder defined as A trade union is a continuous association of wage earners for the
purpose of maintaining or improving the conditions of their working lives.

7. What do you mean by Trade Union?
In the words of Indian Trade Union Act, 1926, A trade union is any combination, whether temporary or
permanent, formed primarily for the purpose of regulating the relations between workmen and employers, or
between workmen and workmen, between employers and employers, or for imposing restrictive conditions on the
conduct of any trade or business, and includes any federation of two or more trade unions.
8. What is the
i. Need for Trade Union?
ii. Functions of Trade Union?
iii. Problems of Trade Union?
iv. Types of Trade Union?
Need for Trade Union
i. Need for Trade Union:

Security of Employment
Fair Wages
To get a common platform
Principle of Unity

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ii. Functions of Trade Union:
Funtions of Trade Union
Functions relating to Members

Functions relating to Organizations
Functions relating to the Union
Functions relating to the Society
iii. Problems of Trade Union:
Problems of Trade Union
Uneven Growth (Industry-wise and Area-wise)

Small Size of Unions
Financial Weakness
Multiplicity of Unions and Inter-Union Rivalry
Leadership Issues
Poilticalisation of Union
Problem of Recognition of Trade Unions
An out dated Trade Unit on Law
iv. Types of Trade Union:

Ever since the dawn of industrialization there has emerged a wide variety of unions across the globe. These
classed under two heads.
The Unions Classified According to Purpose.
i.
Reformist Unions
a. Business Unionism
b. Friendly or Uplift Unionism
ii.
Revolutionary Unions
a. Anarchist Unions
b. Political Unions

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c. Predatory Unions
Union Classified on the Basis of Membership Structure.

i.
Craft Union
ii.
Staff Union
iii.
Industrial Union
iv.
General Union
9. Write a short note on the following.

i. Reformist Union?
ii. Craft Union?
Reformist Union:
These unions are those which aim at the preservation of the capitalist society and the maintenance of the
usual employer employee relationship, elimination of competitive system of production.
They neither seek comprehensive change nor wish to destroy the existing social, economic or political
structure of the State.
Craft Union:
It is an organization of workers employed in a particular craft or trade or in a single or two or three
related trades / crafts / occupations. Such organizations link together those workers who have similar skills,
craft training and specialization. This Union is also called as Horizontal Union.
10. Define Trade Dispute?

A trade dispute was defined by TULRA as A dispute between workers and employers which is "connected
with" one or more of the following: terms and conditions of employment, engagement or non-engagement or
termination or suspension of employment of workers, allocation of work, discipline, membership or nonmembership of a union, union facilities, and management-union procedures.
11. What is Employee Discipline?
Discipline is management action to encourage compliance with organization standards.
According to Decenzo and Robbins, discipline refers to a condition in the o rganization where employees
conduct themselves in accordance with the organizations rules and standards of acceptable behavior.
12. Write down the following.

i. Disciplinary Actions?
ii. Approaches to Discipline Enforcement?
Disciplinary Actions:

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There is a sequence of penalties / disciplinary actions are administrated each one slightly more severe than
the previous one. The general disciplinary actions are:
Written verbal warning
Written warning
Suspension
Demotion
Dismissal
Approaches to Discipline Enforcement:
There are three famous approaches to discipline are:
Hot stove rule,
Progressive discipline, and
Counseling approach
13. Write down the Causes/Sources of Grievances handling and its types ?
Causes/Sources of Grievances:
Grievances arising out of working conditions
Grievances arising from management policy
Grievances arising from alleged violation of
Grievances arising out of personal maladjustment
Types of Grievances:
Grievances can be classified into three types:
Legitimate Grievances
Imagined Grievances
Political Grievances
14. What are the Objectives of Code of Conduct?

To ensures that the employers and employees recognize each others rights and obligations.
To avoid work stoppage.
To facilitate the free growth of trade unions.
To maintain discipline in industry.
15. Write down some important basic principles for Code of Conduct ?
Every employee in industry or unit shall have the freedom and right to join a union of his choice. No
coercion shall be exercised in this matter.
There shall be no dual membership of unions.

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There shall be regular and democratic elections of executive bodies.

Casteism, communalism and provincialism shall be eschewed by all unions.
There shall be no violence, cocercion, intimidation, or personal vilification in inter union dealings.
All Central unions shall combat the formation or continuance of company unions.
U N I T II
1.
Define Industrial Disputes?

According to the Industrial Disputes Act, 1947, Section 2(k) ; Industrial Disputes mean any dispute or
difference between employers and employers, or between employers and workmen or between workmen and
workmen, which is connected with the employment or non employment or term of employment or with the
conditions of labour of any person.
2. What do you mean by Industrial Conflicts / Disputes?
Industrial Conflict is a rather general concept. When it acquires specific dimensions, it becomes an
industrial dispute. The various terms, such as industrial dispute, labour dispute or trade dispute are used in
different countries to identify the differences between employers and workers. These terms are regarded as
equivalent, and for the sake of simplicity only, the expression industrial dispute has been used.
3. What do you mean by Impact of Industrial Disputes?

The consequences of industrial disputes are far reaching, for they disturb the economic, social and
political life of a country.
Industrial disputes also affect the national economy. Prof. Pigou has observed: When labour and
equipment in the whole or any part of an industry are rendered idle by a strike or lockout, national
dividend must suffer in a way that injures economic welfare.
4. What do you mean by Strike? Define Strike?

In the words of C.W. Doten, Strikes are merely symptoms of more fundamental maladjustments,
injustices and economic disturbances. Petterson views a strike as a temporary cessation of work by a
group of employees in order to express their grievance or to enforce a demand concerning changes in
work conditions.
Section 2(q) of the Industrial Disputes Act, 1947, defines a strike as a cessation of work by a body of
persons employed in any industry acting in combination, or a concerted refusal under a common
understanding of a number of persons who are or have been so employed to continue to work or to
accept employment.

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5. Write down the following?

i. Lock out?
ii. Lay off?
i. Lock out:
Ordinarily, the term, lock out refers to the action of an employer in temporarily closing down or
shutting down the undertaking or refusing to provide its employees with work with the intention of
forcing them either to accept the demands made by them or to withdraw the demands made by them on
him.
Under the Industrial Disputes Act, 1947, Section 2(1), A lock out means the closing of a place of
business or employment or the suspension of work, or the refusal by an employer to continue to employ
any number of persons employed by him.
ii. Lay off:
Lay off means failure, refusal or inability of an employer, shortage of power, or raw material or
accumulations of the stocks or the breakdown of the machinery or for any other reason to give employment to a
workman whose name is borne on the muster rolls of his industrial establishment and who has not been
retrenched.
6. What do you mean by Retrenchment?

