Shobu Report

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A PROJECT REPORT

On

Prevention & Settlement Of Institutional DisputesAt

Florenze Overseas Services

Submitted to

JIWAJI UNIVERSITY GWALIOR

For the partial fulfilment of the award of

Bachelor of Business Administration (2011-2014)

Faculty Guide: Submitted By:

Prof. Monika Mittal Shobhna Meena

(BBA, HRM)

Prestige Institute of Management, Gwalior


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DECLARATION

I, Shobhna Meena,student ofBBA Vth Semester from Prestige Institute Of Management ,

Gwalior, declare that all the information, fact and figures represented in this report entitled

Prevention & Settlement Of Institutional Disputes are first hand in nature. They are

actively based on my intensive research.

I have made the project under the safe roof of realistic data which was a sweet dream before

handling due to strong faith and elastic string of my heart. I have succeeded in equaling the

efforts with the output, for which I am very excited just like a blooming seed.

Any resemblance to earlier project or resource is purely coincidental.

Date Shobhna Meena

Place: Gwalior BBA Vth Sem.


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ACKNOWLEDGEMENT

I express my deep sense of gratitude and indebtedness to Mr. Ajay Pratap Singh for his valuable

guidance, consistent encouragements, untiring and continuous supervision and support at every stageof project.

My sincere thanks to Mr. Anurag Rathore , Mr. Brijesh Singh Bhadoriya for their valuable

guidance in successful completion of my project work.

I am also thankful to Prof. Ravrindra Pathakfor his help, support and interest in my work and for

providing facility to carry out the project work.

At last but not at least, I would like to express my thanks to all those who directly or indirectly helped

me and encouraged me in carrying this work.


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CERTIFICATE

This is to be certified that Shobhna Meena student ofBBA Vth Semester ofPrestige Institute Of

Management Gwalior affiliated to Jiwaji University , Gwalior has completed her summer

training of 7 weeks ( from 1st Sept. to 30th Sept. ) and prepared this report on Prevention &

Settlement Of Institutional Disputes under my guidance.

Date: Faculty Mentor

Place: Gwalior Prof. Monika Mittal


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TABLE OF CONTENT

1. Introduction 01

2. Preface

3. Company Profile

Management Team

Organizational Structure

Vision, Mission, Values & Culture

Objectives

Services

Opportunities

Awards & Certificates

4. Conceptual Framework (Employee Satisfaction on Health and Safety at Florenze)

Objectives

Importance

Principles

Responsibilities

Guidelines

5. Conclusion

6. References


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1.INTRODUCTION

Overview

Florenze Overseas Services is established with certain aims and objectives. It with a team ofdedicated staff and excellent support services has been meeting the requirements of those

students who are aspiring to study abroad in every possible area.

Within a period of its establishment, it has set a track record by sending considerable number of

Indian students abroad. It has indeed contributed a lot in fulfilling the demands of students

aspiring to go abroad in various fields.

The affiliated colleges and Top Universities is always committed to do better in the future sothat we can in one way or the other contribute positively to further development of the nation. As

a modality to achieve this, we have tried to use resources that are available in and outside the

country.

Therefore, the main thrust of the Florenze Overseas Services is to make it a consultancy centre of

international standard and to achieve this goal we are thriving forward with the following aimsand objectives:

Florenze Overseas Services is guiding the students aspiring to study in overseas. Its vision is to

enable students to have the opportunity to pursue higher education across the globe.


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We are also committed to help the students by providing information about the educational

institution around the globe. After finding out thestudents interested field of study,we providethem with all the information that we have gather about educational institution for highereducation.

We provide right guidance and teaching for the students aspiring to go abroad in the area of pre-requisites such as TOEFL, IELTS GRE, GMAT and SAT ,and takes care of all the pre-

requisitions of study abroad.

To fulfil the demands of the interested students Institute is well equipped with the entire brand

-new educational aid and materials, various audio-visual aid that are necessary for thepreparation classes are also made available.

It is the only place that aims at providing a full range of training and finesse required for a strong

base for all those who wish to excel in their opt areas and to study abroad.

It is a stepping stone to success and a guide to all.

Why Florenze ?

Taking a step towards Foreign Education is colossally consequential & has an immense

reckoning on the career of the student, making the guidance of an experienced mentor

mandatory. Subscribing to FLORENZE OVERSEAS SERVICES is a prudent step as:

Florenze guides you through with expertise & experience, having had the opportunity of

providing satisfactory services to many aspirants.

