Short Notes ten or more workers or those without power and employing

twenty or more workers come under the purview of the Act.

Q1) Contract of Apprenticeship The legislation is applicable to a diverse array of industries,
A Contract of Apprenticeship is a formal and legally binding including manufacturing, processing, and production units.
agreement between an employer and an individual seeking One of the fundamental objectives of the Factories Act is to
to acquire practical training and skills in a specific trade or create and maintain a safe and healthy working environment.
profession. This type of contract is regulated by The It specifies conditions related to the handling of hazardous
Apprentice Act, 1961, in India, which provides a framework substances, the provision of first aid facilities, and the
for the engagement and training of apprentices. maintenance of machinery to prevent accidents.
The key elements of a Contract of Apprenticeship include Additionally, the Act mandates regular inspections by
the duration of the apprenticeship, the nature of the training factory inspectors appointed by the government to ensure
to be provided, working hours, and the compensation or compliance with the prescribed standards.
stipend offered to the apprentice. The agreement outlines the The definition of a factory under the Factories Act is crucial
mutual responsibilities and obligations of both the employer as it determines the applicability of the Act's provisions to
and the apprentice. different industrial establishments. It ensures that
One of the primary objectives of a Contract of workplaces meet specified standards, promoting the well-
Apprenticeship is to bridge the gap between theoretical being and welfare of the workforce. By regulating factors
knowledge gained through formal education and practical such as working conditions and safety measures, the
skills required in a particular industry. Employers commit to Factories Act plays a pivotal role in safeguarding the
providing on-the-job training, guidance, and a structured interests of workers and fostering a secure and conducive
learning environment, while apprentices pledge to actively environment within industrial settings.
participate in the training process and adhere to the terms of Q3) International Labour Organization (ILO)
the contract.
The International Labour Organization (ILO) is a specialized
During the apprenticeship period, apprentices are expected agency of the United Nations dedicated to promoting social
to gain hands-on experience, acquire industry-specific skills, justice and fair labor practices worldwide. Established in
and develop a deeper understanding of the trade or 1919, the ILO was born out of the recognition that lasting
profession. The contract typically includes provisions for peace and well-being could only be achieved through social
periodic assessments and evaluations to monitor the justice. It was the first international organization to bring
apprentice's progress. Successful completion of the together governments, employers, and workers in a tripartite
apprenticeship often leads to the issuance of a certificate structure, emphasizing the importance of cooperation among
recognizing the individual's proficiency in the designated these key stakeholders.
field.
The ILO's primary goal is to advance opportunities for all
The Apprentice Act also outlines certain conditions that must people to obtain decent and productive work in conditions of
be fulfilled for a contract to be valid, such as the eligibility freedom, equity, security, and dignity. To achieve this, the
of the employer and the apprentice, the trade or occupation organization sets international labor standards through
covered by the apprenticeship, and compliance with relevant conventions and recommendations. These standards cover a
rules and regulations. wide range of issues, including employment, wages,
In essence, a Contract of Apprenticeship serves as a vital working hours, occupational safety and health, social
instrument in the development of a skilled workforce, security, and the freedom of association and collective
facilitating the transfer of knowledge and expertise from bargaining.
experienced professionals to aspiring individuals, thereby One of the ILO's distinctive features is its tripartite structure,
contributing to the overall growth and productivity of where governments, employers' organizations, and workers'
industries. organizations work together to shape policies and programs.
Q2) Factories Under the Factories Act, 1948 This collaborative approach ensures that the perspectives of
all stakeholders are considered, leading to more effective
Under the Factories Act, 1948, a factory is defined as any and inclusive outcomes.
premises where ten or more workers are employed, or where
manufacturing processes are carried out with the aid of The ILO addresses contemporary challenges such as child
power, or where twenty or more workers are employed labor, forced labor, discrimination in the workplace, and the
without the use of power. This legislative framework aims to informal economy. Through its technical assistance
ensure the health, safety, and welfare of workers employed programs, research, and advocacy, the organization helps
in factories by establishing and enforcing certain standards countries develop and implement policies that promote
and regulations. decent work.