Retrenchment means the termination of the service of a workman for any reasons by the employer what
so ever otherwise than as a punishment inflicted by the way of disciplinary action but does not include voluntary
retirement of the workman or retirement of the workman reaching the superannuation if the contract of
employment between the employer and the workman concerned contains a stipulation in that behalf, or
termination of the service of a workman on the ground of continuous ill health.
7. Write down the following?

i. Define Collective Bargaining?
ii. What do you mean by Collective Bargaining?
i. Definition:
According to Richardson, defines Collective Bargaining takes place when a number of work people
enter into negotiation as a bargaining unit with an employer or a group of employers with the object of reaching
agreement on conditions of the employment of the work people.
ii. Meaning:
The term collective bargaining made up of two words collective which means a group action through
representation and bargaining means negotiating which involves pr oposals and counter-proposals, offers and
counter offers.

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Thus it means collective negotiations between the employer and the employees relating to their work
situations. The success of these negotiations depends upon mutual understanding and give and take principles
between the employers and employees.
8. Write down the following:

i. Define Grievance Procedure?
ii. What do you mean by Grievance Procedure?
i. Definition:
According to Michael J. Jucions, defines Grievance Procedure as, Any discontent or dissatisfaction
whether exposed or not whether valid or not arising out anything connected with the company which an employee
thinks, believes or even feels to be unfair, unjust or inequitable.
Meaning:
Grievances are feelings, sometimes real, sometimes imagined which an employee may have in regard to
his employment situation. It is a broad concept and cover dissatisfaction.
9. Write down the following:

i. Describe Industrial Peace?
ii. Describe Conciliation?
iii. Who is a Conciliation Officer?
i. Industrial Peace:
Industrial peace is not merely a negative concept signifying the absence of industrial unrest, or the
reconciling of hostile forces in order to avoid ruinous strife, but it also signifies the active presence of
harmonious and good industrial relations generating amity and good will between the partners in an industry a
condition which is both the cause and effect of fruitful co operation.
Conciliation:
Conciliation may be described 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. It is a process of rational and orderly discussion of differences
between the parties to a dispute under the guidance of a conciliator.
ii. Conciliation Officer:
According to the Industrial Disputes Act, 1947, Section 4 , the Central and State Governments can
appoint conciliation officer by a notification in the Official Gazette to that effect. He is changed with the dutie s of
mediating in and promoting the settlement of industrial disputes. He may be appointed for a specified area or for
specified industries in any area or for one or more specified industries. He can be permanently appointed or for
a limited period.

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10. Define Arbitration?

According to Kurt Brenn, the objective of arbitration is not com promise, but adjudication, through
the parties is at liberty to compromise. A wise arbitrator will certainly promote such agreements; but, as a rule,
there is no place for compromise in the awards. This basic difference between the settlement approach and the
quasi judicial approach must be appreciated.
11. Describe the types of Arbitration? Explain the types?
Arbitration may be voluntary or compulsory
Voluntary arbitration implies that the two contending parties, unable to compose their differences by
themselves or with the help or the mediator or conciliator, agree to submit the conflict / dispute to an
impartial authority, whose decision they are ready to accept.
Compulsory arbitration, on the other hand, is one where the parties are required to accept arbitration
without any willingness on their part. When one of the parties to an industrial dispute feels aggrieved by
an act of the other, it may apply to the appropriate government to refer the dispute to adjudication
machinery. Such reference of a dispute is known as compulsory or involuntary reference.
12. What do you mean by Adjudication?

Adjudication consists of settling disputes through intervention by the third part y appointed by the
government.
A dispute can also be referred to adjudication by the Government even if there is no consent of the
parties in which as it is called compulsory adjudication.
The disputes can be referred to three types of tribunal. They are discussed as follow:
Adjudication means a mandatory settlement of an industrial dispute by labour court or tribunal.
13. Describe Labour Court?

One or more labour courts may be constituted by the appropriate government.
A labour court shall consist of one person only, who:
Is or has been a judge of a High Court; or
Has been, for a period of not less than 3 years, a District Judge
The Labour courts deal with disputes relating to
Dismissal or workers and grant of relief to them
The application and interpretation of standing orders.
Withdrawal of any statutory concession.
Illegality of any strike or lockout.

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14. Describe Industrial and National Tribunals?

Industrial Tribunals:
The industrial tribunals deals with disputes relating to
Compensatory and other allowances.
Working atmosphere.
Bonus, Profit sharing, Provident Fund and Gratuity.
Retrenchment.
Promotions.
Rules of discipline.
Working hours and rest intervals.
Holidays and medical leave with salary.
National Tribunals:
These tribunals are set up by the Central Government for the adjudication of industrial disputes.
These tribunals are meant for those disputes which as the name suggests involve the questions of
national importance.
The national tribunals consist of one person only to be appointed by the Centra l Government.
Both employers and employees are prohibited from declaring a lockout or going or a strike unless a six
weeks notice before the lockout or strike.
15. Differences between Arbitration and Adjudication?

Arbitration
It is voluntary method of resolving industrial
Adjudication
dispute.
Only when both the warning parties agree the
dispute.
dispute can be referred to arbitration.
There is a written agreement between the

parties as to the name of arbitrator and the
No appeal against this award except under
No such provisions.

Government appointed the presiding officer.

He is all the responsibilities of the case.
Article 136 of the constitution.
The power to refer the dispute is derived

from the provisions of ID Act.
number of arbitrators.
It is a compulsory method of resolving the
Appeal against this award under Article 136,

226 and 227.
They can appoint one or two assessor

possessing knowledge or the subject matter.
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U N I T III
1. Write a short note on Labour Welfare?