The Founder Director of Florenze is himself awidely travelled man who has finished his

MBA from Germany. Mr. Ajay Pratap has had a wide international exposure making him an

authority in every foreign education related query.

We provide solutions to all Foreign Education issues starting from IELTS training toaccommodation arrangement the idea being provision of all sorts under one roof.

At Florenze, you get expert counseling with regard to career, course & country selection

from a team of distinguished & relevantly experienced counselors.


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You can expect quick admission and prompt VISA processing as it is accepted at Florenze

that we are to expedite these processes to ensure your early hassle free departure.

Florenze believes in transparency and building long term relationships with trust & fulfilling

commitments. You can besure of a fair and honest approach from our side so that you get

best returns.

2.PREFACE

Purpose

This is a Annual Report, which is based on Prevention and Settlement Of Institutional

Disputes. The ultimate purpose of this report is to review such aspects, which covers the area of

prevention of disputes between employer & employees or employees & employees and also to

settle any dispute is raised between employer & employee or between employee & employee by

correct methods.

Prevention and settlement of institutional disputes has become an important part in theorganisation as it has both direct and indirect affect on the institution, its functioning and growth

including the growth of the employees. I have made an attempt to study this aspect in this project

by having a training in FLORENZE. I have tried to find out how exactly an organisation is


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concerned with the prevention of disputes and the methods that are used in order to settle the

disputes if raised at both upper and lower levels of the organisation.

3.COMPANY PROFILE

Management team:

Director : The FounderDirector of Florenze, Mr. Ajay Pratap Singh is a visionary

entrepreneur with immense international exposure. Having done his MBA from Fachhochschule

Stralsund, Germany, he has travelled immensely, gaining experience & knowledge in the

process, making him the most suitable leader to organize & guide Florenze.

Team A group of like minded, highly qualified people, form the coreteam of Florenze;

counselors, trainers, managers, all being equally benevolent and enterprising.


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H.R. Head : Brijesh Singh Bhadoriya

Marketing Head : Anurag Rathore

Administration Head : Monika Kanchan

Counsellor : Devesh Singh

Faculties

Florenze have 15 faculties. Someof them are-

Shivangi Dhameja (Speaking Faculty )

Subeer Banerjee (Listening Faculty )

Achal Pilley (Training & Placement Manager )

Himani Gupta (Reading Faculty )

Vivek Sharma (Writing Faculty )

Organisational Structure


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IELTS International English Language Testing System

Vision


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We aim to generate, assimilate and disseminate knowledge of finesse in Personality

powering and communication and to give the best of quality training.

At Florenze various courses have been set within a suitable curriculum to give you an

edge over other competing allies.

Mission

Our mission is to provide quality training at the lowest possible prices and also provide everyindividual with a conductive environment suitable to achieve his / her career goals, with a strong

emphasis on personality development, social grace and English communication without

compromising on the quality and code of ethics to each person of the institution". Also to

promote students and exhibit future prospects for their higher education and assist them in thebest possible manner to budge abroad as well.

Values& Culture

Florenze, as a foreign Education Consultancy, is committed to its own set of values which are

held in supreme regard:

Florenze recognizes & defends the academic freedom & institutional autonomy of our

candidates& refrains from undue intervention in the same.

Florenze will constantly endeavor to achieve standards of flawlessness in performance,professionalism & morality, & will also keep in sight the affordability of its every advice

from the students point of view.

Florenze team will always maintain transparency & accountability in all its activities, with

the consideration of preserving its own interests.

Florenze will duly protect the rights to intellectual property of the universities, colleges &

other institutions which have associated with us & will do so in future. Due permission will

be taken from these bodies prior to the use of any of the properties.

In matters of companys choice, Florenze will make it absolutely certain that only the best

interests of students & their parents are given exclusive priority, & not of anyone else.

Florenze humbly recognizes its duties towards society & it will take up initiatives in the

direction, as & when opportunity presents itself.


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Objectives

To bring awareness about better education prospects worldwide and broaden their vision.

To promote students and prepare them for better scopes for higher Education abroad.

To build up confidence and self dependence by enhancing their potential and impart

proper soft skills training.

To introduce such people to the world who have calibre within them by bridging the gap

as a major area of concentration.