The Act encompasses a wide range of provisions that Over the years, the ILO has played a crucial role in shaping
factories are required to comply with, covering aspects such global labor standards and influencing national labor
as working hours, employment of young persons, annual policies. Its work contributes significantly to the global
leave with wages, safety measures, ventilation, and efforts aimed at achieving the United Nations Sustainable
sanitation facilities. Factories utilizing power and employing Development Goals, particularly Goal 8, which focuses on
promoting sustained, inclusive, and sustainable economic
growth, full and productive employment, and decent work workers, employers and governments providing a unique
for all. platform for promoting decent work for all women
and men.
In summary, the International Labour Organization remains The ILO has four strategic objectives
a vital force in championing social justice, fair labor – Promote and realize standards and fundamental principles
practices, and decent work on a global scale. and rights at work
– Create greater opportunities for women and men to decent
Q4) Workman under the Industrial Dispute Act, 1947. employment and income
– Enhance the coverage and effectiveness of social
In the context of the Industrial Dispute Act, 1947, the term
protection for all, and
"workman" holds a pivotal role as it delineates the scope and – Strengthen tripartism and social dialogue
applicability of the Act. A workman, as defined in Section
2(s) of the Act, encompasses any person employed in an In support of its goals, the ILO offers expertise and
industry to do manual, unskilled, skilled, technical, knowledge about the world of work, acquired over more
operational, or clerical work for hire or reward. The than 90 years of responding to the needs of people
definition also includes supervisory personnel, provided everywhere for decent work, livelihoods and dignity. It
their monthly remuneration does not exceed a specified serves its tripartite constituents -and society as a whole- in a
amount, as prescribed by the appropriate government. variety of ways, including:

Understanding the concept of a workman is essential – Formulation of international policies and programmes to
because the Industrial Dispute Act primarily focuses on promote basic human rights, improve working
regulating industrial relations and addressing disputes and living conditions, and enhance employment
between employers and workmen. By establishing a clear opportunities
definition of a workman, the Act delineates the individuals – Creation of international labour standards backed by a
covered by its provisions, ensuring that the rights and unique system to supervise their application
protections it affords are appropriately extended. – An extensive programme of international technical
cooperation formulated and implemented in an active
The Act's applicability to workmen is evident in its partnership with constituents, to help countries put these
provisions related to industrial disputes, strikes, lockouts, policies into practice in an effective manner
and matters concerning labour welfare. It provides – Training, education and research activities to help advance
mechanisms for the resolution of disputes through all of these efforts
conciliation, adjudication, and arbitration, emphasizing the
Q6) Triple test under the ID Act
importance of maintaining harmonious relations between The "triple test" under the Industrial Disputes Act of 1947 in
employers and workmen. India refers to the criteria used to determine whether a
Additionally, the Act lays down guidelines for the dispute qualifies as an industrial dispute and falls within the
purview of the Act. This test is crucial for identifying the
termination and dismissal of workmen, specifying
scope of the Act's applicability and whether a particular
conditions under which such actions can be taken and dispute is eligible for resolution under its provisions. The
ensuring that the principles of natural justice are upheld. It three components of the triple test are:
also addresses issues related to layoff, retrenchment, and
closure of industrial establishments, safeguarding the 1. Existence of a Dispute: The first criterion requires the
interests of workmen affected by these measures. presence of a dispute, which could be a difference of opinion
or a conflict between employers and workmen. This
In summary, the term "workman" under the Industrial disagreement may pertain to various aspects such as wages,
Dispute Act, 1947, encompasses a broad spectrum of working conditions, disciplinary actions, or any matter
individuals engaged in various capacities within an industry. related to terms of employment. For the dispute to be
The Act's provisions, tailored to the needs and concerns of considered industrial, it should involve a substantial number
workmen, play a crucial role in promoting industrial peace, of workmen or have a broader impact on industrial relations.
justice, and a balanced framework for employer-employee 2. Relationship to Employment or Non-Employment: The
relations. second component involves establishing a link between the
dispute and the employment or non-employment of any
Q6) international labour organization person. The Act covers disputes arising out of or connected
with employment, making it essential to demonstrate a direct
The International Labor Organization (ILO) is devoted to connection between the issue and the employment
promoting social justice and internationally relationship.
recognized human and labour rights, pursuing its founding 3. Change in the Conditions of Employment: The third
mission that labour peace is essential to element of the triple test requires a change in the conditions
prosperity. Today, the ILO helps advance the creation of of employment as a result of the dispute. This change could
decent work and the economic and working be proposed, anticipated, or already implemented. The Act is
conditions that give working people and business people a designed to address disputes that impact the terms and
stake in lasting peace, prosperity and progress. conditions of employment, emphasizing the connection
The ILO was created in 1919, as part of the Treaty of between the disagreement and its potential or actual impact
Versailles that ended World War I, to reflect the belief on the working conditions of the employees.
that universal and lasting peace can be accomplished only if
it’s based on social justice. In 1946, the ILO By satisfying these three criteria, a dispute is considered an
became a specialized agency of the United Nations.Its industrial dispute, and the provisions of the Industrial
unique tripartite structure gives an equal voice to
Disputes Act become applicable for its resolution. The triple
test provides a structured framework for determining the The notice period stipulated in the Act varies depending on
eligibility of disputes, ensuring that the Act is invoked the nature of the change proposed. For instance, a longer
appropriately in matters related to industrial relations. notice period may be required for significant changes,
providing both parties with sufficient time for discussions
Q7 Closure of an undertaking and negotiations. Additionally, the Act often mandates the
The closure of an undertaking under the Industrial Disputes submission of such notices to appropriate labor authorities to
Act of 1947 is a significant and carefully regulated process ensure regulatory compliance.
in Indian labour law. The Act, enacted to address and
manage industrial disputes, outlines specific provisions In cases where disagreements arise, the Industrial Disputes
regarding the closure of an undertaking, also known as a Act provides mechanisms for dispute resolution, including
company or establishment. conciliation and adjudication. This reinforces the importance
of fair and open communication between employers and
Section 25(O) of the Industrial Disputes Act deals explicitly employees during times of change, emphasizing the need for
with the closure of an undertaking. According to this section, constructive dialogue over confrontation.
an employer must provide 60 days' notice to the appropriate
government authority and the concerned employees before Ultimately, the Notice of Change provisions under the
closing down the establishment. The notice is intended to Industrial Disputes Act serve as a crucial mechanism for
allow time for negotiation and discussion between the balancing the interests of both employers and employees,
employer and the employees or their representatives. fostering a cooperative industrial environment while
safeguarding the rights and well-being of the workforce.
Additionally, if an employer fails to comply with the notice
period, they are liable to pay compensation to the affected 9) Payment of subsistence allowance
employees. The compensation is equivalent to 15 days'
average pay for every completed year of continuous service, The Industrial Disputes Act of 1947 in India addresses
or any part thereof, in excess of six months. various aspects of industrial relations, including provisions
related to the payment of subsistence allowance. This
The Act also requires employers to seek prior permission allowance is crucial during the pendency of any industrial
from the appropriate government authority for closure. This dispute, such as a strike or lockout, when employees are
involves submitting an application specifying the reasons for temporarily not working.
closure, the measures taken for minimizing the adverse
effects on employees, and the compensation proposed to be Section 10A of the Act outlines the concept of subsistence
paid. allowance, emphasizing the responsibility of the employer to
pay a reasonable amount to workmen during the period of
Closure due to unavoidable circumstances, such as financial the dispute. The intention is to mitigate the financial
difficulties, is allowed under the Act, but stringent hardships faced by employees who might be affected by the
conditions must be met. The closure should be genuine and industrial unrest.
not a pretext for terminating employment. In case of
disputes, the Act provides for legal remedies, including The Act empowers the appropriate government to make
reference to labor courts or tribunals. rules regarding the rates and conditions under which such
allowances are to be paid. These rules often take into
In essence, the closure provisions in the Industrial Disputes consideration factors like the nature of the industry, the type
Act aim to strike a balance between the rights of employers of dispute, and the financial capacity of the employer. This
and the job security of employees, fostering a fair and just ensures a fair and standardized approach to subsistence
resolution of industrial disputes related to closures. allowance across different sectors.