The concept of labour welfare is flexible and elastic and differs widely with time, region, industry, social
values and customs, degree of industrialization, the general socio economic development of the people and the
political ideologies prevailing at a particular time. It is also moulded according to the age group, sex, socio
cultural background, marital and economic status and educational level of the workers in various industries.
2. Define Labour Welfare?
According to the Committee on Labour Welfare, welfare services should mean: Such services,
facilities, and amenities as adequate canteens, rest and recreation facilities, sanitary and medical facilities,
arrangements for travel to and from place of work, and for the accommodation of workers employed at a
distance from their homes; and such other services, amenities and facilities, including social security measures,
as contribute to the conditions under which workers are employed.
3. What is the Theories of Labour Welfare?
Policy
Theory
Social
Theory
Theories
of Labour
Welfare
Public
Relations
Theory
Religions
Theory
Philanthropic
Theory
4. What is the Scope of Welfare Work?

It is the work which is usually undertaken within the premises or in the vicinity of the undertakings for
the benefit of the employees and the members of their families.
The work generally includes those items of welfare which are over and above what is provided by
statutory provisions or required by the custom of the industry or what the employees expect as a result
of a contract of service from the employers.

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Labour Welfare is a very board term, covering social security and such other activities as medical aid,
crches, canteens, recreation, housing, adult education, arrangements for the transport of labour to and
from the work place.
5. Write down some important Aims / Objectives of Labour Welfare?
To build up stable labour force to reduce labour turnover and absenteeism
To make the industrial employment more attractive and enable the workers to live a richer and more
satisfactory life.
To increase the mental efficiency and economic productivity of industrial workers and efficiency of the
enterprise.
To raise the standard of living of the workers by indirectly reducing the burden on their means of living.
To win over employees loyalty and increase their moral.
To make recruitment more effective.
6. What is Administration of Welfare Facilities?
Welfare Policy Objectives

Approach Raise, Timeliness
Organization for Welfare

Officer, Line Manager, HR
Manager
Assessment of Effectiveness
Trend Analysis Opinion
7. List out the
i. Needs for Welfare Services (or) Importance of Welfare

ii. Scope of Labour Welfare Works
Needs for Welfare Services (or) Importance of Welfare:
The employers need welfare activities to discharge their social responsibility, raise the employees
morale use the work force more effectively and to reduce function with workers and to avoid
absenteeism.

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Welfare facilities besides removing dissatisfaction help to develop loyalty in workers towards the
organization.
Welfare may help minimize social evils, such as alcoholism, gambling, prostitution and drug addiction.
To create harmonious industrial relationship.
Scope of Labour Welfare Works:
Conditions of Work Environment
Workers Health Services
Labour Welfare Programme
Labours Economic Welfare Programme
General Welfare Work
8. Describe the Labour Welfare Practices in India?
Labour Welfare Practices in

India
Various agencies have organized welfare activity in India. These are;
The Central Government

The State Government
The Employers
Trade Unions
Other agencies
9. Write down the Classification/Approaches of Labour Welfare Activities?

On the basis of the location of welfare activities, labour welfare work has been classified in two specific
categories, namely, (a) Intra Mural (b) Extra Mural
Intra Mural activities consist of such welfare schemes provided within the factories as medical
facilities, compensation for accidents, provision of crches and canteens, supply of drinking water,
washing and bathing facilities, provision of provident fund, pension and gratuity, maternity benefits etc.
Extra Mural activities cover the services and facilities provided outside the factory such as, housing
accommodation, indoor and outdoor recreation facilities, amusement and sports, educational facilities
for adults and children, provision of libraries and reading rooms.

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10. Write a short note on Statutory Welfare Measures?

Statutory welfare measures mainly include welfare facilities provided within the precincts of an
industrial establishment. They form part of the employers statutory obligations. All welfare states provide
welfare to the labour by securing and protecting social order to ensure socia l, economic and political justice.
11. What do you mean by Recreation?
Recreation also has an important role in the development of an individuals personality and his capacity
to contribute to social development.
These facilities bring out the hidden talents of employees.
These facilities improve the performance and job satisfaction of the employees.
Recreation are dance clubs, craft centres, cultural programmes, music clubs, festival celebrations, study
circles, reading room and library, swimming pool, athle tics, gymnasium.
12. Write a short note on Employees Education and Training Programme?
Employees Education:
In the word of William Flayed, Worker Education is an attempt on the part of organized labour to
educate its own members under an educational system in which the workers prescribe the courses of
instructions, select the teachers and in a considerable measure, furnish the finance.
Training Programme:
The Board has developed a need based, three tier training programme for education officers, workers
and teachers. In first state education officer are trained. The period or training is four months. Then
they give training for different regional centres.
Second stage is to get selected workers trained as worker teachers at the regional and sub -regional
centres by the educational officers. The duration of training programme is three months.
13. List out the objectives of Employees Education?
To promote among workers a greater understanding of the problem of the countrys economic
environment and their privileges, rights and obligations as union members and citizens.
To develop trade union leadership from among the rank and file thereby keeping the union away from the
clutches of politicians, leading to democratization of trade union administration.
To familiarize the workers with the capitalist culture and philosophy, this is the soul of modern industrial
system.
To inculcate among workers a better understanding of their duties responsibilities and intricacies of
work, so that they can effectively carry out their jobs.

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14. What is
i. Industrial Housing
ii. Labour Funds
iii. Social Security Measures
Industrial Housing:
Housing facility is an important welfare measure to keep an employee overcomes most of his
problems. Lack of proper housing directly affects the living conditio ns and the health of the people.
Housing is intended to provide a comfortable shelter and such atmosphere as would keep a worker
fit and cheerful throughout the day.
Good adequate, commodious and sanitary housing are important for the health, happiness gen eral
manners and morals of the employees.
Labour Funds:
Labour welfare funds are created as a measure of social security provided to the working class.
Social security is one of the working class. Social security is one of the three categories of labour
welfare activities classified by the study group appointed by the Government of India to examine the
labour welfare activities.
Social Security Measures:
Social security can be said to be measures of protection provided by society against certain
contingencies of modern life, namely, sickness unemployment, old age, dependency, industrial
accidents and invalidation against which the individual cannot be expected to protect him.
15. List out the Various Training Schemes of Workers?

The Director General of Employment and Training (DGET) has designed a number of training procedures are
Craftsmens Training Programme.
Craft Instructors Training.
Advanced Vocational Training System.
Foremans Training.
Apprenticeship Training Scheme.
Part Time Training for Industrial Workers.
Vocational Training Programme for Women.

