How to resolve labor disputes?

Labor disputes are always unwelcomed by any labor intensive organization, hence, should be mitigated or prevented as a priority job by the management. Prevention of disputes means avoiding it from the very outset of its happening, whereas, settlement of disputes relates to managing the existing disputes through the application of various management tools and techniques. Following are said to be the major procedures of relaxing disputes:

Through Collective Bargaining Agents

The method is mainly concerned with a procedure of compromise, settlement and administration of disagreement between management and workforces. In collective bargaining, labors are represented by their union reps for the purpose of reciprocally trusted terms and conditions at work. Underneath this process of dispute settlement, employees and management sit together to discuss the agendas and problems of workers.  Finally an agreement is reached based on consensus of both parties to settle the prevailing disputes or to avoid future labor disputes in the establishment.

Handling Grievances

Employee grievance is the insight of discriminating treatment at workplace. In every establishment personnel have complaints against their employers. Hence, aggregated complaints of one or more personnel constitute grievance. Grievances are indicators of conflict in an establishment, hence, need to be coped promptly and effectively. Proper steps should be taken towards the systematic settlement of grievances in the establishment.

Conciliation Method

Conciliation refers to settlement of dispute by persuasion of third parties. In simple forms, conciliation means reconciliation of gaps between individuals. It refers to a method by which the disputing parties are brought together before a third- party with a view to settling the disputes through persuasion. They argue about the issues and problems and reach upon an agreement.

Mediation Method

It is analogous to conciliation method in which a third party is selected for recommendations and suggestions. Here, the party plays more major role as compared to conciliation. The third party works as an arbitrator by providing a way out on the dispute based upon the discussion with disputing parties.

Adjudication Method

This is a final legal therapy of any dispute. Under this process, the disputes are settled with reference to adjudication by the government or its nominated person. Hence, this is considered as a procedure of mandatory settlement of any dispute through adjudication with or without the consent of disputing parties.