Mrs Hepzibah Beulah C, Assistant Professor, Government Law College, Vellore, Tamil Nadu, India
ABSTRACT
The Industrial relations had to be regulated to avoid or redress the grievances between the employer and the employee. Therefore, the Trade Unions Act, 1926, Industrial Employment (Standing Orders) Act, 1946 and the Industrial Disputes Act, 1947 were enacted. The Trade Unions Act exclusively deals with the formation and registration of Trade Unions, the powers of the authorities and about collective bargaining. The Industrial Employment (Standing Orders) Act, 1946 deals with the basic conditions to be followed by an industry and the ways in which the standing orders have to be circulated amongst the workers. The Industrial Disputes Act, 1947 is a major piece of legislation which deals enormously on the concept of industrial relations. ‘Industrial Relations’ is a general term widely used in the industrial jurisprudence but not defined in any legislation. The ID Act, 1947 does not provide a specific definition for the term ‘industrial relations’. The new labor code has used the term ‘Industrial Relations Code’ to codify all the three legislations The Act provides the different modes in which an industrial dispute would arise which might be by way of retrenchment, closure, lay off etc., and therefore the procedures to be followed by the employers for preserving the industrial harmony is the wider definition of the term ‘industrial relations’.