Provide an opportunity to learn about higher education from the host and visiting country

delegates and how student services, programs and activities are provided and funded.

At Florenze Overseas Services we firmly believe that further education requires properplanning to ensure that, students choose the appropriate academic pathway. With this in

mind, we assist students by giving comprehensive information about study opportunitiesin USA/Canada/Germany /UK/NZ/Australia.

We continuously believe in providing professional services to students, parents and our

institutional clients at all times.

Because of the huge mass of educational consultancies across the country, the students

and guardians are often misguided and cheated in the name of abroad study. They notonly lost their precious time but they also lost a huge amount of money in this process.

Therefore, one of the reasons that led us to create Florenze Overseas Services is to protect

those misleaded students and guardians from the hand of education mafia and show themthe right path of their future career.


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Services

Career Counselling:Honest and Ethical counselling is what we strongly believe in. At Florenzewe give free counselling to the aspirants, keeping in view their requirements and standard. Our

counselling method is practical and based on real examples. We counsel regarding financial

matter, selecting right country, post VISA expiry strategies, part time employment options,dependent VISA rules and requirements and other related queries.

University Selection: Florenze represents reputed Universities/Institutes worldwide. This gives

students a range of options to choose from so that they can get their higher education at their

dream destination. Universities and colleges that we represent, offer students a wide range of

courses and options. At Florenze we assist students in selecting just the right university withrespect to Ranking, Location, Courses offered and expenses.

Application Process: This being the first set of documents which a student offers to the

University of Choice, and obviously there is no space for error. At Florenze, we do everything at

our end to help and ensure that the application is carefully drafted and that all necessarydocuments are enclosed.

Visa Assistance: Once the student has received the admission documents from the

college/university applied to, we facilitate them with VISA documentation guidance. As the Visais granted or refused on the basis of this document, due care and expertise is needed in

completing and submitting the form.

Pre & Post Landing Assistance: Once the visa is issued, the student is very keen to precede

with his/her planned studies. At Florenze we help them in the necessary areas of HealthInsurance, Travel plans & Pick up at the destination if requested by the students. Stay at college

hostel is also arranged and all steps are taken to ensure that student does not feel lonely in astrange country.

Scholarship & Free Education: Some Institutes offer maximum scholarship to deservingstudents. We, being aware of the scholarships offered by different Institutes, help the students to

avail the best in this bargain. We provide complete information about various scholarships

offered by different Universities.

Education Loan Assistance:Foreign education needs substantial funds. We assist the studentsin availing high-value education loan schemes of nationalized banks. A student can avail Student

Loan up to the sum of Rs. 15 lacks on presenting the correct set of papers required by the bank to

sanction education loans.

Training & Development -The Training wing of Florenze overseas services specializes inIELTS & Language refining Training modules. The Trainers are of international standard, who

have wide experience & appropriate qualification to guide students.


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Opportunities

To Study in foreign countries like U.K., Canada, New Zealand, Singapore, Dubai,

Mauritius, Cyprus, etc.

Get relevant work experience along with degree in Canada.

Free education (No Tuition Fees) in Top Notch Universities in Germany.

Study with paid internship in Singapore.

Part time allowed from first day in Mauritius.

Option available with/without IELTS.

100% VISA assurance.

Awards and Certificates

IDP AUSTRALIA TEST CENTRE APPROVAL CERTIFICATE

BRITISH COUNCIL APPROVAL CERTIFICATE BY U.K.

STEI ( SERIOUS TRAINING AND EDUCATION INSTITUTE ) They appointed

Florenze Overseas Services as an authorised student recruiters.

OCCUPATIONAL HEALTH & SAFETY MANAGEMENT SYSTEMS (OHSAS)

AWARD

NATIONAL ENERGY CONSERVATION AWARD 2000 SECOND PRIZE

AWARDED BY GOVERNMENT OF INDIA, MINISTRY OF POWER.

Competitors

Touch stone in Punjab,

Reaching foreign in 3 months in Delhi.

Chandigarh, Ludhiniya, Amritsar, Jhalandar, are also the competitors.


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Strength

Entry into Canada, Germany, UK, Newzeland, Australia and many more.

Regular interactive sessions.

More than 1000 practice tests in each module.

24 * 7 access to trainers.

Guidance by certified trainers.

Regular feedback sessions.

Final week special training.