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U N I T IV
1.
Define Accident and Industrial Injury?

Accident:
According to Workers Compensation Act, 1923, An occurrence mishap or untoward event which is
not expected or designed for and arising out of and in the course of employment of an industrial worker.
Industrial Injury:
According to Factories Act, 1948,A Personal Injury to an employee which has been caused by an
accident or an occupational disease and which arises out of or in the course of empl oyment and which
could entitle such employee to compensation under Workers Compensation Act, 1923.
2. List out the causes of Accidents?
Unsafe Conditions (Work Relates Causes)
a. The job itself
b. Work schedules
c. Psychological climate of the work place
Unsafe Acts
Other Causes
3. What are the methods for preventing industrial accidents?

The organization should have strong voluntary machinery for the prevention of accidents and should
follow strictly the guidelines issued by the Government. The machinery for preventio n of accident and can be
studied under heads (a) voluntary machinery and (b) regulatory machinery.
4. What is Safety Committee?

Some organization primarily constitutes a safety committee.
This committee ensures the establishment of safe working conditions in an organization.
The size of the committee depends on the size of an organization and generally includes one or more
persons from among the employees.
The workers suggestion of safety programmes, procedures to be adopted by the organization.
5. What is Industrial Health?

The Joint I.L.O AND W.H.O committee on organizational health held in 1950 defined organizational health as
The promotion and maintenance of physical, mental and social well -being of workers in all occupations.
Preventing among workers of ill health caused by the working conditions.
Protection of workers in their employment from risk factors adverse to health.

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Placing and maintenance of worker in an occupational environment adapted to his physical and
psychological equipment.
6. Write down some importance of Industrial Health?

As the large member of workers spend a great deal of their time in an organization, their environment is
not usually conducive to a health life.
Malnutrition, insanity and psychological conditions and the stress and strain under which they work is
very injurious to their health.
The symptoms of bad health are a high rate of absenteeism and turnover and indiscipline, poor
performance and low productivity.
Industrial health programmes are very useful for reduction in the rate of labour turnover, absenteeism,
accidents, lower performance and occupational diseases.
7. List out the Causes of Bad Health (or) Reasons for Bad Health?
The main causes of bad health are
Defective
nutrition
Other
causes
Causes of
Bad
Health
Inadequate
medical &
health
organization
Uneducation
Insanity
8. Write down some important

i. Objectives of Industrial Hygiene?
ii. Principles of Industrial Hygiene?
Objectives of Industrial Hygiene:
Protecting the labour working in all the occupations from diseases
Maintaining the highest standard of their physical, mental and social welfare

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Protecting the workers from diseases and accidents caused by their working conditions and its ill
effects on their health
Making adjustments between the work and the nature of individual
Principles of Industrial Hygiene:
Environmental health hazards in the work place can be measured quantitatively
Continuous surveillance
Occupational exposure limits be adhered to
The health effects of hazards in the workplace usually show a dose -response relationship
9. What are
i. Occupational Hazards?
ii. Occupational Diseases?
Occupational Hazards:
An industrial worker can be exposed in the following types of hazards, depending upon his
occupation.
The normal occupational health hazards may be classified into
Physical
Chemical
Biological
Psychological
Occupational Diseases:
Occupational Diseases are the results of physical conditions and the presence of industrial poisonous
and non-poisonous dust in the atmosphere. Raw material, products, by products, and waste products may
enter the body to endanger the health of the workers.
10. What is Psychological Hazards?

Psychological Hazards may develop due to the workers inability to live in harmony with his environment,
both at home and place of work.
Psychological Hazards are now assuming more important than physical or chemical hazard.
Psychological Hazards are lack of job satisfaction, emotional tension, sense of insecurity, fear, worry
and anxiety.
11. Define Employee Counseling?

According to British Association of Counseling defines as The task of counseling is to give the client
an opportunity to explore discover and clarity ways of living more resourcefully and towards greater well-being.

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12. What do you mean by Employee Counseling?

Counseling can be described as a dialogue in which one person practically helps another in his difficulty.
It is the communication of feelings, emotions, between the counselor and the client.
13. Write down some important

i. Objectives of Counseling?
ii. Advantages of Counseling (or) Importance of Counseling?
iii. Topics for Counseling?
Objectives of Counseling:
Provide empathic atmosphere of genuine concern about his difficulties, tensions, worries, problems, etc.,
so that he can freely discuss and share his views with counseling.
Increase his personal & interpersonal effectiveness by assisting him in analyzing has interpersonal
competence.
Gain an insight into the dynamics of his behavior by providing necessary feedback.
There should not be any display of difference in status between the two.
Prepare alternate action plans for improving his performance and behavior.
Advantages of Counseling (or) Importance of Counseling:
Counseling is an effective way to help someone with their personal problems.
It enables people to think for themselves and take right decisions.
It is in tune with the changing attitudes towards authority.
Counseling reduces absenteeism and labour turnover.
Ability to learn from mistakes and experience.
He should be a good listener and show genuine interest in solving the problem of the worker.
Topic for counseling:
Disturbance in family relationship.
Dissatisfaction with the present job.
Loss in status, reduction in rank or pay etc.
Types of Counseling
14. List out the types of Counseling?
Directive
Non directive
Participative
counselling

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15. What are the legal issues in Industrial Counseling?

Employment discrimination
Employment at will
Employment contracts intentional and unintentional
Consistent application of policies
Documentation
Investigations and searches
UNIT V
1.
Difference between Organized Labour and Unorganized Labour?

Nature of difference
Organized Labour
Unorganized Labour
Place of work
Constant at Regular place
Inconstant of Irregular Place
Membership
Can join in a union
Can join in any union
Recognition
They are recognized as a labour
Retirement
Are limit for retirement
No age limit
Age
Complete the age 18 years
No age limit
Benefit as per Act
They can get all benefit
No benefit for them
Security of job
Fully secured
No security
No negotiation to them as a
labour
2. What do you mean by Contract Labour?

The contract labour is labour which is not carried on the payroll and is not directly paid. It is usually
divided into two categories.
Those employed on job contracts; and
Those employed on labour contracts
The large establishments offer job contracts for such operations as the loading and unloading of the
metals by the mining industry or the construction of roads or buildings by Public Works Department.
3. What is Child Labour?

