Industrial Disputes Act, 1947 ke tahat, "Industry" ki paribhasha Section

2(j) me di gayi hai. Iske anusar, "Industry" ka matlab hai koi bhi business,
trade, undertaking, manufacture, ya employers ka calling, aur isme workmen
ki koi bhi calling, service, employment, handicraft, ya industrial occupation ya
avocation shamil hai. citeturn0search2

Iska matlab hai ki "Industry" me wo sabhi activities shamil hain jahan

employers aur workmen milkar goods ya services ka utpadan, supply, ya
distribution karte hain. Yeh paribhasha kaafi vyapak hai aur kai tarah ke
vyavsaayon ko cover karti hai.

Bangalore Water Supply and Sewerage Board v. A. Rajappa case me,

Supreme Court ne "Industry" ki paribhasha ko aur spasht kiya aur teen
mukhya criteria diye:

1. Systematic Activity: Koi bhi activity jo vyavasthit tareeke se ki

jaye.
2. Cooperation between Employer and Employee: Jahan employer aur
employee milkar kaam karein.
3. Production of Goods or Services: Aisi activity jo human wants aur
wishes ko poora karne ke liye goods ya services ka utpadan kare.

Agar yeh teenon criteria poore hote hain, toh usse "Industry" maana jayega.
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Exceptions: Kuch institutions, jaise ki purely charitable organizations,

educational institutions, aur defense-related establishments, jo profit kamaane
ke uddeshya se kaam nahi karte, unhe "Industry" ki paribhasha se bahar
rakha gaya hai.

Nishkarsh: "Industry" ki yeh paribhasha ensure karti hai ki kaamgaaron ke

adhikaron ki suraksha ho aur industrial disputes ka samadhan ho sake.

Industrial Relations Code, 2020 ke Section 30 ke tahat, employer ko apne

industrial establishment ke liye draft standing orders tayar karne hote hain
aur unhe certifying officer ke paas certification ke liye bhejna hota hai. Is
process ko samajhne ke liye, aap isse point-wise samajh sakte hain:

1. **Draft Standing Orders ki Tayari:**

o Employer ko model standing orders ke adhar par apne
establishment ke liye draft standing orders tayar karne hote
hain. Yeh draft standing orders un matters ko cover karte hain
jo First Schedule mein diye gaye hain aur koi bhi anya zaroori
provisions jo employer ko lagte hain. Yeh tayar karne ki avadhi
 chh (6) mahine hoti hai, jo Code ke lagu hone ki tithi se shuru
hoti hai. citeturn0search0
2. **Trade Unions ke Saath Salah-Mashwara:**
o Draft standing orders tayar karne ke baad, employer ko Trade
Unions ya recognized negotiating unions ke saath salah-
mashwara karna hota hai. Iske baad, draft standing orders ko
certifying officer ke paas certification ke liye bhejna hota hai.
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3. **Model Standing Orders ka Adoption:**
o Agar employer Central Government ke model standing orders
ko apnaata hai, toh unhe certification ke liye certifying officer ke
paas bhejna hota hai. Agar certifying officer ko koi observation
hoti hai, toh woh employer ko un standing orders mein sudhaar
karne ka nirdesh de sakte hain. citeturn0search0
4. **Modifications ka Process:**
o Agar standing orders mein koi modifications karne ki avashyakta
hoti hai, toh employer ko un modifications ka draft tayar karna
hota hai aur certifying officer ke paas bhejna hota hai. Yeh
process bhi chh (6) mahine ke andar complete karna hota hai.
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5. **Certifying Officer ka Role:**
o Certifying officer ko 60 din ke andar draft standing orders ya
unmein kiye gaye modifications par apna faisla dena hota hai.
Agar woh is samay seema ke andar faisla nahi dete, toh woh
standing orders ya modifications certified maan liye jaate hain.
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6. **Standing Orders ka Certification:**
o Jab certifying officer standing orders ko certify kar dete hain, toh
unhe employer aur workers ke representatives ko bhejna hota
hai. Yeh certified standing orders employer ke liye binding hote
hain. citeturn0search0

Is prakriya ke madhyam se, employer apne industrial establishment ke liye

vyavaharik aur niyamit employment conditions tayar karte hain, jo dono
employer aur workers ke liye spasht aur nyayapurn hoti hain.

Section 46 of the Industrial Relations Code, 2020, ka purpose hai ek National Industrial
Tribunal establish karna, jo bade aur important industrial disputes ko resolve kare. Yeh
tribunal national level pe hoti hai aur un disputes ko deal karti hai jo multiple states ko affect
karte hain ya jo national importance ke hote hain.

Key Details:

