Thus form the legal point of view, industrial dispute does not merely refer to difference between labour and capital as is generally thought, but it refers to differences that affect ...

The following methods can help the employer to identify the grievances: 1. Directive observation: Knowledge of human behaviour is requisite quality of every good manager. From the ...

Sometimes workplace issues are easier to solve when an impartial person helps to create the solution. Therefore, at various points in the discipline process, the employee or organization ...

Mediation and Arbitration are generally contractually agreed upon substitutes for resolving disputes as opposed to resorting to a court to resolve it. The purpose and goals of Mediation ...

Similar to mediation, arbitration as an alternative to litigation can allow for the saving of time and money to resolve a dispute. The parties can set limits on discovery and the issues ...

Strike is a very powerful weapon used by trade unions and other labor associations to get their demands accepted. It generally involves quitting of work by a group of workers for the ...

In common idiom, dispute means that distinction or disagreement of strife over some problems be­tween the parties. As regards industrial dispute, since its settlement return as per ...

When determining the appropriate time to conduct layoffs, you need to honestly ask yourself the following questions. *** What is the worst case scenario? If production continues at ...

Managing a sudden layoff is anyone’s worst nightmare. It doesn’t have to be. Steer clear of the guilt trip, accept the challenge head on and take swift action. ...

Suspension or termination of employment (with or without notice) by the employer or management. Layoffs are not caused by any fault of the employees but by reasons such as lack of work, ...