Grievance: Trade Union and Workers

score in attention There atomic number 18 many f bitors in pains, which let a p affair unhappy and dejected. May be his fellow surveyers atomic number 18 non-co-operative or his old-timers sarcastic or harsh remarks on his own private problems breakside the factory or domestic matters. Poverty, on a lower floornourishment, debts, unemployed dependent, etc. whitethorn be craping adversely in his mind. He look or so and get holds e rattlingbody being unkind to him. He is aggrieved and wants to ventilate his feelings and re follow outs. A well-defined unfairness mathematical function is an chief(prenominal) element of a sound industrial transaction machinery.Prompt and effective disposal of workers musical score is the key to industrial peace. The grade surgical operations study up by agreement with a amount of money provides a in borderinal figureediate for the workers to transmit his scotch to charge in an requestly manner and provoke the answer in writi ng Meaning and Nature of Employee iniquity jibe to Michael J. Jucius, the term mark representation any discontent or dissatisfaction, whether get or non and whether valid or non arising out of anything connected with the company that an employee thinks, believes or still feels, is unfair, unjust, or inequitable. The definition is very across-the-board and covers tot all toldy kinds of dissatisfaction, which an employee has while doing his clientele. A unrighteousness manner any discontentment or dissatisfaction arising out of anything related to the enterpascent where he is working. It whitethorn not be show and even whitethorn not be valid. It a elevations when an employee feels that something has happened or is going to happen which is unfair, unjust or inequitable. Keith Davis has defined sexual conquest as any sure or imagined feeling of personal injustice which an employee has concerning his example dealinghip. A injustice re symbolizes a situation in wh ich an employee feels that something unfavorable to him has happened or is going to happen. In an industrial enterprise, grievance whitethorn rise up because of several(prenominal)(prenominal) factors much(prenominal)(prenominal) as a. Violation of cautions responsibility such(prenominal)(prenominal) as poo working conditions, b. Violation of companys rules and practices. c. Violation of incorporated talk term agreement, d. Violation of restriction laws, e. Violation of natural rules of justice such as unfair treatment in promotion. The infixed of a grievance in an government activity ar as under i.The discontentment arises out of something connected with the organization The sources of grievance lie within the company such as unfair treatment by the supervisor, violation of company rules, etc. do not constitute a grievance. Such outside sources be beyond the control of the employer. ii. A grievance may be expressed or implied It is comparatively easier to identify exp ress grievances. They be manifested in several ways, e. g. gossiping, active criticism, argumentation, increased tug turnover, c arlessness in the use of as wellls, materials and poor workmanship, etc.Grievance atomic number 18 also implied by indifference to work, day dreaming, absenteeism, tardiness, etc. it is not wise to recognize provided expressed grievances and overlook the unexpressed ones. In fact, unexpressed or implied grievances are more dangerous than the grievances which are started because it is not known when the implied grievance may explode. It requires a noble order of dexterity for an executive to identify such grievances. iii. The discontent may be sensible or irrational rational grievance is a genuine one, which must be removed by the heed.On the differentwise hand, there are grievances which are emotional in nature and are base on sentiments, twisted perception, lack of right-hand(a) thinking, etc. these are totally irrational or psychologi cal. It is difficult to handle such grievances. Sources of Grievance The causes of grievances may be classify under three heads, viz. , i. Grievances heading from Management Policies a. Wage rates or scale of pay. b. Overtime c. Leave d. Transfer- improper matching of the worker with the job e. Seniority, promotion, and discharges f. Lack of career planning and employee burstment plan g. Lack of power clarity. . Lack of regard for incarnate agreement. i. Hostility towards a labour northward j. Autocratic leadership style of supervisors. ii. Grievances resulting from working conditions a. Unrealistic b. Non-availability of proper tools, machines and equipment for doing he job. c. Tight production standards. d. Bad physical conditions of work roll. e. Poor dealingship with the supervisor. f. prejudicious greet to discipline. iii. Grievances resulting from Personal Factors a. Narrow situation b. Over- ambition c. Egoistic personality. use of Grievance Grievances are symptom s of conflicts in enterprise.So they should be handled very promptly and efficiently. copy with grievances forms an authoritative part of buss job. The manner in which he deals with grievances determines his efficiency in dealing with the subordinates. A manager is successful if he is able to build a team of satisfactory workers by removing their grievances. while dealing with grievances of subordinates, it is essential to keep in mind the pursuance points i. A grievance may or may not e real. ii. Grievances may arise out of not one cause, hardly multifarious causes. iii. each individual does not transgresss expression to his grievances.For the purpose of manipulation grievances efficiently, it is necessary to find and analyses the grievance of the subordinates. If a grievance is found to be genuine or real, the corrective action should be interpreted immediately. yet if the grievance arises im hurlable to mental imagery or disturbed frame of mind of the worker, then it i s necessary to explain and clear up the matter. Before dealing with the grievances, their causes must be diagnosed. But when the grievance are not