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4. Conceptual Framework

Industrial Disputes Act, 1947

The Industrial Disputes Act, 1947 extends to the whole ofIndia.

It came into force April 1, 1947.

An Act to make provision for the investigation and settlement of industrial disputes, and for certain

other purposes.

Citation Act No. 14 of 1947

Enacted by Central Legislative Assembly

Date enacted 11 March 1947

Date assented to 11 March 1947

Date commenced 1 April 1947

Applicability

The Industrial Disputes Act extends to whole of India and applies to every industrial establishment

carrying on anybusiness, trade, manufacture ordistribution of goods and services irrespective of the

number of workmen employed therein. Every person employed in an establishment for hire or reward

including contract labour, apprentices and part-time employees to do any manual, clerical, skilled,

unskilled, technical, operational or supervisory work, is covered by the Act. This Act though does not

apply to persons mainly in managerial or administrative capacity, persons engaged in a supervisory
http://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Businesshttp://en.wikipedia.org/wiki/Tradehttp://en.wikipedia.org/wiki/Manufacturehttp://en.wikipedia.org/wiki/Distribution_(business)http://en.wikipedia.org/wiki/Contract_labourhttp://en.wikipedia.org/wiki/Apprenticehttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Businesshttp://en.wikipedia.org/wiki/Tradehttp://en.wikipedia.org/wiki/Manufacturehttp://en.wikipedia.org/wiki/Distribution_(business)http://en.wikipedia.org/wiki/Contract_labourhttp://en.wikipedia.org/wiki/Apprentice


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capacity and drawing > 10,000 p.m or executing managerial functions and persons subject to Army

Act, Air Force and Navy Act or those in police service or officer or employee of aprison.

Objectives

The objective of the Industrial Disputes Act is to secure industrial peace and harmony by

providing machinery and procedure for the investigation and settlement ofindustrial disputes by

negotiations.

Various studies indicate that Indian labour laws are highly protective of labour, and labour

markets are relatively inflexible. These laws apply only to the organised sector. Consequently,

these laws have restricted labour mobility, have led to capital-intensive methods in the organised

sector and adversely affected the sectors long-run demand for labour. Labour being a subject in

the concurrent list, State-level labour regulations are also an important determinant of industrial

performance. Evidence suggests that States, which have enacted more pro-worker regulations,have lost out on industrial production in general. -- Ministry of Finance, 2006, p. 209 the

Industrial Disputes Act (IDA) of 1947. Particular attention has been paid to its Chapter V-B,

introduced by an amendment in 1976, which require firms employing 300 or more workers to

obtain government permission for layoffs, retrenchments and closures. A further amendment in

1982 (which took effect in 1984) expanded its ambit by reducing the threshold to 100 workers. It

is argued that since permission is difficult to obtain, employers are reluctant to hire workers

whom they cannot easily get rid of. Job security laws thus protect a tiny minority of workers in

the organised sector and prevent the expansion of industrial employment that could benefit the

mass of workers outside. It is also argued that the restriction on retrenchment has adversely

affected workplace discipline, while the threshold set at 100 has discouraged factories fromexpanding to economic scales of production, thereby harming productivity. Several other

sections of the IDA allegedly have similar effects, because they increase workers bargaining

strength and thereby raise labour costs either directly through wages or indirectly by inhibiting

work reorganization in response to changes in demand and technology. The Act also lays down

1. The provision for payment ofcompensation to the workman on account of closure or lay

off orretrenchment.

2. The procedure for prior permission of appropriate Government for laying off or

retrenching the workers or closing down industrial establishments

3. Unfair labour practices on part of an employer or a trade union or workers.
http://en.wikipedia.org/wiki/Prisonhttp://en.wikipedia.org/wiki/Industrial_disputehttp://en.wikipedia.org/wiki/Indian_labour_lawhttp://en.wikipedia.org/wiki/Unemployment_benefitshttp://en.wikipedia.org/wiki/Retrenchmenthttp://en.wikipedia.org/wiki/Retrenchmenthttp://en.wikipedia.org/wiki/Trade_unionhttp://en.wikipedia.org/wiki/Prisonhttp://en.wikipedia.org/wiki/Industrial_disputehttp://en.wikipedia.org/wiki/Indian_labour_lawhttp://en.wikipedia.org/wiki/Unemployment_benefitshttp://en.wikipedia.org/wiki/Retrenchmenthttp://en.wikipedia.org/wiki/Trade_union


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Institutional disputes

Meaning

Institutional disputes are organized protests against existing terms and conditions of employment.

