Grievance: Trade Union and Workers

scotch in application thither atomic number 18 m each f motionors in perseverance, which make a inventer unhappy and dejected. May be his fel deplorable issue of studyers atomic number 18 non-co-operative or his political bosss sarcastic or rough-cut remarks on his own own(prenominal) problems be tot up ondoor(a) the factory or domestic numerates. Poerty, undernourishment, debts, fired cypherent, etc. whitethorn be functional adversely in his transferspring. He typeface around and finds e genuinelybody being unkind to him. He is aggrieved and wants to ventilate his olfactions and reactions. A well-defined un chasteneousness surgery is an alpha element of a sound industrial semblances machinery.Prompt and legal disposal of make upers grade is the key to industrial ataraxis. The in exactlyice procedures check up by agreement with a conjunction provides a medium for the workers to transmit his grade to perpl asphyxiatey in an gively fashion and behave the answer in writing signifi shadowerce and Nature of Employee mark According to Michael J. Jucius, the shape injury convey any discontent or dissatisfaction, whether gestate or non and whether valid or non arising emerge of anything connected with the c any(a)er-up that an employee thinks, be deceitfulnessves or unconstipated odours, is wear appearial, unsporting, or inequitable. The definition is really spacious and cover ups solely kinds of dissatisfaction, which an employee has while doing his job. A injury means any discontentment or dissatisfaction arising out of anything related to the endeavor where he is functional. It whitethorn non be expressed and even whitethorn non be valid. It hooks when an employee feels that some(prenominal)thing has happened or is going to happen which is unsportsmanlike, unjust or inequitable. Keith Davis has defined musical score as any real or imagined feeling of mortalal injustice which an employee has nameing his custom traffichip. A grievance represents a situation in which an employee feels that something unfavorable to him has happened or is going to happen. In an industrial enterprise, grievance whitethorn turf out because of some(prenominal) factors much(prenominal)(prenominal) as a. infraction of c atomic number 18s responsibility much(prenominal) as poo working conditions, b. Violation of companys rules and practices. c. Violation of bodied negociate agreement, d. Violation of comminute truths, e. Violation of innate(p) rules of justice such(prenominal) as unfair treatment in promotion. The requisite of a grievance in an giving medication activity argon as under i.The discontentment rise ups out of something connected with the boldness The sources of grievance lie within the company such as unfair treatment by the supervisor, infraction of company rules, etc. do non constitute a grievance. such(prenominal) extraneous sources argon beyond the control of the employer. ii. A grievance whitethorn be expressed or implied It is comparatively easier to get a line express grievances. They be manifested in several ways, e. g. gossiping, nimble criticism, argumentation, increased labour turnover rate, carelessness in the use of likewisels, materials and shortsighted workmanship, etc.Grievance are excessively implied by indifference to work, day dreaming, absenteeism, tardiness, etc. it is non wise to recognize al champion expressed grievances and overlook the unexpressed unrivalleds. In fact, unexpressed or implied grievances are much dangerous than the grievances which are started because it is non know when the implied grievance whitethorn explode. It requires a luxuriously raise of skill for an executive director to identify such grievances. iii. The discontent whitethorn be thinking(prenominal) or stupid rational grievance is a genuine one, which essential(prenominal) be hitd by the watchfulness.On t he early(a) hand, at that dwelling are grievances which are aflame in constitution and are base on sentiments, distorted perception, privation of kosher thinking, etc. these are totally irrational or psychological. It is difficult to handle such grievances. Sources of Grievance The causes of grievances may be sort under terzetto heads, namely , i. Grievances resulting from anxiety Policies a. Wage rates or sub collect of pay. b. Overtime c. Leave d. Transfer- improper twin(a) of the worker with the job e. Seniority, promotion, and discharges f. insufficiency of occupational crowd planning and employee development plan g. Lack of manipulation clarity. . Lack of regard for joint agreement. i. Hostility towards a labour joystick j. Autocratic leadership style of supervisors. ii. Grievances resulting from working conditions a. Unrealistic b. Non-avail superpower of proper tools, machines and equipment for doing he job. c. strong production standards. d. Bad physical conditions of workplace. e. paltry sexual congressship with the supervisor. f. invalidating approach shot to theatre. iii. Grievances resulting from personal Factors a. Narrow status b. Over- ambition c. self-involved personality. Handling of Grievance Grievances are symptoms of competitivenesss in enterprise.So they should be handled actually promptly and efficiently. write with grievances forms an important part of buss job. The manner in which he pass ons with grievances de experimental conditionines his expertness in dealing with the subordinates. A handler is victoryful if he is able to shit a team of satisfied workers by removing their grievances. spot dealing with grievances of subordinates, it is essential to proceed in mind the side by side(p) points i. A grievance may or may not e real. ii. Grievances may arise out of not one cause, exactly multifarious causes. iii. Every individual does not gives expression to his grievances.For the purpose of handli ng grievances efficiently, it is inevitable 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. But if the grievance arises due to visual modality or disturbed frame of mind of the worker, then it is 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 realizable grievances and their causes.He may realize the existence of grievances because of gritty labour turnover, broad(prenominal) rates of absenteeism and piteous quality of work. These problems will go on multiplying if the causes of grievance are not cured. While dealing with grievances, a manager whoremongernot depend upon any readymake solutions. Every case has to be dealt with on its merits. The following guidelines may be followed to deal powerfully with the grievances i. The complainant should be given a patient hearing. He should be allowed to express himself completely. ii. The vigilance must show its anxiety to remove the grievances of the workers. iii.If the grievances are real and their causes are cognise, attempts should be make to remove the causes. iv. If the grievances are imaginary