Children have to be taken care and must be protected from being exploited by the society. Children of any
age whether, male or female should be not only protected but also safeguarded and developed to grow in
a healthy atmosphere.
In order to protect children being employed and exploited by unscrupulous trade men. This Act is known
as Child Labour 1986 has been passed.

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4. Describe some of the Statutory Provisions on Child Labour?

The child shall enjoy special protection and shall be given opportunities and facilities, by law and other
means, to enable him to develop, physically, mentally, spiritually and socially in a healthy and normal manner and
in conditions of freedom and dignity. In the enactment of laws for this purpose, the best interest of the child shall
be the Paramount Consideration.
5. What is Female Labour?

Participation of women in economic activity is common in all countries. But in developing countries, the
incomes of women labour by and large are low . Moreover, if women have to work, she needs more protection than
man in her working environment in developing countries and in traditional occupations.
6. List out the statutory provisions for women welfare?

The legislative provisions for the protection and welfare of women workers are largely inspired by the I.L.O
conventions on.
Maternity Provision 1919
Night Work 1919
Underground work 1935
Equal Remuneration 1951 and
Discrimination (Employment and Occupation) 1958.
7. What is
i. Construction Labour? Write down some characteristics of Construction Labour?
ii. Agricultural Labour?
Construction Labour:
Construction industry employs around three million workers and the nature of work is considered hazardous.
Large number of unskilled and semiskilled labour both male and female is employed on various form of building
operation and road constructions.
This labour is extremely mobile in nature due to the conditions and problems of employment in the
construction industry.
Some characteristics of this category are

Instable employment and high mobility.
High proportion of female and child labour.
Illiteracy, ignorance, poverty and poor health.
Lack of opportunity for training.

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R EGULA TION 2013
Agricultural Labour:
According to the national commission labour, Agricultural labour is one which is basically unskilled and
unorganized and has little for the livelihood other than personal labour.
8. Describe Handicapped and Disabled Workmen? Write down its categories?
A handicapped person is one who is having some shortcoming or infirmity which de tracts a person from
being a normal human being.
Handicapped may be divided into different categories viz.

Physically handicapped,
Mentally handicapped,
Socially handicapped, and
Aged persons.
9. Write down the disablement benefit?

A person who sustains disablement for not less than 3 days, in entitled to periodic payment (at the rate
of 40% more than the standard benefit rate which of `.14 or more depending upon his wages).
A person who sustains permanent disablement whether total or partial is entitled to periodical payment
at such percentage of benefit payable in the cage of disablement as of proportionate to the percentage
of loss of earning capacity.
10. Define Social Security? What is mean by Social Security?

Definition:
According to Friedlander define as, The programme of protection provided by society against the
contingencies of modern life, sickness, unemployment, old age dependency, industrial accidents and invalidism
against which the individual cannot be exploited to protect himself and his family by his own ability for foresight.
Meaning of Social Security:
Social Security means the security provided by the society to the needy citizens on the principles of
human dignity and social justice.
Social Security Programmes are now increasingly being ac cepted as useful and necessary instrumented
for the protection and stability of the labour force.
Social Security, protection of workers against sickness, disease and injury arising out of his employment
protection of children, young persons and women, provision for old age and injury.
11. List out the objectives of social security?

The aim of all social security measures is threshold in nature.
Compensation

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R EGULA TION 2013
Restoration
Protection
12. Write down some important social security measures were introduced by the Gover nment?
Workers Compensation Act, 1923
Employees State Insurance Act, 1948
Maternity Benefits Act By State and Central Government
Coal Mines Provident Fund and Bonus Act, 1948
Employees Provident Fund Act, 1952
Family Pension Schemes, 1971
Payment of Gratuity Act, 1952
Old Age Pension Scheme
Group Insurance
Deposit Linked Insurance Scheme
Social Security Certificate Scheme, 1982
13. Define Social Assistance? What is mean by Social Assistance?

Definition:
According to I.L.O define as, A service or scheme which provides benefits to persons of small means
as right in amounts sufficient to meet minimum standards of need and financed from taxation.
Meaning of Social Assistance:
Social Assistance schemes are funded from the consolidated fund of the state rather than from individual
contributions, with statutory scales of benefit adjusted according to a persons means.
Social Assistance schemes are designed to help people who are in financial difficulties.
14. Define Social Insurance? Write down the principle elements of social insurance?
Definition:
Giving in return for contribution, benefits upon subsistence level as if right and without means tests so
that an individual may build freely upon it. Thus social insurance implies that it is compulsory and that men sta nd
together with their follows.
The Principle elements of Social Insurance:
Participation is compulsory with few exceptions.
Contributions are accumulated in special funds out of which benefits are paid.
Surplus funds, not needed to pay current benefits are invested to earn further income.
A persons right to benefit is secured by his contribution record without any list of need or means.

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The two most important social insurance schemes at present in our country are
a) The Employees State Insurance Schemes and
b) The Employees Provident Fund
i.
ESI Act
ii.
Employees Provident Fund
15. What do you mean by BPO & KPO Employees?

Communication and information technology industry is an important enabler in enhancing productivity.
The structure and functions of IT industries are largely different than the conventional organizations which
demand a different rule of the game to manage effectively.
The major human resource functions in IT organizations are basically the 3Bs.
i.
Buying talents.
ii.
Borrowing talents and
iii.
Building talents.
SI XTE E N MAR K QUES TIONS
WI T H
A N S WE R K E Y
UNIT-I
1.
Explain the concept and importance of Industrial Relations?

Synopsis
Introduction: Definition / Meaning of Industrial Relations
Industrial Relations: Concept
The term industrial relations commonly ................ to be divided into
various segments.
The levels covered by factors are detailed below;
Institutions
Characters
Methods
Contents
Importance of Industrial Relations:
Industrial Relations Patterns, Organized Sector and their Impact on Unorganized.
Unions are Important Force in the Indian Political System.
Varying Patterns of Industrial Relations.
Status Difference in the Workers of Public and Private Sector.
Conclusion

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2. Write a detail note on the following.

a. Factors affecting Industrial Relations?
b. Perspectives/Approaches in Industrial Relations?
Synopsis
a.
Introduction: Meaning of Industrial Relations.
Factors Affecting Industrial Relations:
Institutional factors
Economic factors
Social factors
Technological factors
Psychological factors
Political factors
Enterprise related factors
Global factors
Conclusion
b.
Introduction: Meaning of Industrial Relations
Perspectives/Approaches in Industrial Relations:
Psychological approach
Sociological approach
Human Relations approach
Socio Ethical approach
Gandhian approach
System approach
Conclusion
3. Discuss the Industrial Relations Problem in the Public Sector?