It's important to note that the payment of subsistence

allowance is contingent upon workmen not taking part in an
8) Notice of change illegal strike or lockout. If they do so, they may forfeit their
The Notice of Change, as outlined in the Industrial Disputes right to receive this allowance. This provision is in place to
Act of 1947 in India, plays a pivotal role in maintaining maintain a balance between the rights of the employees and
industrial harmony and ensuring fair treatment of workers. the interests of the employer.
This legal provision requires employers to provide advance
notice to employees and relevant authorities before By addressing the financial needs of employees during
implementing any changes in the terms and conditions of industrial disputes, the Industrial Disputes Act aims to
employment, such as alterations in working hours, wages, or contribute to a more equitable and sustainable industrial
other working conditions. environment. It recognizes the challenges faced by workers
during such times and seeks to protect their economic well-
The primary purpose of the Notice of Change is to facilitate being while maintaining a framework for resolving disputes
communication and negotiation between employers and through negotiation and legal processes.
employees, allowing for a transparent and consultative
process. This advance notice requirement aims to prevent 10) Unfair labour practices by trade unions
unilateral decisions by employers that could adversely affect Under Indian labor laws, unfair labor practices by trade
the workforce. By mandating prior notification, the Act unions are addressed primarily through the Industrial
fosters an environment of cooperation and gives employees Disputes Act, 1947. Some unfair labor practices include:
an opportunity to express their concerns or negotiate
alternative arrangements.
Coercion and Intimidation: Using force, threats, or
coercion to compel employees to join a union or participate 12) Model standing orders IE (SO) Act
in union activities is prohibited. The Industrial Employment (Standing Orders) Act, 1946,
Discrimination: Unions discriminating against workers commonly known as the Model Standing Orders (SO) Act, is
based on caste, religion, gender, or other protected a significant piece of labor legislation in India. Enacted to
characteristics violates labor laws. regulate employment conditions in industrial establishments,
Interference with Business: Conducting unauthorized the Act outlines the terms of employment, rights, and duties
strikes, boycotts, or disrupting normal business operations of both employers and workers. The primary objective is to
without following legal procedures can be deemed unfair. bring about uniformity and clarity in the service conditions,
Misuse of Funds: Mishandling union funds, using them for ensuring fair treatment and discipline within the industrial
unauthorized purposes, or engaging in financial irregularities sector.
is considered unfair and unlawful.
Denial of Representation: Unions must provide fair The Act mandates that employers with a certain number of
representation to all members in grievance redressal, workers draft and submit standing orders to the certifying
bargaining, or other union activities. authority for approval. These standing orders must cover
Indian labor laws aim to ensure fair practices in industrial various aspects, including working hours, leave policies,
relations, and any violation of these provisions can lead to termination procedures, and disciplinary actions. The
legal consequences, including penalties or derecognition of intention is to provide a framework for smooth industrial
the union. The National Labor Relations Board or relations, reducing ambiguity and potential conflicts.
appropriate labor authorities oversee and address complaints
related to unfair labor practices by trade unions. One of the crucial aspects of the Model Standing Orders Act
is its emphasis on due process in disciplinary matters. It lays
11) Last come first go down the procedures to be followed before taking
"Last come, first go" is a principle often associated with the disciplinary actions such as suspension or termination,
seniority-based layoff system in Indian labor laws. In this ensuring that employees are given a fair opportunity to
context, when an organization faces downsizing or needs to defend themselves. This promotes transparency and fairness,
reduce its workforce, the principle dictates that the most contributing to a healthier work environment.
recently hired employees are the first to be let go,
irrespective of their performance or skills. This approach is Additionally, the Act addresses the issue of industrial
grounded in the idea that longer-serving employees have disputes by establishing Grievance Redressal Committees.
contributed more to the organization and, therefore, deserve These committees facilitate communication between
job security. employers and workers, attempting to resolve disputes
amicably before they escalate. By encouraging dialogue, the
The Indian labor laws, particularly the Industrial Disputes Model Standing Orders Act aims to create an atmosphere of
Act of 1947, provide provisions for the retrenchment of cooperation and understanding.
workers due to various reasons such as economic downturns
or technological changes. However, these laws also Over the years, the Act has undergone amendments to align
emphasize the principle of 'last come, first go' as a means to with changing labor dynamics and societal expectations.
safeguard the job security of more experienced employees. However, its fundamental principles of fostering industrial
harmony and safeguarding the rights of both employers and
While this approach aims to protect the interests of senior workers remain integral to the Indian labor landscape.
employees, it has faced criticism for potentially disregarding Adherence to the Model Standing Orders Act is crucial for
merit-based considerations. Critics argue that a blanket maintaining a balanced and equitable work environment,
reliance on seniority can lead to a situation where competent ultimately contributing to the overall development of the
and skilled employees may be laid off simply because they industrial sector in India.
joined the organization later than their peers.
12) Rights and duties of recognized trade unions
The 'last come, first go' principle is not without its Under the Industrial Disputes Act of 1947 in India,
challenges. In dynamic industries where skills and recognized trade unions play a crucial role in safeguarding
adaptability are crucial, emphasizing seniority over the rights and advancing the interests of workers. This
performance may hinder organizational agility and legislation outlines both the rights and duties of these unions
competitiveness. As a result, there have been ongoing to promote fair and harmonious employer-employee
discussions about the need to strike a balance between relations.
providing job security to long-serving employees and Rights of Recognized Trade Unions:
recognizing the value of skills and performance in a rapidly
evolving job market. 1. Collective Bargaining: Recognized trade unions have the
right to engage in collective bargaining on behalf of
In recent times, there has been a growing realization that a workers. This involves negotiating with employers to
more nuanced approach, considering both seniority and establish fair terms and conditions of employment, such as
merit, may be necessary to ensure fairness and efficiency in wages, working hours, and other benefits.
workforce management under Indian labor laws. This could
