industrial dispute

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industrial dispute

a dispute between an employer (or group of employers) and one or more workers usually arising over pay and conditions of employment, allocation of work, work discipline etc. The current official definition in the UK states that it is a dispute between workers and their employer (i.e. not another employer) and that it relates mainly or wholly to their conditions of employment (see CONTRACT OF EMPLOYMENT). The definition excludes disputes between workers (thereby excluding inter-TRADE UNION conflicts). Disputes that fall outside the official definition (for example INDUSTRIAL ACTION taken by workers or trade unions in furtherance of political objectives) are not covered by TRADE UNION IMMUNITIES and hence those involved are liable to legal action by employers in the civil courts.

A large number of UK employers are party (either directly or indirectly through EMPLOYERS' ASSOCIATIONS) to a DISPUTES PROCEDURE or GRIEVANCE PROCEDURE which governs how disputes of this kind should be dealt with and resolved. Where such procedures are absent or where it is not possible to resolve the dispute in this way some form of INDUSTRIAL ACTION such as a STRIKE may occur. Industrial disputes may be settled in a number of ways, including voluntary agreement between the parties concerned or through some form of third party intervention. See ARBITRATION, COLLECTIVE BARGAINING, CONCILIATION, CONFLICT, MEDIATION.

industrial dispute

a dispute between one or more employers, or organizations of employers, and one or more workers or organizations of workers (TRADE UNIONS), where the dispute relates wholly or mainly to matters of trade. Such matters may comprise terms and/or conditions of employment; the engagement, termination or suspension of employment of workers; the allocation of work between workers; matters of discipline, and so forth.

Serious industrial disputes are often characterized by STRIKE action on the part of workers and/or the LOCK-OUT of workers by management. Industrial disputes may be settled in a number of ways, including voluntary agreement between the parties concerned or by recourse to an independent arbiter. See INDUSTRIAL RELATIONS, COLLECTIVE BARGAINING, ARBITRATION, MEDIATION, CONCILIATION.

References in periodicals archive ?
NEWCASTLE transport company Go-Ahead - the group behind strike-hit Southern Railway - has said it is delivering a "more reliable" service to commuters but added passenger revenue has slumped following a long-running industrial dispute.
Therefore, the government wants to assess whether the current legislation dealing with activities taking place during industrial disputes is fit for the 21st century.
That is why I have agreed to a proportionate and rational review of industrial disputes, including leverage and other tactics used by both unions and employers.
No, we will suffer and be at the mercy of Coun McKay, if he is still around, and his comrades whilst they push bits of paper round on an expensive office desk negotiating with the unions to bring such industrial disputes to an end.
This paper seeks to analyse the pattern of Australian industrial disputes during the period when the ALP was in government, ie 2007-2013: the Rudd-Gillard years.
This new opportunity must not be wasted by having foolish industrial disputes either in the steelworks or in the port, as has happened in the past.
The book gives an elaborative analysis about various labour legislations and institutional framework for preventive measures and settlement of industrial disputes.
PM Gillard said the government only rarely asked the regulator to intervene in industrial disputes, but had decided to do so on this occasion because it "could have implications for our national economy".
The real question is whether Mr Cable's threat would help to solve industrial disputes or make strikes less likely.
TODAY'S postal strike with pickets huddled around oil drum fires is a throwback to a time when industrial disputes were the norm.
In a highly embarrassing turn of events, workers at the organisation charged with solving industrial disputes have voted to walk out in a pay dispute.
A national survey of 2,170 enterprises by Sydney University's Workplace Relations Centre found that only 3% of businesses experienced industrial disputes in the 12 months before WorkChoices was introduced in April 2006.

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