Synopsis
Introduction: Meaning of Industrial Relations.
Industrial Relations Problem in the Public Sector.
Wage Differentials
Industrial Relations
Surplus Labour

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Over Centralization
Multipricing of Unions
Political and Bureaucratic Influence
Conclusion
4. Trace the origin and growth of trade unionism in India?

Synopsis
Introduction: Meaning of Trade Union
Growth of Trade Union: Pre Independence
Social Welfare Period, from 1875 to 1918
Early Trade Union Period, from 1918 to 1924
Left wing Trade Unionism Period, from 1924 to 1934
Trade Unions Unity Period, from 1935 to 1938
Second World War Period, from 1939 to 1945
Growth of Trade Union: Post Independence
The Post War (or) Post Independence Period, from 1947 to 2000
Present Scenario of the Trade Union Movement
Conclusion
5. Describe the Evolution of Trade Unions?

Synopsis
Introduction:
Concept of Evolution of Trade Union
Evolution of Trade Union:
Social Psychological Approach of Robert F. Hoxie
Sociological Approach of Frank Tannenbaum
Scarcity Consciousness Approach of Selig Perlman
Kerr and Associates General Approach to Trade Unionism
Webs Non Revolutionary or Industrial Democracy Approach
Classless Society Approach of Karl Marx
Gandhijis Approach
Conclusion

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R EGULA TION 2013
6. Write a detail note on Code of Discipline/Conduct?

Synopsis
Introduction: Meaning of Discipline
Principles of the Code
PART I: Duties and Responsibilities of Employers, Workers and Government:
To maintain Discipline in Industry (both in Public and Private Sectors)
PART II: Enlists the Common Obligations of Management and Unions:
To Ensure Better Discipline in Industry, Management and Union(s) Agree
PART III: Obligations of Management:
Management Agrees
PART IV: Obligations of Unions:
Union(s) Agree
Annexure A: Code embodies the national level agreement on the criteria for the
recognition of unions.
Conclusion
U N I T II
1.
Write down the concept of a dispute? Discuss briefly on the Classification and Causes of Industrial Disputes?
Synopsis
Introduction: Meaning of Industrial Conflict/Disputes
Concept and Essentials of a Dispute
Classification of Industrial Disputes
Interest Disputes
Grievance or Rights Disputes
Disputes Over Unfair Labour Practices
Recognition Disputes
Causes of Industrial Disputes
Technological Causes
Political Causes
Social Causes
Economic Causes
a) Wages
b) Bonus
c) Working atmosphere

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d) Demand for other facilities
Managerial Causes of Industrial Disputes

a) Defective leadership
b) Weak trade unions
c) Personnel and Retrenchment
d) Leave and hours of work
Miscellaneous Causes
Conclusion.
2. List out the causes of strike and explain its types?

Synopsis
Introduction: Meaning of Strike
Typology of Strike
Primary Strike
Secondary Strike
Other Strike
Conclusion

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Types of Strikes
Industrial Disputes
Strikes
(1) Primary Strikes
(2) Secondary Strikes
Stay-away
Go-slow
Token (or)
Picketing &
Strikes
Strikes
Protest Strikes
Boycott
(3) Others
Sympathy Strikes
1. General
2. Particular
3. Political
Sit-down
Hunger
Lightning
Stay-in;
Strikes
(or)
Tool-down or
Gherao
4. Bandhs
Cat-call Strike
Pen-down
Strikes

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A NNA U N I VE R S I TY , C HE N NA I
R E G UL A TI ON 2013
BA703 4 I N D U S T R I A L R E L AT I O N S & L AB O U R W E L F AR E
3. Briefly explain the industrial relations machinery for the prevention of disputes?
Synopsis
Introduction: Meaning of Prevention
Preventive Machinery
Tripartite Bodies
The Indian Labour Conference
The Standing Labour Committee
The Central Implementation and Evaluation Committees
The Code of Discipline
Workers Participation Management
Standing Orders
Conclusion
4. Write in detail on the following.

a. Collective Bargaining?
b. Grievance Procedure?
Synopsis
a.
Introduction:
Meaning of Collective Bargaining
Salient features
Functions
It is a process of social change
Collective bargaining as a peace treaty
Process of Collective bargaining
Negotiation Stage
a) Preparation for negotiation
b) Negotiation technique or procedure
c) Follow-up Action
Contract Administration
Guidelines for Negotiations

Page 31
The Dos of Negotiations
The Donts of Negotiations
Conclusion
b.
Introduction:
Grievance Procedure
1.
First Stage
2. Second Stage
3. Third Stage
4. Fourth Stage
Reasons for Grievances
Method of Identifying Grievances
Direct Observation
Grip Boxes
Open Door Policy
Steps in Grievance Procedure

Conclusion
5. Explain the
a. Conciliation Procedures?
b. Arbitration?
c. Adjudication?
Synopsis
a.
Introduction:
Conciliation Concept
a. Works Committee (Sec. 3)
b. Conciliation Officer (Sec. 4)
Duties of the Conciliation Officer
c. Board of Conciliation (Sec. 5)
Duties of the Board
Conciliation Proceedings

Page 32
Conclusion
b.
Introduction:
Approaches to Arbitration
Types of Arbitration
Voluntary Arbitration
Compulsory Arbitration
Advantages of Arbitration
Court of Inquiry (Sec. 6) 486
Conclusion
c.
Introduction:
Meaning of Adjudication
Types of Adjudication
Voluntary Adjudication
Compulsory Adjudication
Three-Tier System of Adjudication 486 - 489
Labour Courts (Sec. 7)
Industrial Tribunal (Sec. 7A)
Powers of Industrial Tribunal
National Tribunal (Sec. 7B)
Conclusion
6. Explain the functions of Adjudication?

Synopsys
Introduction:
Basic Concept of Adjudication
Labour Court (Section 7)

Industrial Tribunal (Section 7A)
National Tribunal (Section 7B)
Conclusion

Page 33
U N I T III
1.
Explain the concept and principles of labour welfare?