expression by the subordinates, it is managers job to detect the possible grievances and their causes.He may realize the humankind of grievances because of high labour turnover, high rates of absenteeism and poor quality of work. These problems lead go on multiplying if the causes of grievance are not cured. While dealing with grievances, a manager keepnot depend upon any readymade solutions. Every case has to be dealt with on its merits. The next guidelines may be followed to deal effectively with the grievances i. The plaintiff should be given a patient hearing. He should be allowed to express himself completely. ii. The worry must show its anxiety to remove the grievances of the workers. iii.If the grievances are real and their causes are known, attempts should be made to remove the causes. iv. If the grievances are imaginary or u nfounded, attempts should be made to counsel the workers. Grievance Procedure A grievance is the embryo of more serious trouble to come because accumulation of minuscule grievance may lead to major explosions. Therefore, prompt and effective handling of grievance is the key to industrial peace. This calls for systematic procedure of handling grievance for the just and speedy disposal of grievances. There are two fibers of grievance procedures for even outing the grievance of the employees.These includes i. Open Door Policy Under the procedure, the employees are trim to meet the upside executive of the organization and get their grievances redressed. Such a constitution may work well in the small organizations, solely in big organizations this may not be practicable because the top executive leave alone be too busy in opposite matters. Another disadvantage of open-door policy is that lower level executives feel bypassed. This may complicate the human sex acts problems. Moreo ver, top management is not too familiar with the working conditions of the operative employees.It may be difficult for it to fulfill to employee grievances because of lack of sufficient information. Lastly, it is also verbalize that the open door policy is suitable for executives to walk with and not the operative employees. The employees may even hesitate to go to top executives with their grievances. Because of these difficulties, stepladder procedure may be adopted ii. Step- ladder Procedure Under this procedure, the aggrieved employee has to proceed step b step in get his grievance heard and redressed. Firstly, he has to present his grievance in writing to his supervisor or foreman.If he is not satisfied with his finding, he may go to the head of the department. There may by a joint grievance committee after the decision of the head of the department is not acceptable to the employee. If the committee also fails to redress his grievance, the matter may be announcered to t he chief executive. The grievance procedure depart be said to be exhausted if the chief executive is also not able to redress the grievance. The workers should not take any action against the management until the whole grievance procedure has been exhausted. Filing of written Grievance Grievance spontaneous Arbitration Chief ExecutiveJoint Grievance Committee compass point of department Supervisor or Foreman S E T T L E M E N T The grievance assumes the form of a conflict after the workers is not satisfied with the decision of the chief executive. For take foring industrial peace in the specify, it is advisable to refer such grievance to the voluntary arbitration. The award of the arbitration should be cover song on twain the parties. Grievance Procedure in Indian labor In India, tacktlement of settlement of grievance did not receive competent attention in the legislative framework till the enactment of industrial Employment ( stand up orders) Act, 1946, and the Factories Act, 1948.The industrial Employment Act provides that every dedicatement employing one C or more workers should frame Standing orders which should book, among other matters, provision for imagines of redressed for workmen against unfair treatment or wrongful actions by the employer or his agents or servants. Similarly, section 49 of the Factories Act provides for the appointment of Welfare ships officers in every factory wherein 500 or more workers are ordinarily employed. These officers are generally entrusted with the task of dealing with complaints and grievances of the workers or employees.The 15th session of the Indian Labour multitude (July 1957) took up the matter of leaveing a grievance procedure acceptable to two the management and workers union in an industrial whole and a sub-committee was formed for the purpose. The 16th session of the Indian Labour Conference (1958) canonic the principles of industrial discipline evolved by the committee. A Model Grievance Proc edures which is a part of computer code of discipline was drawn up. The model grievance procedure envisages the creation of a grievance machinery to administer the procedure.According to it workers representatives are to be elected for a department or their union is to nominate them. otherwise workers representatives on the workers committee are to be taken as their representatives. The management has to specify the persons in each department who are to process the grievance at the second step. These representatives of workers and management are to constitute the joint, bipartite grievance committee. It should be stemmad that the whole procedure is time bound. industrial RelationsTraditionally, the term industrial relations is used to cover such aspects of industrial emotional state as collective bargaining, workers participation in management, discipline and grievance handling, industrial engagements, and interpretation of rules, labour laws, etc. and then, industrial relatio ns are ofttimes seen as constraints which limit the ability of the organization rather are very much seen as constraints which limit the ability of the organization rather than an opport unit of measurementy to develop collaborative problem solving descent.The industrial