or unfounded, attempts should be make to counsel the workers. Grievance bit A grievance is the fancyus of more(prenominal) serious trouble to come because accumulation of minor grievance may lead to major explosions. Therefore, prompt and effective handling of grievance is the key to industrial heartsease. This calls for systematic procedure of handling grievance for the just and speedy disposal of grievances. There are ii types of grievance procedures for redressing the grievance of the employees.These includes i. Open Door Policy beneath the procedure, the employees are free to meet the upper side executive of the formation and get their grievances redressed. Such a policy may work well in the small organizations, tho in big organizations this may not be practicable because the clear executive will be too hobby in former(a)wise matters. Another evil of surface-door policy is that lower level executives feel bypassed. This may complicate the human traffic problems. Moreover, top perplexity is not too familiar with the working conditions of the operative employees.It may be difficult for it to attend to employee grievances because of deficiency of enough information. Lastly, it is excessively tell that the open door policy is suitable for executives to whirl finished and not the operative employees. The employees may even hesitate to go to top executives with their grievances. Because of these difficulties, quantityladder procedure may be seeed ii. Step- ladder Procedure on a lower floor this procedure, the aggrieved employee has to proceed step b step in getting his grievance comprehend a nd redressed. Firstly, he has to present his grievance in writing to his supervisor or foreman.If he is not satisfied with his decision, he may go to the head of the division. There may by a joint grievance citizens 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 referred to the point executive. The grievance procedure will 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 counsel until the full-page grievance procedure has been exhausted. register of written Grievance Grievance impulsive arbitrament Chief ExecutiveJoint Grievance mission Head of department Supervisor or Foreman S E T T L E M E N T The grievance assumes the form of a combat after the workers is not satisfied with the decision of the chief executive. For maintaining industrial repose in the nominate , it is bettor(predicate) to refer such grievance to the wilful arbitration. The award of the arbitration should be stick to on some(prenominal)(prenominal) the parties. Grievance Procedure in Indian Industry In India, colony of colonisation of grievance did not receive adequate attention in the legislative framework till the code of industrial theatrical component part (standing orders) shape, 1946, and the Factories Act, 1948.The industrial Employment Act provides that every establishment employing degree centigrade or more workers should frame stand up orders which should contain, among other matters, provision for means 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 charge upment of Welfare policemans in every factory wherein 500 or more workers are ordinarily employed. These officers are generally entrusted with the task of dealing with c omplaints and grievances of the workers or employees.The 15th session of the Indian labor movement meeting (July 1957) took up the matter of establishing a grievance procedure acceptable to some(prenominal) the counselling and workers union in an industrial unit of measurement and a sub-committee was formed for the purpose. The sixteenth session of the Indian force back Conference (1958) sanction the principles of industrial coach evolved by the committee. A Model Grievance Procedures which is a part of code of watch was move up. The model grievance procedure envisages the existence 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. differently workers representatives on the workers committee are to be taken as their representatives. The management has to attribute the persons in each department who are to extremity the grievance at the split second step. These representatives of workers and management are to constitute the joint, bipartizan grievance committee. It should be noted that the whole procedure is time bound. industrial dealingTraditionally, the term industrial dealing is used to cover such aspects of industrial life as collective dicker, workers participation in management, agree and grievance handling, industrial disputes, and interpretation of rules, labour laws, etc. thus, industrial dealings are practically seen as constraints which limit the ability of the organization rather are often seen as constraints which limit the ability of the organization rather than an opportunity to develop cooperative problem closure tattle backship.The industrial relation (IR) function in majority of the organizations suffers from lack of planning, absence of human dealing policies and predomination of short-term perspective in settle labour-management problems. The continuous neglect of industrial traffic function has re sulted in problems like poor work-culture, in try, flouting of authority, coercion and blackmailing by unions, rise of restrictive practices, lack of rough-cut trust, frustration of workers, monomania of workers, etc. The concept of industrial RelationsThe term Industrial Relation refers to all types of dealingships amid all the parties concerned with industry. The parties related to industry are the workers and the management representing the owners. Thus, industrial dealing connote a vast labyrinthine of relationships obtaining among management and employees, union and management, union and employees and among employees themselves. Both parties to industrial relation have a common interest in industry, but many a time, they are found to be drag n difference directions which lead to industrial unrest. Therefore, it has become necessary to secure the cooperation of both workers and management to achieve thoroughly industrial relations. Besides management and workers, State is another(prenominal)(prenominal) party associated with industrial relations. The interference of presidential term in industrial relations finished legal and administrative measure is kind of common. Thus, the area of industrial relations has been all-encompassing 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 and workers at the place of work, collective relations between employers and their organizations and trade unions and part p coifed by the state in set 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 employment. In modern usage, the phrase industrial relations includes the whole gamut of matters that arise due to the continuing relationship between the employers and the workers . Its mountain chain includes terzetto 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 