These disputes are symptoms of industrial unrest in a country. According to the industrial act 1947 ,

an dispute means any dispute or difference between employers and employees, or between

employers and employees, or between employers and workmen or between workmen and workmen,

which is connected with the employment or non-employment or terms of employment or with the

conditions of labour of any person.

A dispute can become institutional dispute when the following conditions are satisfied-

i. There must be actually a dispute or difference between employers and employees or

employees and employees or workers and workers.

ii. The dispute must be connected with the employment/non-employment or terms of

employment or with the conditions of labour of any person.

iii. There must exist a relationship of employer and workmen as a result of the contract of

employment and the workmen must be actually employed.

An institutional dispute is not a personal dispute of one person. It generally affects a large

number of workers having community of interest. The parties of dispute have direct and

substantive interest in the dispute. The dispute is taken up in a concerted manner byworkers/employer.

Definition

Institutional Dispute consists of militant and organized protest against existing industrial system.

They are the system of institutional unrest in the same way that boils our symptoms of disorder ofbody.

-By Peterson


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Forms of Institutional Disputes

Institutional Disputes take place in several forms. Some of them are-

1. Strikes- According to the Industrial Act, a strike means a cessation of work by a body of

persons employees in an organisation, acting in combination or a concerted refusal under a

common understanding, of a number or persons who are or have been so employed to

continue to work or to accept employment.

Strikes are of several types, e.g., sit down strike, stay in strike, tools down/pen down

strike, token or protest strike, hunger strike, cat call/lightning strike, go slow, boycott.

Picketing, etc.

2. Gherao- It means encircling the employer or his representative. The blockade it means to

restrict the movement of the person so as to put pressure on him/her for accepting the

demands of workers. It amounts to wrongful confinement or restraint.

3. Picketing- In this method, workers are dissuaded from reporting for work by certain persons

stationed at the gate of organisation. It is legal so long as no violence is involved. It is

primarily a method of drawing public attention towards the dispute.

4. Lockout- According to the Industrial Dispute Act, Lockout means the closing of a place of

business of employment or the suspension of work, or the refusal by an employer to continue

to employ any number of persons employed by him.


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Principles

1. A permanent conciliation committee for the speedy settlement of industrial disputes.

2. Compulsory arbitration in public utility services and enforcement of arbitration awards.

3. Strikes during proceedings of conciliation and arbitration meetings are prohibited.

4. Set aside specific times for conciliation and arbitration meetings.

5. Employers have to be obliged to communicate with labor unions.

6. Mutual consultation has to be set up between industry and labor by the Works Committee.

7. Disputes between labor and industry have to be forwarded to an Industrial Tribunal. If the

Industrial tribunal fails to handle the case, the case should be forwarded to the appropriate

government.

Authorities under Indian Industrial Dispute Act:

1. Works committee.

2. Conciliation officer.

3. Boards of conciliation.

4. Courts of inquiry.

5. Labor courts.

6. Industrial tribunals.

7. National tribunals.


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Causes of Disputes

Industrial disputes arise due to several causes, some of which are given below :

1.Salary and allowance- Demand for increase in salary and allowances is the most important cause

if the institutional disputes. Due to inflation and rising cost of living, workers and their unions

periodically put up a demand for increase in their remuneration so as to maintain their real income.Employers do not accept the demands easily and fully leading to strikes and other types of disputes in

the organisation.

2.Bonus- Workers and trade unions want a share in the profits of the organisation. Employers refusal

to share the profit results to disputes.

3.Personnel and Retrenchment- Victimisation of workers, refusal by employers to recognize tradeunion, communication gap between employers and employees, suspension and dismissal of workers

fall in this category.

4.Leave and hours of work- Poor working conditions and violation of Factories Act, 1948

provisions concerning leave and working hours in another cause of unrest.

5.Indiscipline and Violence- Lack of discipline among workers and violence on the part ofemployers, trade union leaders and workers result in serious disputes.

6.Other Reasons- Inter-union rivalry, multiplicity of unions, political pressure on workers, petty

quarrels, misbehavior, automisation and other similar factors lead to disputes.