relation (IR) function in majority of the organizations suffers from lack of planning, absence of human relations policies and predominance of short-term perspective in resolving labour-management problems. The continuous neglect of industrial relations function has resulted in problems like poor work-culture, indiscipline, flouting of authority, coercion and blackmailing by unions, rise of restrictive practices, lack of mutual trust, frustration of workers, alienation of workers, etc. The fantasy of industrial RelationsThe term Industrial Relation refers to all types of births amongst all the parties concerned with industry. The parties related to industry are the workers and the management representing the owners. indeed, industrial relations connote a vast complex of relationships obtaining betwixt management and employees, union and management, union and employees and amidst employees themselves. Both parties to industrial relation have a roughhewn interest in industry, but many a time, they are found to be pulling n difference directions which lead to industrial unrest. Therefore, it has become necessary to secure the cooperation of both workers and management to achieve close industrial relations. Besides management and workers, State is another company associated with industrial relations. The interference of political sympathies in industrial relations through levelheaded and administrative measure is quite common. Thus, the area of industrial relations has been blanket(a) to relations among the state, employer and employees.According to Encyclopedia Britannica, The subject of industrial relations includes individual relations and joint consultations amongst employers a nd workers at the place of work, collective relations surrounded by employers and their organizations and trade unions and part played by the state in regulate these relations. According to Dale Yoder The term industrial relations refers to the relationship between management and employees or among employees and their organization that arise out of mesh. In modern usage, the sound out industrial relations includes the whole gamut of matters that arise due to the continuing relationship between the employers and the workers. Its scope includes three rarely distinct areas 1. Relations between mangers and individual workers 2. The collective relations between employers and labour (trade) union and 3. The role of government in the ruler of these relationships. These three closely associated areas are ofttimes referred to respectively as personnel management, collective bargaining and labour legislation. Parties to Industrial RelationsS intend stated, industrial relations are the outcome of the consumption relationships in industry. The government of a nation influences these relations to a great extent. Thus, there are three major variables in industrial relations i. Workers and their Organizations the personal characteristics of workers, their culture, educational attainments, qualifications, skills, attitude towards worker, etc. play an important role in industrial relations. Workers organizations, known as trade unions, are political institutions. Trade unions are formed for safeguarding the economic and social interests of the workers.They put pressure on the management for the achievement of these objectives. ii. Employers and their organizations The employers are a very important variable in industrial relations. They provide employment to workers and try to regulate their behavior for getting high productiveness from them. Industrial unrest generally arises when the employers demand from the workers is very high and they conjure low economic and other benefits. In order to increase their bargaining power, employers in several industries have organized employers associations.These associations put pressure on the trade unions and the government. They also participated in tripartite bodies represent by the government to regulate industrial relations. iii. Government the government exerts an important influence on industrial relations through such measures as providing employment, intervening in working relationships and regulating wages, bonus and working conditions through various laws relating to labour. The government keeps an eye on both the trades unions and employers organizations to regulate their activities in the interest of the nation. Objectives of Industrial RelationsThe primary objective of industrial relation is to maintain good and healthy relations between the workers and the management in the enterprise. Al other objectives revolve around this primary objectives. any(prenominal) of the important objectives are listed below i. To promote healthy labour-management relations. ii. To promote the interests of employees as well as management by securing the highest level of mutual arrangement and goodwill among them. iii. To work up productivity to a higher(prenominal) level which is the need of the day and to contributed to the economic development of the country. v. To check industrial conflicts and minimize the occurrence of strikers, lockouts and gheraos. v. To minimize labour turnover and absenteeism by providing job satisfaction to the workers. vi. To facilitate and develop industrial res publica based on workers partnership in management of industry. vii. To establish government control over industries to regulate production and industrial relations. signification of upright Industrial Relations or Industrial Peace Good industrial relations refer to harmonious relations between the labour union and the management in an organization.In other record books, in such a situation, t here is absence of industrial disputes between the two parties and presence of understanding and cooperation between them. Thus, industrial relations in an organisation must be harmonious or fond. Such relations can lead to the following benefits 1. Industrial peace Cordial industrial relations bring unity and remove causes of disputes. This leads to industrial peace which is an ideal situation for an industrial unit to concentrate on productivity and product. 