regime in the regulation of these relationships. These three closely associated areas are often referred to singly as personnel management, collective negotiate and labour legislation. Parties to Industrial RelationsS allude stated, industrial relations are the outcome of the employment relationships in industry. The judicature 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. wiliness unions are formed for safeguarding t he frugal and complaisant interests of the workers.They put push 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 foil their behavior for getting towering productiveness from them. Industrial unrest generally arises when the employers exact from the workers is very exalted and they offer low frugal and other benefits. In order to increase their bargain power, employers in several industries have organized employers associations.These associations put pressure on the trade unions and the judicature. They also participated in three-party bodies constituted 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 sundry(a) 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 first 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. slightly of the important objectives are listed downstairs i. To promote healthy labour-management relations. ii. To promote the interests of employees as well as management by securing the highest level of shared apprehension and gracility among them. iii. To raise productiveness to a high level which is the need of the day and to contributed to the economic development of the country. v. To check industrial conflicts and calumniate the occurrence of strikers, lockouts and gheraos. v. To minimize labour turnover and absenteeism by providing job sat isfaction to the workers. vi. To assist and develop industrial democracy ground on workers partnership in management of industry. vii. To establish government control over industries to regulate production and industrial relations. signifi bay windowce of Good Industrial Relations or Industrial Peace Good industrial relations refer to true relations between the labour union and the management in an organization.In other words, in such a situation, there 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 symphonic or cordial. Such relations can lead to the following benefits 1. Industrial ease Cordial industrial relations tally consonance and remove causes of disputes. This leads to industrial peace which is an ideal situation for an industrial unit to concentrate on productivity and growth. 2. higher(prenominal)(prenominal) productivity Due to cordial indu strial 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 headphone industrial relations are base 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 best to the success of the organization. 4. joint Bargaining Good industrial relations are extremely facilitatory for entring into long-term agreements as regard motley issues between labour and management.Effective collective bargain and association of employees in decision- making touch on will bring active 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 betwee n workers and management are cordial and the productivity is high. The employers can afford higher benefits to the workers. 6. elevated Morale Good industrial relations imply the existence of an atmosphere 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 team spirit of the work tweet. 7. Facilitation of convince Sound industrial relations, by creating a climate of co-operative and confidence make the process of change easy. Hence, full advantage of brook inventions, innovations and other technological advancement can be obtained.The workforce easily adjusts itself to infallible 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 consonant 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 frequently hazy by a sense of exploitation, disbelieve and discontent. They give rise to industrial conflicts or disputes. Perhaps an industrial dispute is the virtually acute 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, critical personal rating, low morale, restriction of output, etc. t is important to note that strikes and lock-outs have come to stay almost perma nently in the industrial set-up of many countries. Maintenance of harmonious human relations in an organization depends upon the promotion and maintenance of develop. No organization can proper without humble. chastisement has been a matter of utmost concern for all organizations. There are some volume 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 all levels.Broadly speaking, discipline means tasteful behavior of individuals towards the coveted goals of the group. The word discipline owes its origin to religion, but it was in the troops that it availed achieve spectacular results. When big battles were won not by the numerically master copy army, but by the one that had better disciplined soldiers who had a very high morale, a more intense motivating to win, and had the benefits of effective leadership, popular imagination marveled at such achievements. shed light on, thus, came to be equated with the army.But now it is astray used in schools, colleges, industries and other institutions. The concept of Industrial Discipline Discipline in industry may be make as willing cooperation and observation of the rules and regulations of the organization. It means securing consistent deportment in conformation 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 disorderliness in the behaviour of workers. In other words, disciplined workers cooperate andbehave in a normal and dandy way.Discipline may be defined as a force that prompts individuals or groups to observe the rules, regulation and procedures which are deemed to be necessary for the effective mathematical operation of an organization. According to Ordway Tead, Discipline is the orderly discharge of affairs by the members of an organization, who stick about harmoniously in forwarding towards the end which the group has in view, and volitionally 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 actually disobey them.According to some people, discipline is a demonstrable 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 past misdeeds. some 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 fear of penalties. Thus, they exercise discipline as a punishment. But this is a ostracize approach which should be abandoned 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 organiz ation. Attempts should be made to educate the workers the value of discipline. The workers should be taught self-command 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. corrective 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.Aspects of Discipline There are two aspects of discipline, viz. , positive and negative aspects which are discussed below 1. Positive Aspect Employees believe in and put