Synopsis
Introduction:
Meaning of Labour Welfare
The Concept of Labour Welfare
The functional theory of labour welfare
The policy theory
The public relations theory
The philanthropic theory
The religious theory
The social theory of labour welfare
Principles of Labour Welfare
Principle of efficiency
Principle of the social responsibility
Principle of integration and coordination
Principle of adequacy of wages
Principle of totality of welfare
Principle of accountability
Principle of timeliness
Principle of participation
Conclusion
2. Explain the objectives, scope, approaches and need for voluntary welfare measures?
Synopsis
Introduction:
Objectives of Labour Welfare

Scope of Labour Welfare
Intra mural Labour Welfare Functions

a. Scientific selection or appointment
b. Industrial training

Page 34
c. Prevention of accidents
d. Arrangement for light, fresh air and water
e. Other functions
Extra Mural Labour Welfare Functions

a. Provision of education
b. Medical service
c. Facilities of recreation
Classification of Labour Welfare
Intra Mural Activities
Extra Mural Activities
Need for Welfare Service (or) Importance of Welfare

Conclusion
3. What are statutory welfare measures? Explain with illustrations?

Synopsis
Introduction:
Meaning of Statutory Welfare Measures
Statutory Welfare Measures
Health programs
Statutory provisions
The Factories Act, 1948

a. Cleanliness
b. Disposal of wastes and effluents
c. Ventilation and Temperature
d. Dust and fumes
e. Artificial humidification
f.
Over crowding
g. Lighting
h. Latrines and urinals
i.
Spittoons
Plantation Labour Act, 1951

a. Drinking water

Page 35
b. Conservancy
c. Medical facilities
Working hours for Adults

a. Weekly hours
b. Weekly holidays
c. Compensatory holidays
d. Intervals for rest
e. Prohibition of overlapping shifts
f.
Extra wages for overtime
g. Restriction on double employment

h. Register of adult workers
Employment of Young Persons

a. Prohibition of employment of young children
b. Non adult workers to carry tokens
c. Working hours for children
d. Register of child workers
e. Annual Leave with Wages
Conclusion
4. Briefly explain the labour welfare practices in India?

Synopsis
Introduction:
Labour Welfare Practices in India
Welfare activities by the Central Government

a. Factories Act, 1948
b. Labour Welfare Fund
Welfare activities by the State Government
Welfare activities by Employers
Labour welfare activities by Trade Unions
Social Service Agencies
Conclusion

Page 36
5. Explain the following

a. Non Statutory Welfare Measures (or) Voluntary Welfare Measures?
b. Labour Welfare Funds?
Synopsis
a.
Introduction:
Non Statutory Welfare Measures (or) Voluntary Welfare Measures
Health
Education
Recreation
Transport
Conclusion
b.
Introduction:
Meaning of Labour Welfare Funds
Labour Welfare Funds
Employee State Insurance
Employee State Insurance Scheme (ESI)

i.
Medical benefit council

a. Medical benefit
ii.
Disablement Benefit
i.
Cash benefit
Dependents benefit
Provident Fund
i.
Seamans Provident Fund Act, 1966

a. Employees Provident Fund Act, 1952
b. Family Pension
c. Deposit Linked Insurance
d. Gratuity
Conclusion

Page 37
6. Explain the Various Training Schemes of DGET?

Synopsis
Introduction
Education and Training Programme overview
Objectives
Various Training Schemes of DGET
Craftsmens Training Programme
Craft Instructors Training
Advanced Vocational Training System
Foremans Training
Apprenticeship Training Scheme
Part time Training for Industrial Workers
Vocational Training Programme for Women
Functional Adult Education

Evaluation of Training Schemes 590
Conclusion
U N I T IV
1.
How do you prevent accidents? What are its causes? Explain?

Synopsis
Introduction:
Definition for Accident
Machinery for Preventing Industrial Accidents
Voluntary Machinery
Regulatory Machinery
Causes of Accidents
Unsafe Conditions (Work Relates Causes)

a. The job itself
b. Work schedules
c. Psychological climate of the work place
Unsafe Acts
Other Causes
Conclusion

Page 38
2. Briefly explain the components of safety service?

Synopsis
Introduction
Safety Provisions
Components of Safety Service
Appointment of Safety Officer
Elimination of Hazards
a. Placement
b. Safeguarding Machinery
c. Materials handling
d. Hand Tools
e. Layout and design
f.
Housekeeping
Safety Education and Training
Safety Committee
Safety Engineering
Welfare Schemes
a. Reasonable hours of work
b. Accident and safety precautions
c. Housing facilities
d. Medical facilities
e. Recreational facilities
f.
Financial assistance
Safety inspections
a. Periodical safety
b. Daily check
Conclusion

Page 39
3. Discuss the following.

a. Control of industrial accident?
b. Statutory Provisions for Safety in India?
Synopsis
a.
Introduction
Definition for Accident
Control of Industrial Accident
Assumption of Responsibility by Top Management
Maintain Accident Records

i.
Accident Records contains the following details
Disciplinary Action
Safety Audit
Maintain Employee Interest in Safety
Personal Protective Devices

a. Head Protection
b. Ear Protection
c. Eye Protection
d. Hand Protection
e. Lung Protection
f.
Foot Protection
Safety Week and Awards
Conclusion
b.
Introduction
Safety Provision
Statutory Provisions for Safety in India
Fencing of the Machinery
Work on near machinery in motion
Employment of Adolescents on Dangerous Machines
Prohibition of Employment of women and children near cotton openers
Pressure Plant

Page 40
Lifting Machines, Tackles, Chains and Ropes
Explosive or Inflammable Gas
Precautions in case of Fire
Striking Gear or Device for Cutting off Power
Floor Stairs and Means of Access
National Commission on Labour Workers education should make a worker
Conclusion
4. Explain Industrial Health? Write a note on significance of industrial health and hygiene?
Synopsis
Introduction
Industrial Health
Significance of Industrial Health and Hygiene
Importance of Industrial Health
Causes of Bad Health (or) Reasons for Bad Health

a. Defective nutrition
b. Uneducation
c. Insanity
d. Inadequate medical and health organization
e. Other causes
Measures to Improve Health Conditions

a. Legislative measures
b. Special advisory committee
c. Regular medical checkup
d. Education and training in industrial health
e. Study of environmental factors
f.
Control upon noise
g. Control upon temperature

Conclusion

Page 41
5. Discuss on the following.

a. Occupational Hazards?
b. Occupational Diseases?
Synopsis
a.
Introduction
Meaning of Occupational Hazards
Classification of Occupational Hazards
Physical Hazards
a. Heat and Cold
b. Noise and Vibration
c. Ultraviolet Radiation
d. Ventilation
Chemical Hazards
Biological Hazards
Psychological Hazards
Conclusion
b.
Introduction
Meaning of Occupational Diseases
Classification of Occupational Diseases
Silicosis
Bagassosis
Byssionosis
Manganese Poisoning
Mercury Poisoning
Lead Poisoning
Phosphorous Poisoning
Anthrax
Caisson Disease
i.
Protection against Health Hazards
ii.
Recommendation of the National Commission on Labour
Conclusion

Page 42
6. Explain Counseling Process? Types of Problems for Employment Counseling?