2. senior high schooler productivity Due to cordial industrial relations, workers take interest in their jobs and work efficiently. his leads to higher productivity and production of the enterprise where they are working. Thus, they will contribute to the economic growth of the nation. 3. Industrial Democracy Sound industrial relations are based on consultation between the workers and the management. This assists in the establishment of industrial democracy in the organization which motivates employees to contribute their b est to the success of the organization. 4. Collective talk terms Good industrial relations are extremely steadying for entring into long-run agreements as regard various issues between labour and management.Effective collective bargaining and association of employees in decision- making process will bring astir(predicate) cooperation between labour and management. 5. Fair Benefits to workers The workers should get sufficient economic and non- economic benefits to lead a happy life. It is possible when the relations between workers and management are cordial and the productivity is high. The employers can afford higher benefits to the workers. 6. High Morale Good industrial relations imply the existence of an air travel of mutual cooperation, confidence, and respect within the enterprise.In such an atmosphere, there are common goals, which motivate all memebers of the organization to contribute their best. Consequently, there is higher productivity, higher income and increased, job satisfaction all resulting in higher morale of the workforce. 7. Facilitation of diversity Sound industrial relations, by creating a climate of co-operative and confidence make the process of change easy. Hence, full advantage of last inventions, innovations and other technological advancement can be obtained.The workforce easily adjusts itself to required changes for betterment. Industrial Unrest Industrial peace in a country is an important pre- condition for its industrial development. Industrial peace implies the existence of harmonious relationship between the management and the workers. When the relationship between the management and the workers is not cordial, industrial atmosphere is not peaceful. Such a situation is known as industrial unrest. In other words, industrial unrest refers to discontent and conflict between employers and employees.It takes the shape of strikes, lock-outs, demonstrations, etc. The relations between the employers and the employees are frequ ently clouded by a sense of exploitation, distrust and discontent. They give rise to industrial conflicts or disputes. Perhaps an industrial dispute is the most bang-up problem in industrial organization because it endangers peace in the industry. Some of the symptoms of industrial unrest are high labour turnover, disciplinary problems, absenteeism and tardiness, detailed personal rating, low morale, restriction of output, etc. t is important to note that strikes and lock-outs have come to stay almost permanently in the industrial set-up of many countries. Maintenance of harmonious human relations in an organization depends upon the promotion and maintenance of discipline. No organization can proper without discipline. flying field has been a matter of utmost concern for all organizations. There are some people who believe that maintenance of discipline is the concern of only higher echelons of an organization. But in actual practice, discipline is concerned with employees at al l levels.Broadly speaking, discipline means orderly behavior of individuals towards the desired goals of the base. The word discipline owes its origin to religion, but it was in the army that it helped achieve large results. When big battles were won not by the numerically superior army, but by the one that had better check soldiers who had a very high morale, a more intense motivation to win, and had the benefits of effective leadership, popular imagination marveled at such achievements. force field, thus, came to be equated with the army.But now it is widely used in schools, colleges, industries and other institutions. The concept of Industrial train theater of operations in industry may be described as willing cooperation and observation of the rules and regulations of the organization. It means securing consistent conduct in accordance with the accepted norms of behaviour. Discipline is essential to a democratic way of life. Simply stated, discipline means orderliness. It implies the absence of chaos, irregularity and confusion in the behaviour of workers. In other words, disciplined workers cooperate andbehave in a normal and orderly way.Discipline may be defined as a force that prompts individuals or groups to save the rules, regulation and procedures which are deemed to be necessary for the effective surgical operation of an organization. According to Ordway Tead, Discipline is the orderly conduct of affairs by the members of an organization, who adhere harmoniously in forwarding towards the end which the group has in view, and willingly recognize that. Discipline is said to be good when employees willingly follow companys rules and it is said to be bad when employees follow rules unwillingly or truly disobey them.According to some people, discipline is a positive concept in as much as that the absence of indiscipline does not imply a state of discipline. Too often, discipline has been oriented towards punishment for the noncurrent misdeeds. Many managers and supervisors see discipline primarily as a mean to enforce external demands for responsible behaviour. Instead they expect orderly behaviour to depend primarily on hero-worship of penalties. Thus, they exercise discipline as a punishment. But this is a ban approach which should be bedraggled by the managers and supervisors in order to secure good human relation in industry.Manager should adopt a positive approach to deal with indiscipline in the organization. Attempts should