forward discipline and adhere to the rules, regulations and desired standards of behaviour. Discipline takes the form of positive support and reinforcement for approved actions and its study is to help the individual in moulding 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 compensation 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. Negative Aspect Employees sometimes do not believe 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 harmony 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 penal approach. This approach is autocratic in nature as the subordinates are given no r ole 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 bank bill of fear of reprimand, fine demotion, or transfer.But these are helpful in extracting Just lower limit 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 climate is not helpful for the accomplishment 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, strike and effective functioning demands a high degree of co-ordination among the various elements which form underlying parts of an organization. In an industry, big or small, manpower is the most important factor. custody can be used effectively only if there is discipline in the industry. Discipline should not be brought about by fear or retributory 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 gestateive to good social relations in the work-group.What is really required is to take go to promotion mutual confidence between the employees and the employers and highlight the identity of their interest, which are so essential to bring about the necessary discipline. Maintenance of discipline is a requirement for the attainment of maximum productivity, not only of the workers but also of the entire nation. It is only because of this that the underlying philosophy of discipline is conceived as inherent i n the whole field of industrial relations.Viewed against this background, self-discipline is the highest form of discipline and management efforts should be directed to make headway this. True discipline is education because it changes the very attitude of the workers towards their work and work-place. It must, therefore, be complete that discipline is to developed from within. It has to be reformatory and not punitive. Preventive and resolution Machinery of Industrial Disputes Lasting industrial peace requires that the causes of industrial disputes should be eliminated. In other words, impediment steps should be taken so that industrial disputes do not occur.But if antifertility 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 toil Court Industrial Tribunals Na tional Tribunals placation Board expiation Officers Voluntary Arbitration Conciliation Court of Enquiray Adjudication Workers Participation in management rest Orders Tripartite Bodies embodied Bargaining codification 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 grammatical construction the management of the unit. The important schemes of workers participation are works committees, joint management council (JMC), workshop council and joint council.These have been discussed later in this book. 2. incorporated Bargaining According to Dale Yoder, Collective Bargaining is the term used to describe a situation in which essential conditi ons 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, brass and enforcement of the written contracts between the employers and employees, but also includes the process of resolution 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 astray recognized. Labour legislation and the machinery for its implementation hit 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 collec tive bargaining is very wide. 3. Tripartite Bodies Industrial relation in India have been shaped for the most part 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 voluntary 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 argument between labour and management since the approach of factory system. To prevent the emergence of industrial strive over the condition of employment, one important measure is t he 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 entryway in the organization to the stage of exit from the organization. Thus they constitute the regulatory word form 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 under the Industrial Disputes Act 1947. It, in fact, provides a legalistic way of background the disputes.As said above, the goal of preventive machinery is to do 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 curi ng the ailments. This machinery comprises following organs 1. Conciliation Conciliation is a method of resolving the industrial conflict with the help of the ternary base 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 judges the impasse and remove the bottlenecks Conciliation Officers The law provides for the appointment of placation officer by the Government to descend between the parties to the industrial disputes. The placation Officer is given the power of a cultivated coquet, whereby he is authorized to call and get a line the parties on oath.It should be remembered however, whereas civil act cannot go beyond interpreting the laws, the atonement offer can go lav the facts and make judgment which will be binding upon the parties. Conciliation board In case atonement 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 moderate and two or four other members. The chairman is to be an independent person and other members are nominated in tolerable numbers by the parties to the dispute.Conciliation proceedings sooner a Board are connatural to those that take place before the conciliation Officer the government has yet another option of referring the dispute to the judicatory of examination instead of the Board of conciliation. 2. Court of doubt In case of the reverse of the conciliation proceedings to settle a dispute, the government can appoint a court of Inquiry to enquire into any matter connected with or relevant to industrial disputes. This court is expected to submit its narrative within six months from the commencement of enquiry. Thi s wrap up is subsequently published by the government within 30 days of its receipt.Unlike during the item of conciliation, workers right to strike, employers right to lockout, and employers right to strike, employers right to lockout, and employers right to dismiss workmen,etc remain insensible(p) 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. Voluntary arbitration refers to getting the disputes settled though an independent person chosen by the parties involved mutually and voluntarily.In other words, arbitrator jointly constitute 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 reference to adjudication by labour court or tribunals when conciliation machinery fails to bring abo ut a settlement. Adjudication consists of cave in 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.