Synopsis
Introduction
Employee Counseling
Counseling Process
Rapport Building
Exploration
Action Planning
Types of Problems for Employment Counseling
Injustice or Ill Treatment
Pre-married Anxieties and Sexual Perversion
Alcoholism
a. Causes of Alcoholism
Problem of Addiction
Low Job Satisfaction and Morale
Conclusion
UNIT V
1.
Explain Child Labour? And its Statutory Provisions on Child Labour?

Synopsis
Introduction
Child Labour Overview
Some of the Statutory Provisions on Child Labour

The child shall enjoy special protection .. child shall be the Paramount
Consideration.
The Factories Act, 1948
Plantation Labour Act, 1951
The Merchant Shipping Act, 1958
The Mines Act, 1952
The Motor Transport Workers Act, 1961
Shops and Estts Act
Beedi and Cigar Workers (Conditions of Employment) Act, 1966

Page 43
The Children (Pledging of Labour) Act, 1933
Apprentice Act, 1961
Child Labour (Prohibition and Regulation) Act, 1986
Conclusion
2. Explain Female Labour? And its Statutory Provisions for Women Welfare?
Synopsis
Introduction
Female Labour Overview
Statutory Provisions for Women Welfare

The legislative provisions for the protection and provisions
for separate toilet facilities, rest rooms, crches, etc.
Factories Act
Coal Mines Act, 1952
Plantations
Shops and Commercial Establishments
Employment of Women (Sec. 22, 27, 48, 51, 54 & 66)
Conclusion
3. Explain welfare measure for Contract Labour?

Synopsis
Introduction
Contract Labour Overview
Meaning of Contract Labour
Welfare Measure for Contract Labour
The Contract Labour (Regulation and Abolition) Act, 1970
Welfare of Contract Labour
Payment of Wages
Prohibition of Contract Labour
Conclusion

Page 44
4. Explain social security measures were introduced by the government?

Synopsis
Introduction
Definition for Social Security
Social Security Measures Were Introduced by the Government
Security
Social Security Programmes in India

a) Workmens Compensation Act, 1923
b) Maternity Benefit Act, 1961
c) Employee State Insurance Act, 1948 (ESI Scheme)
d) Employees Provident Fund
e) Death Relief
f) Family Pension
g) Deposit Linked Insurance
h) Gratuity
Conclusion
5. Discuss the significance and implications of social security in detail?

Synopsis
Introduction
Meaning of Social Security
Objectives of Social Security
Significance (Importance) of Social Security

Implications (Effects) of Social Security
Conclusion
6. Explain notes on BPO and KPO Labour?

Synopsis
Introduction
Causes of high attrition rate
Work Environment
Rewards and Recognition
Health and Well being

Time work and life
Employee cash and benefits practices
Conclusion

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A NNA U NIVERS ITY , C HENNA I

R EGULA TION 2013

Define Industrial Relations?

3. Write down some important objectives of Industrial Relation?

4. What is the scope of Industrial Relation?

5. Write down the causes of poor industrial relations?

P R O F . I. A R U L E D I S O N A N T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM

A NNA U NIVERS ITY , C HENNA I

Inadequate fixation of wage.

6. Define Trade Union?

purpose of maintaining or improving the conditions of their working lives.

Need for Trade Union

i. Need for Trade Union:

P R O F . I. A R U L E D I S O N A N T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM

A NNA U NIVERS ITY , C HENNA I

ii. Functions of Trade Union:

Funtions of Trade Union

Functions relating to Members

iii. Problems of Trade Union:

Problems of Trade Union

Uneven Growth (Industry-wise and Area-wise)

iv. Types of Trade Union:

P R O F . I. A R U L E D I S O N A N T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM

A NNA U NIVERS ITY , C HENNA I

Union Classified on the Basis of Membership Structure.

9. Write a short note on the following.

10. Define Trade Dispute?

12. Write down the following.

P R O F . I. A R U L E D I S O N A N T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM

A NNA U NIVERS ITY , C HENNA I

14. What are the Objectives of Code of Conduct?

P R O F . I. A R U L E D I S O N A N T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM

A NNA U NIVERS ITY , C HENNA I

There shall be regular and democratic elections of executive bodies.

Define Industrial Disputes?

3. What do you mean by Impact of Industrial Disputes?

4. What do you mean by Strike? Define Strike?

P R O F . I. A R U L E D I S O N A N T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM

A NNA U NIVERS ITY , C HENNA I

5. Write down the following?

6. What do you mean by Retrenchment?

7. Write down the following?

P R O F . I. A R U L E D I S O N A N T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM

A NNA U NIVERS ITY , C HENNA I

8. Write down the following:

9. Write down the following:

P R O F . I. A R U L E D I S O N A N T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM

A NNA U NIVERS ITY , C HENNA I

10. Define Arbitration?

12. What do you mean by Adjudication?

13. Describe Labour Court?

P R O F . I. A R U L E D I S O N A N T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM

A NNA U NIVERS ITY , C HENNA I

14. Describe Industrial and National Tribunals?

15. Differences between Arbitration and Adjudication?

It is voluntary method of resolving industrial

Only when both the warning parties agree the

dispute can be referred to arbitration.

There is a written agreement between the

P R O F . I. A R U L E D I S O N A N T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM

Government appointed the presiding officer.

Article 136 of the constitution.

The power to refer the dispute is derived

It is a compulsory method of resolving the