involve incorporating performance evaluations and skill 2. Representation: Unions are entitled to represent workers
assessments alongside seniority considerations when making in disciplinary and grievance procedures. This ensures that
decisions about workforce reduction. Such adaptations aim employees have a voice and are not unfairly treated by their
to harmonize job security for employees with the imperative employers.
of maintaining a dynamic and competitive business
environment.
3. Participation in Industrial Disputes: Trade unions can The conciliation officer possesses certain powers, such as
actively participate in industrial disputes, including strikes summoning witnesses, examining them on oath, and
and lockouts, to address grievances and seek resolution. The compelling the production of documents. These powers
Act provides a legal framework for these actions to protect contribute to their ability to thoroughly investigate the
the interests of both parties. matters in dispute, aiding in the formulation of well-
informed recommendations.
4. Appointment of Representatives: Unions have the right to
appoint representatives who can act on behalf of workers in In cases where conciliation fails, and disputes remain
various forums, such as conciliation proceedings and labor unresolved, the Act provides for further steps, including
courts. reference to labor courts or industrial tribunals. However,
the emphasis on conciliation as the initial step reflects a
Duties of Recognized Trade Unions: commitment to resolving conflicts through peaceful means,
1. Good Faith Negotiation: Unions are obligated to engage promoting a healthy work environment and contributing to
in collective bargaining in good faith. This involves sincere overall industrial stability.
efforts to reach agreements that benefit both workers and
employers. In essence, the conciliation officer serves as a key figure in
the realm of industrial relations, employing mediation skills,
2. Avoiding Unfair Labor Practices: Trade unions must legal understanding, and a commitment to fair resolution to
refrain from engaging in unfair labor practices, such as address disputes and promote a conducive working
coercion, intimidation, or discriminatory actions. This atmosphere.
ensures that the bargaining process remains fair and
transparent. 14) certifying officer under IE (SO) Act
The term "Certifying Officer" under the Industrial
3. Compliance with Legal Procedures: Unions are expected Employment (Standing Orders) Act, commonly referred to
to comply with the legal procedures outlined in the as the IE(SO) Act, holds significant importance in the
Industrial Disputes Act. This includes following the context of industrial relations in India. This legislation,
prescribed methods for dispute resolution and adhering to enacted to regulate employment conditions in industrial
the guidelines for conducting strikes or lockouts. establishments, mandates the framing of standing orders that
define terms of employment and rules governing workmen.
4. Promotion of Industrial Peace: Recognized trade unions
have a duty to promote industrial peace and harmony. This A Certifying Officer plays a pivotal role in the
involves fostering a cooperative relationship between implementation of these standing orders. Appointed by the
workers and employers to prevent disruptions in the appropriate government, typically a labor commissioner or
production process. an officer authorized for the purpose, the Certifying Officer
is responsible for adjudicating and certifying the standing
In conclusion, the Industrial Disputes Act of 1947 orders submitted by the employer. These orders cover
establishes a framework that balances the rights and duties various aspects, including work hours, leave policies,
of recognized trade unions, aiming to create a conducive disciplinary actions, and grievance redressal mechanisms.
environment for fair labor practices and peaceful resolution
of disputes in the industrial sector. The process commences with the employer drafting the
standing orders and submitting them to the Certifying
13) conciliation officer under ID Act Officer. The officer scrutinizes the provisions to ensure
The role of a conciliation officer under the Industrial compliance with the IE(SO) Act and other relevant laws.
Disputes Act of 1947 is pivotal in resolving conflicts The objective is to establish fair and reasonable conditions
between employers and workers in the realm of industrial of employment, fostering a harmonious employer-employee
relations. The primary objective of appointing a conciliation relationship.
officer is to facilitate amicable settlements, foster
harmonious relationships, and prevent industrial disputes During the certification process, the Certifying Officer may
from escalating into more severe conflicts. consult with the employer and workmen or their
representatives. This ensures that the interests of both parties
Appointed by the appropriate government, a conciliation are taken into account, promoting a balanced and just work
officer plays a crucial role in the pre-strike and pre-lockout environment. If there are disputes or objections, the
phases, acting as a mediator between the disputing parties. Certifying Officer has the authority to settle them through
Their duties include investigating the issues at hand, hearings or other appropriate means.
conducting discussions with the parties involved, and
proposing feasible solutions to bring about a resolution. The Upon completion of the certification process, the standing
officer aims to bridge the gap between conflicting interests, orders become legally binding for the industrial
fostering an environment of mutual understanding and establishment. Any subsequent modifications must also
cooperation. undergo the certification process, ensuring that changes
align with the legal framework and adhere to principles of
One notable feature of the conciliation process is its non- fairness and equity.
adversarial nature. Unlike legal proceedings, the conciliation
officer's approach is collaborative, seeking compromise and In summary, the Certifying Officer under the IE(SO) Act
consensus rather than imposing decisions. This approach plays a crucial role in shaping the employment landscape in
aligns with the overarching goal of maintaining industrial industrial establishments, fostering transparency, and
peace and preventing disruptions to production and services. ensuring that the rights and obligations of both employers
and employees are clearly defined and upheld.
15) Rights of unrecognized TU
Unrecognized Trade Unions (TUs) in India don't have the
legal status or recognition granted to them by the employer
or government. As a result, they might not have certain
rights or privileges that recognized TUs possess, such as
participating in collective bargaining or representation in
certain workplace matters.
However, unrecognized TUs still have some inherent rights,
including:
Freedom of Association: The right to organize and form a
union is a fundamental right. Unrecognized TUs can still
exist and operate within the legal framework, even without
official recognition.
Legal Representation: They can represent their members
individually or collectively in discussions with employers
regarding grievances or disputes.
Advocacy and Awareness: Unrecognized TUs can advocate
for the rights and interests of their members, raising
awareness about labour issues and engaging in activities to
improve working conditions, even though they might not
have the same bargaining power as recognized TUs.
Despite their limitations, unrecognized TUs can play a role
in voicing concerns and advocating for the rights of their
members within the bounds of the law.