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Prevention of disputes

The following measures can be taken to prevent the institutional disputes-

1. Model standing orders: The purpose of these orders is to prescribe guidelines for regulating

relations between employers and employees under the Industrial Employment (Standing

Orders) Act,1946. The Central and State Governments have framed model standing orders

which can be adopted by any organisation.

Standing orders define and regulate terms and conditions of employment and bring

about uniformity in them. These also specify the duties and responsibilities of both

employees and employers and regulate standards of their conduct.

2. Joint consultative machinery: Service conditions in the government sector are deal with at

National Council, Departmental councils and Regional or office councils.

3. Tripartite Bodies: several tripartite bodies have been constituted at Central and state levels.

The Indian Labour Conference, standing labour Committees, wage boards and industrial

committees operate at the centre. At the state levels, state labour advisory boards have been

set up. All these bodies play an important role in reaching at agreements on various labour

matters. The recommendations of these bodies are advisory in nature but carry a great weight

on employees, trade unions and the government.

4. Labour Welfare Officer: The Factories Act,1948 provides for the appointment of a Labour

Welfare Officer in every organisation employing 50 or more workers. The officer looks after

all facilities in the organisation provided for health, safety and welfare of workers, he keeps

liaison with both the employer and the workers and serves as a communication link.


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5. Suggestion Schemes: Under this system, workers are invited and encouraged to offer

suggestions for improving the working of the enterprise. A suggestion box is installed. Any

worker can write his suggestions and put it into the box. Periodically all the suggestions are

scrutinized by the Suggestions Committee. Good suggestions are accepted for implementation

and suitable rewards are given to the concerned workers.

6. Joint Management Councils: These councils were set up in 1958 consequent upon the

acceptance of socialistic pattern of society. These consists of equal representatives of

management and workers., not exceeding twelve, at the planet level in selected institutional

units, the units should employ at least five hundred workers, should have a well established

and strong central organisation of employees unions and should have a record of good

institutional relations.

7. Works Committee: Works committee deal with matters day-to-day functioning at the shop

floor level. According to the Indian Labour Conference [1959] works committee are

concerned with-

Conditions of work such as ventilation, lightning, temperature and sanitation including

latrines and urinals.

Amenities such as drinking water, canteens, dining rooms, medical and health services.

Safety and accident prevention, occupational diseases.

Adjustment of festivals and national holidays.

Administration of welfare and fine funds.

8. Collecting bargaining: Collective bargainingis a process in which the representatives ofthe

employer and of the employees meet and attempt to negotiate a contract governing the

employer-employee union relationship. According to Jucious collective bargaining refers to a

process by which employers on the other hand and representatives of employees on the other,

attempt to arrive at agreements covering the conditions under which the employees will

contribute and be compensated for their services.


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Settlement of Industrial Disputes

1.Work Committee: There is a Works Committee in factories employing 100 or more workers. [

section 3]. The committee will consist of equal number of representatives of employer and

employees. Representatives of employees will be selected in consultation with Registered Trade

Union. The Works Committee will first try to settle disputes.

2.Conciliation: Conciliation refers to the process by which representatives of employees and

employers are brought together before a third party with a view to discuss, reconcile their

differences and arrive at an agreement through mutual consent. The third party acts as a

facilitator in this process. Conciliation is a type of state intervention in settling the Industrial

Disputes. The Industrial Disputes Act empowers the Central & State governments to appoint

conciliation officers and a Board of Conciliation as and when the situation demands.

Consolation Officer: If dispute is not solved, it will be referred to Conciliation Officer. He is

appointed by Government. [Section 4]. The duties of a conciliation officer are: To hold conciliation proceedings with a view to arrive at amicable settlement between the

parties concerned.

To investigate the dispute in order to bring about the settlement between the parties

concerned.

To send a report and memorandum of settlement to the appropriate government.

To send a report to the government stating forth the steps taken by him in case no

settlement has been reached at.

Board of consolation. The matter may also be referred to Board of Conciliation. [section 4]. TheBoard of Conciliation consists of a chairman who must be an independent person

and 3/4 members. Unsolved matters may be referred to labour tribunal / industrial tribunal /

labour court (sec. 12 (5))


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3.Adjudication: Adjudication is the ultimate legal remedy for settlement of Industrial Dispute.

