Ishaan Deepak Joshi, MIT-WPU, Faculty of Law
ABSTRACT
Conventional labour dispute settlement procedures have already been impacted by current shifts in the international labour market. The importance of confrontational rights-based systems likearbitration or industrial tribunals is undeniable, however there is also a rising appreciation for the advantages of efficient, agreement-based methods of resolving conflict like mediation & conciliation. Mediation presently plays a key part in how employers, workers, workers, trade unions and the management of their organisations, find viable solutions to typical workplace, industry, and multi- tier problems. The governmental apparatus that oversees the procedures of reconciliation, arbitration, & adjudication dominates the industrial relations framework in India. In the Indian context, mediation refers to an attempt to negotiate between employers & employees, workers, and trade unions in an industrial setting. The resolution of industrial relations conflicts via mediation is anticipated to be the procedure that may address the difficulties. The sides are expected to renounce their stances in order to achieve the desired results, that results in a triumph for the side with the most fairness. In other words, using the premise of a win-win approach, the outcomes can be approved by all sides.This article delves into the understanding of the process and idea of mediation and how it can benefit issues in industrial relations where sentiments and needs are important to labourers, workers and employees; and employers are to maintain ethical practices, standards and profits.