16) industry under ID Act

The term "industry" under the Industrial Disputes (ID) Act,
1947, holds a comprehensive connotation, extending beyond
the traditional understanding of manufacturing units. The
Act defines industry as any systematic activity carried on by
cooperation between an employer and workers (whether
such workers are employed by such employer directly or by
or through any agency, including a contractor) for the
production, supply, or distribution of goods or services with
a view to satisfy human wants or wishes.

This definition encompasses a wide spectrum of economic

activities, including manufacturing, mining, construction,
transport, and service sectors. Notably, the Act focuses on
the cooperative effort between employers and workers,
emphasizing the employer-employee relationship in the
pursuit of producing goods or delivering services. This
broad interpretation aligns with the evolving nature of
industries, acknowledging the diverse forms of economic
endeavors that have emerged over time.

Furthermore, the ID Act plays a crucial role in regulating

industrial relations by providing a framework for dispute
resolution and ensuring fair treatment of workers. It outlines
the procedures for negotiation, conciliation, and adjudication
in case of disputes between employers and workers. The
Act's provisions aim to maintain industrial peace, prevent
disputes, and facilitate effective collective bargaining.

In essence, under the ID Act, the term "industry" is not

limited to traditional manufacturing but encompasses any
organized and systematic activity involving collaboration
between employers and workers for the production, supply,
or distribution of goods or services. This inclusive definition
reflects the legislative intent to address the diverse facets of
contemporary economic activities and establish a framework
for maintaining harmonious industrial relations.