Adjudication means intervention of a legal authority appointed by the government to make a

settlement which is binding on both the parties. In other words adjudication means a mandatory

settlement of an Industrial dispute by a labour court or a tribunal. For the purpose of

adjudication, the Industrial Disputes Act provides a 3-tier machinery:

1. Labour court

2. Industrial Tribunal

3. National Tribunal

Labour Court: The appropriate government may, by notification in the official gazette

constitute one or more labour courts for adjudication of Industrial disputes relating to any matters

specified in the second schedule of Industrial Disputes Act. They are:

Dismissal or discharge or grant of relief to workmen wrongfully dismissed.

Illegality or otherwise of a strike or lockout.

Withdrawal of any customary concession or privileges.

Where an Industrial dispute has been referred to a labour court for adjudication, it shall

hold its proceedings expeditiously and shall, within the period specified in the order referring

such a dispute, submit its report to the appropriate government.

Industrial Tribunal: The appropriate government may, by notification in the official gazette,

constitute one or more Industrial Tribunals for the adjudication of Industrial disputes relating to

the following matters:

Wages

Compensatory and other allowances

Hours of work and rest intervals

Leave with wages and holidays

Bonus, profit-sharing, PF etc. Rules of discipline

Retrenchment of workmen

Working shifts other than in accordance with standing orders

It is the duty of the Industrial Tribunal to hold its proceedings expeditiously and to submit its

report to the appropriate government within the specified time.


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National Tribunal: The central government may, by notification in the official gazette,

constitute one or more National Tribunals for the adjudication of Industrial Disputes in

Matters of National importance.

Matters which are of a nature such that industries in more than one state are likely to be

interested in, or are affected by the outcome of the dispute.

It is the duty of the National Tribunal to hold its proceedings expeditiously and to submit its

report to the central government within the stipulated time.

4.Arbitration: A process in which a neutral third party listens to the disputing parties, gathers

information about the dispute, and then takes a decision which is binding on both the parties.

The conciliator simply assists the parties to come to a settlement, whereas the arbitrator listens to

both the parties and then gives his judgment. There are two types of arbitration:

1. Voluntary Arbitration: In voluntary arbitration the arbitrator is appointed by both

the parties through mutual consent and the arbitrator acts only when the dispute is

referred to him.

2. Compulsory Arbitration: Implies that the parties are required to refer the dispute

to the arbitrator whether they like him or not. Usually, when the parties fail to arrive at a

settlement voluntarily, or when there is some other strong reason, the appropriate

government can force the parties to refer the dispute to an arbitrator.


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What I learned from the Training in Florenze

About IELTS - IELTS, the International English Language Testing System, a two hour

and forty four minute test, is widely recognized as a language requirement for further and

higher education. It is not recommended for candidates under the age of 16. It is the

chosen language test of many universities in the United Kingdom, Australia, New

Zealand and North America. IELTS assesses your ability to communicate in English. It

tests your ability to read, write, speak and listen in academic or general training contexts

and not a test of your knowledge of any particular subject. It is graded on a scale of 1 for

a non-user of a language to 9 for an expert. IELTS is jointly managed by the University

of Cambridge Local Examination Syndicate (UCLES), the British Council and IDP:

IELTS Australia.

Seminars- I learned how to conduct a seminar as it is the source to inform the students and

their parents about IELTS. Florenze provided this opportunity by conducting a seminar at

Dabra on 29th September.

Counseling- Florenze has also taught me the basics how to council the students and we

applied these basics in the Dabra seminar.

Marketing- Under the guidance of marketing head Mr. Anurag Rathore I learned the tactics

of marketing.


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Collection of data- Florenze taught me the basics how to collect data from various places

and a also applied them while collecting the data from various coachings institutes and

colleges.

Filling enquiry/ Registration form- I learned how to fill the registration forms of the

students who were interested to join florenze and what are the important informations that

need to be filled by the students.

Telecommunication- Mr. Anurag Rathore taught me how to do telecommunication with the

people and also gave me the opportunity to do the same.

Why to provide health and safety facilities to employees- Through my training in Florenze

Overseas Services I got the chance to learn the importance of health and safety of the

employees in an organization. It is necessary for every organization to provide health and

safety facilities to their employees as it is provides them satisfaction towards their work and

helps in the success and growth of the concerned organization.

How to provide health and safety facilities- Florenze taught me that the employees can be

satisfied if we provide some basic facilities towards their health and safety like organizinghealth checkups, fire drills, sports meet, planting trees, leave facility, having fire safety

equipments, etc.

How to solve disputes-


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Documents

Shobu Report