The Industrial Disputes Act, 1947 is the primary legislation that governs labor-management relations in India. It provides a framework for the resolution of industrial disputes, including the establishment of labor courts and conciliation machinery.

The main objective of collective bargaining is to determine wages and working conditions through negotiations between employers and trade unions representing workers.

A Collective Bargaining Agreement (CBA) is a formal agreement reached between a union and an employer that outlines the terms and conditions of employment, including wages, working hours, benefits, and grievance procedures.

Conciliation is a process in which a neutral third party, known as a conciliator, helps unions and employers resolve their disputes through negotiation and compromise.

Collective Bargaining is a process of negotiation between unions and employers to determine wages, working conditions, and other terms of employment. It is not a method of dispute resolution.

Trade unions serve multiple purposes in labor-management relations, including representing workers in negotiations with employers, providing social and economic benefits to workers, and promoting worker participation in management.

The government plays a crucial role in labor-management relations by regulating labor relations, enforcing labor laws, providing mediation and conciliation services, and setting minimum wages and working conditions.

A General Strike is a strike or lockout that involves multiple unions or employers across an entire industry or region, typically in response to major economic or political issues.

A Sympathy Strike is a strike or lockout that is called by a union in support of another union's strike or lockout, typically out of solidarity or to put pressure on the employer.

A Wildcat Strike is a strike or lockout that is called by workers without the authorization of their union, typically in response to specific grievances or working conditions.

A Secondary Strike is a strike or lockout that is called by a union in response to an employer's unfair labor practices, typically to put pressure on the employer to resolve the dispute.

A Secondary Strike is a strike or lockout that is called by a union in response to an employer's unfair labor practices, typically to put pressure on the employer to resolve the dispute.

A Secondary Strike is a strike or lockout that is called by a union in response to an employer's unfair labor practices, typically to put pressure on the employer to resolve the dispute.

A Secondary Strike is a strike or lockout that is called by a union in response to an employer's unfair labor practices, typically to put pressure on the employer to resolve the dispute.

A Secondary Strike is a strike or lockout that is called by a union in response to an employer's unfair labor practices, typically to put pressure on the employer to resolve the dispute.