1. Purpose of National Industrial Tribunal:

 o Yeh tribunal bade disputes ko handle karega jo ek se zyada states mein affect
karte hain, ya jo national level par impact daalte hain. Jaise agar koi aisa dispute
ho jo poore desh mein kaafi industrial establishments ko affect kar raha ho.
2. Composition (Members of the Tribunal):
o Tribunal mein do members hote hain:
 Judicial Member: Yeh ek High Court ke retired judge hota hai.
Judicial member ka kaam tribunal ki hearings ko manage karna aur legal
matters ko samajhna hota hai.
 Administrative Member: Yeh Central Government ke secretary ya
kisi aise person ko appoint kiya jata hai jo government ke administrative
affairs mein kaafi experience rakhta ho. Yeh member administrative aur
labor-related matters ko handle karta hai.
o Presiding Officer: Yeh Judicial Member hota hai. Iska matlab hai ki judicial
member tribunal ka head hota hai.
3. Scope of Disputes Handled:
o National Industrial Tribunal un disputes ko solve karega jo ek se zyada states ko
affect karte hain. Jaise agar koi pan-India dispute ho, jo ek ya zyada industries
mein widespread ho, toh yeh tribunal unhe sunne aur resolve karne ka kaam
karegi.
4. Procedure and Powers:
o Tribunal apne decisions ko fairly aur efficiently lene ke liye ek prescribed
procedure follow karega, jo Central Government ke dwara set kiya gaya hota
hai. Yeh ensure karta hai ki dispute resolution ek standardized aur just process
ke through ho.
5. Decisions of the Tribunal:
o Tribunal jo bhi decision degi, woh binding hota hai, matlab dono parties ko us
decision ko maanna padta hai. Agar kisi ko decision se problem ho, toh woh
appeal kar sakte hain, lekin basic resolution Tribunal ke paas hi hoti hai.

Summary in Simple Words:

Yeh section ensure karta hai ki agar koi bada industrial dispute hai jo multiple states ko affect
kar raha ho, toh us dispute ko National Industrial Tribunal ke through solve kiya jayega.
Tribunal ka composition special members ka hota hai—ek judge jo legal matters handle karta
hai aur ek administrative expert jo labor issues aur government processes ko samajhta hai.

Iske through, government national level pe industrial disputes ka fair aur systematic resolution
provide karti hai.

Lock-out ek temporary measure hai jisme employer apne workers ko kaam se rok leta hai jab kisi
industrial dispute ke karan situation aise ban jaati hai. Yeh workers aur employers ke beech ke conflicts
ko solve karne ka ek tool hota hai, lekin agar yeh illegal hota hai, toh employer ko legal consequences ka
samna karna padta hai.
Industrial Relations Code, 2020 ke tahat, strike ko lekar kuch naye provisions introduce kiye
gaye hain jo workers aur employers dono ke liye important hain.

Strike ki Definition:

Industrial Relations Code, 2020 ke Section 2(zk) ke anusar, "strike" ka matlab hai kisi bhi
industrial establishment mein kaam band kar dena ya kaam pe na jaana, jab ek ya zyada workers
apne employment conditions ko lekar apne employer ke khilaf action lete hain.
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Strike ke Liye Naye Provisions:

1. Notice Period:
o Ab workers ko strike shuru karne se pehle 14 din ka notice dena padta hai. Yeh
notice maximum 60 din tak valid hota hai. citeturn0search4
2. Prohibition During Conciliation and Tribunal Proceedings:
o Strike tab tak illegal hoti hai jab tak conciliation proceedings chal rahi hoti hain
aur unke 7 din baad tak. Agar case tribunal ya national tribunal mein hai, toh
strike unke proceedings ke 60 din baad tak illegal hoti hai.
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3. Mass Casual Leave:
o Agar ek company ke 50% se zyada workers ek saath casual leave lete hain, toh
usse bhi strike mana jayega. citeturn0search9

Strike ke Liye Conditions:

 Strike tabhi legal hoti hai jab workers ne proper procedure follow kiya ho, jaise notice
dena aur conciliation proceedings mein participate karna. Agar yeh procedures follow
nahi kiye jate, toh strike illegal hoti hai. citeturn0search5

Summary:

Industrial Relations Code, 2020 ke tahat, strike karne ke liye workers ko proper notice dena
padta hai aur conciliation proceedings mein participate karna padta hai. Agar yeh procedures
follow nahi kiye jate, toh strike illegal hoti hai. Yeh changes workers aur employers dono ke liye
important hain, kyunki yeh industrial disputes ko manage karne mein madad karte hain.

Industrial Relations Code, 2020 के तहत, लॉक-आउट को िन िल खत प म प रभािषत िकया

गया है :
"लॉक-आउट" का अथ है अ थायी प से िकसी रोजगार थल को बं द करना, या काय को िनलंिबत
करना, या िकसी िनयो ा ारा िकसी भी सं ा म कमचा रयों को रोजगार जारी रखने से इनकार करना।
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लॉक-आउट से सं बंिधत मुख िबं दु:

1. **सू चना की आव कता:**

o िनयो ा को लॉक-आउट शु करने से पहले 14 िदनों की पू व सूचना कमचा रयों को
दे नी होती है । यह सू चना अिधकतम 60 िदनों तक वैध रहती है ।
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2. ** ितबंिधत अविधयाँ :**
o यिद सु लह (conciliation) ि या चल रही है , तो उसके दौरान और समा के 7 िदनों
तक लॉक-आउट करना अवै ध माना जाता है ।
o यिद मामला िट ू नल या रा ीय िट ू नल म लंिबत है , तो कायवाही के दौरान और
समा के 60 िदनों तक लॉक-आउट नही ं िकया जा सकता।
3. **अवै ध लॉक-आउट:**
o यिद िनयो ा उपरो ावधानों का पालन िकए िबना लॉक-आउट करता है , तो उसे
अवै ध माना जाएगा, और िनयो ा के खलाफ कानूनी कारवाई की जा सकती है ।

सारांश:

Industrial Relations Code, 2020 के अनु सार, िनयो ा को लॉक-आउट करने से पहले िनधा रत
ि याओं का पालन करना आव क है , िजसम 14 िदनों की पू व सूचना दे ना शािमल है । यह ावधान
िमकों और िनयो ाओं के बीच सं तुलन बनाए रखने और औ ोिगक शां ित सु िनि त करने के िलए ह।