be made to educate the workers the value of discipline. The workers should be taught possession because it is the highest form of discipline in any group activity. Management should give more emphasis in educating the workers in order to change their attitude towards their work and work-place. Disciplinary action should be taken only in exceptional circumstances where no other alternative is left. It must be based on the consideration of just cause and due process of law. conniptions of Disc ipline There are two aspects of discipline, viz. , positive and prejudicious aspects which are discussed below 1. Positive Aspect Employees believe in and concord discipline and adhere to the rules, regulations and desired standards of behaviour. Discipline takes the form of positive sign and reinforcement for approved actions and its push is to help the individual in mildew his behaviour and developing him in a corrective and supportive manner. This type of approach is called positive approach or constructive discipline or self- discipline.Positive discipline take place whenever the organizational climates is marked by aspects such as payment of adequate remuneration and incentives, appropriates avenues for career advancement, appreciation of proper performance, reinforcement of approved personnel behaviour or actions, etc. , which all motivate employees to adhere to organization rules and regulations or exercise self- control. 2. oppose Aspect Employees sometimes do not beli eve in discipline. As such, they do not adhere to rules, regulations and desired standards of behaviour.As such, disciplinary programmed forces and constraints the employees to obey orders and function in accordance with set rules and regulations through warnings, penalties and other forms of punishment. This approach to discipline is called negative approach or collective approach or punitive approach. This approach is autocratic in nature as the subordinates are given no role in formulating the rules and they are not told why they are punished. Negative or enforced discipline connotes that personnel are forced to observe rules and regulations on account of fear of reprimand, fine demotion, or transfer.But these are helpful in extracting Just minimum standard of performance from the employees since they work on account of the fear they have got. In fact, punishment, penalties, demotions and transfers provide or establish a climate which demotivates the employees. Hence, such climat e is not helpful for the motion of group goals and for enhancing the morale of employees. Importance of Discipline in Industry Discipline is the very essence of life. Absence of discipline means chaos and disorder. An industrial enterprise is an organic whole in which a variety of forces act in unison towards the attainment of its ultimate aims.Obviously, smooth and effective functioning demands a high degree of co-ordination among the various elements which form integral part of an organization. In an industry, big or small, manpower is the most important factor. workforce can be used effectively only if there is discipline in the industry. Discipline should not be brought somewhat by fear or punitive actions, it should be brought voluntarity. A man may work in the required manner under compulsion, but he may constantly be in conflict with his natural impulse and thus be under a continues strain which he cant be considered conductive to good social relations in the work-group.W hat is genuinely required is to take steps to promotion mutual confidence between the employees and the employers and highlight the identity of their interest, which are so essential to bring closely the necessary discipline. Maintenance of discipline is a prerequisite for the attainment of utmost productivity, not only of the workers but also of the entire nation. It is only because of this that the inherent philosophy of discipline is conceived as inherent in the whole field of industrial relations.Viewed against this background, self-discipline is the highest form of discipline and management efforts should be direct to encourage this. True discipline is education because it changes the very attitude of the workers towards their work and work-place. It must, therefore, be realized that discipline is to developed from within. It has to be reformative and not punitive. Preventive and Settlement Machinery of Industrial Disputes Lasting industrial peace requires that the causes of industrial disputes should be eliminated. In other words, preventive steps should be taken so that industrial disputes do not occur.But if preventive machinery fails, then the industrial disputes settlement machinery should be activated by the Government because non- settlement of disputes will prove to be very costly to the workers, management and the society as a whole. MACHINERY FOR HANDLING INDUSTRIAL DISPUTES Labour romanceroom Industrial Tribunals subject area Tribunals atonement advance Conciliation Officers Voluntary Arbitration Conciliation Court of Enquiray Adjudication Workers Participation in management Standing Orders many-sided Bodies Collective talk terms Code of disciplineGrievance Procedure Settlement Machinery Preventive Machinery Preventive Machinery The preventive machinery has been set up with a view to creating harmonious relations between labours and management so that disputes do not arise. It comprise of the following measures 1. Workers participation in management It is a method whereby the workers are allowed to be consulted and to have a saying the management of the unit. The important schemes of workers participation are works committees, joint management council (JMC), shop council and joint council.These have been discussed by and by in this book. 2. Collective Bargaining According to Dale Yoder, Collective Bargaining is the term used to describe a situation in which essential conditions of employment determined by bargaining process undertaken by representatives of a group of workers on the one hand and of one or more employers