Chapter VI Chapter VI

Industrial Relations

No employer shall refuse to supply raw materials to any of his employees. Any such refusal shall be a valid disability giving rise to a dispute.

No employer shall ordinarily reject the finished goods produced by his employee without sufficient reason to be shown by the employer to the employee. Any such rejection shall be a valid disability giving rise to a dispute.

No employer shall effect any deduction from the earned wages of any employee excepting the deductions authorised under section 7 of the Payment of Wages Act, 1936 (Central Act IV of 1936). Any such unauthorised deduction shall be a valid disability giving rise to a dispute.

No employer shall reduce or make short payment of the wages earned by any employee for the reason of the finished product alleged to be defective unless the reason for deduction in wages is explained in writing to the employee concerned and a copy of such written explanation communicated to the Inspector having jurisdiction. Any such reduction in wages or refusal to pay the earned wages shall be a valid disability giving rise to a dispute.

No employer shall dispense with the services of any employee who has been employed for a period of six months or more except for a reasonable cause and without giving such employee at least one month's notice in writing for wages in lieu of such notice:

Provided that no such notice shall be necessary if the services of such employee is dispensed with on a charge of misconduct supported by satisfactory evidence recorded in an enquiry held by the employer for that purpose.

1. (1) Any employee' whose services have either been terminated or dispensed with may prefer an appeal to such authority and with i n such time as may be prescribed questioning the validity of such order either on the ground that there was no reasonable cause for dispensing with his services or on the ground that he had not been guilty of misconduct alleged to have been committed by him and as held by the employer or on the ground that the punishment awarded was so severe that it was not in proportion to the misconduct alleged to have been committed.
2. (2) The appellate authority prescribed under sub-section (1), may, after giving notice in the prescribed manner to the appellant and his respondent, direct the reinstatement of the appellant with or without back wages for the period of non-employment or direct payment of compensation to the appellant by the respondent instead of reinstatement or order reemployment with or without wages for the period of non-employment or grant such other relief as it deems fit in the circumstances of the case in order to meet the ends of justice or dismiss the appeal.
3. (3) The decision of the appellate authority shall be final and binding on both the parties and cannot be questioned in a Court of Law and shall be given effect to within such time as may be specified in its order.

1. (1) Any employee laid-off by his employer, if aggrieved or affected by such lay-off, may prefer an appeal to such authority within such time and in such manner as may be prescribed.
2. (2) The prescribed authority shall, after giving an opportunity to the parties concerned, hear the appeal and pass an order in the manner prescribed determining the quantum of relief to which the employee may be entitled.
3. (3) The order passed by the prescribed authority under sub-section (2) shall be final and binding on both the parties and shall not be questioned in a Court of Law.

1. (1) Any employee aggrieved or having suffered from any of the disabilities mentioned in this Chapter, shall have a right to raise a valid dispute before such authority as may be specified by the Government by rules made in this behalf for redressal.
2. (2) The procedure relating to the redressal by the authority mentioned under sub-section (1) and other details relating to redressal including appeals from the order of the authority shall be such as may be prescribed.