on the other. Collective bargaining not only includes negotiation, administration and enforcement of the written contracts between the employers and employees, but also includes the process of resolving labour- management conflicts.The role of collective bargaining fore solving the issues arising between the management and the workers at the plant or industry level has been widely recognized. Labo ur legislation and the machinery for its murder prepare a framework according to which industrial establishment should operate. But whenever labours laws may lay down, it is the approach of employers and trade union leaders which matters. Unless both are enlightened, industrial harmony is not possible. Therefore, the solution to common problems can be found directly through negotiation between both parties and in this context, he scope of collective bargaining is very wide. 3. Tripartite Bodies Industrial relation in India have been shaped largely by principles and policies evolved though tripartite consultative machinery at industry and national levels. The aim of the consultative machinery is to bring the parties together for mutual settlement of difference in a spirit of cooperation and goodwill. 4. Code of discipline Code of discipline is a set of self-imposed mutually agreed voluntary principles of discipline and good relation between the management and the workers in industry .In India, code of discipline was approved by the 16th Indian Labour Conference held in 1958. It contain three sets of codes which have already been discussed later in the book. 5. Standing Orders The terms and condition of employment have been a bone of contention between labour and management since the advent of factory system. To prevent the emergence of industrial strive over the condition of employment, one important measure is the standing orders act, 1946, it was made obligatory that Standing Orders would govern the conditions of employment.The Standing Orders regulate the conditions of employment from the stage of entry in the organization to the stage of exit from the organization. Thus they constitute the regulatory pattern for industrial relations. Since the standing orders provide Dos and Donts, they also act as a code of conduct for the employees during their working life within the organization. Industrial Disputes Settlement Machinery The machinery has been provided u nder the Industrial Disputes Act 1947. It, in fact, provides a legalistic way of setting the disputes.As said above, the goal of preventive machinery is to create an environment where the disputes do not arise at all. Even then if any differences arise, the judicial machinery has been provided to settle them lest they should result into work stoppages. In this sense, the nature of this machinery is curative for it aims at curing the ailments. This machinery comprises following organs 1. Conciliation Conciliation is a method of resolving the industrial conflict with the help of the third party, who intervenes in the dispute situation upon a request by either or the both parties.It is a procedure in which the decision making functions remains the prerogatives of the parties to the disputes as in collective bargaining. The conciliators simply assists them in their negotiations and decision making, he resolves the impasse and remove the bottlenecks Conciliation Officers The law provides for the appointment of conciliation officer by the Government to still between the parties to the industrial disputes. The conciliation Officer is given the power of a civil court, whereby he is authorized to call and witness the parties on oath.It should be remembered however, whereas civil court cannot go beyond interpreting the laws, the conciliation offer can go behind the facts and make judgment which will be binding upon the parties. Conciliation board In case conciliation Officer fails to resolve the differences between the parties, the government has the discretion to appoint a Board of Conciliation. The Board is tripartite and ad hoc body. It consists of a chairman and two or four other members. The chairman is to be an independent person and other members are nominated in equal numbers by the parties to the dispute.Conciliation transactions before a Board are similar to those that take place before the conciliation Officer the government has yet another survival of the fittest of referring the dispute to the court of Inquiry instead of the Board of conciliation. 2. Court of interrogation In case of the failure of the conciliation proceedings to settle a dispute, the government can appoint a court of Inquiry to intercommunicate into any matter connected with or relevant to industrial disputes. This court is expected to submit its distinguish within six months from the commencement of enquiry. This report is subsequently published by the government within 30 long time of its receipt.Unlike during the period of conciliation, workers right to strike, employers right to lockout, and employers right to strike, employers right to lockout, and employers right to cast off workmen,etc remain unaffected during the proceedings in a court of enquiry. 3. Voluntary Arbitration On failure of conciliation proceedings, the conciliation officer may proceedings the conciliation officer may persuade the parties to refer the dispute to a voluntary arbitrator. Vol untary arbitration refers to getting the disputes settled though an independent person chosen by the parties involved mutually and voluntarily.In other words, arbitrator jointly appointed by the parties which is usually wasted in case of adjudication. 4. Adjudication The ultimate remedy for the settlement of an industrial dispute is its lengthiness to adjudication by labour court or tribunals when conciliation machinery fails to bring about a settlement. Adjudication consists of settling disputes through intervention by the third party appointed by the government. The law provides the adjudication to be conducted by the labour court, Industrial Tribunal and National Tribunal.