Labour and Industrial Relations

Sections 17 and 18 of the Trade Unions Act provide immunity to trade unions for certain acts done in contemplation or furtherance of a trade dispute. However, gheraos (confinement) have been held to be outside this protection as they constitute the tort of intimidation/false imprisonment. The Rookes v. Barnard case established the principle that intimidation is not protected, supporting the assertion.

Under Industrial Disputes Act, a 'workman' must perform manual, clerical, or supervisory/technical work. The Assertion that a priest qualifies is FALSE - religious duties are not manual/clerical services. The Reason correctly states this exclusion principle but contradicts the Assertion, making Reason TRUE. Option D correctly identifies (A) as false and (R) as true.

Strike is a legitimate weapon available ONLY to workmen (employees) as a collective bargaining tool. Employers can lock out workers but cannot 'strike'. Option A is incorrect because employers don't have strike rights. Option B is incomplete. Option C ('Both 1 and 2') incorrectly suggests employers can strike. Option D is correct - neither employers nor workmen are universally entitled to strike; it's specific to workmen, not both parties.

Under labor laws and trade union regulations, the general or common fund of a registered trade union can be spent on specified welfare, administrative, and legal activities such as salaries, education, and litigation. However, using union funds for funding a political party is strictly restricted and must be maintained through a separate political fund rather than the common fund.

Under industrial dispute laws, retrenchment is legally defined as the termination by the employer of the service of a workman for any reason whatsoever, otherwise than as a punishment inflicted by way of disciplinary action, typically due to the discharge of surplus or redundant labor.

Trade union leaders and office-bearers have immunity from civil proceedings for acts done in good faith in the course of trade union activities. Section 19 of the Trade Unions Act, 1926 provides this protection to ensure union leaders can perform their duties without fear of civil liability. Option C correctly identifies civil proceedings.

Closure in industrial law can be temporary or permanent. Option D includes: (b) suspension of employment, (c) end of bargaining, (e) permanent closing, and (f) temporary closing. This combination correctly captures closure situations. Item (g) 'not in consequence of industrial dispute' doesn't fit the pattern as closure can happen during or outside disputes.

Lay-off under Section 2(kkk) of the Industrial Disputes Act means the employer's inability to provide work due to reasons beyond their control (shortage of coal, power, raw materials, etc.). It is NOT dismissal, removal, or retirement - the employment relationship continues, and the workman is entitled to compensation. It's a temporary situation.

Under the Industrial Disputes Act, 'workman' is defined as a person employed in any industry to do any manual, unskilled, skilled, technical, clerical or supervisory work for hire or reward. It does NOT include persons employed mainly in managerial or administrative capacity. Option D correctly states that only definition A is correct, excluding managerial positions from the workman definition.

'Closure' refers to the permanent shutting down of a business, establishment, or a part of it. It's distinct from retrenchment (termination of employee services), lay-off (temporary inability to employ), and lockout (employer's action to pressure employees). Closure involves the permanent cessation of work at the establishment and is regulated by specific provisions including the Industrial Disputes Act requiring government permission for closures in certain industries.

Under Workmen's Compensation Act, 1923, liability arises when injury is caused by accident AND occurs in the course of employment. Option C captures both essential elements. Option A lacks the accident requirement, Option B lacks the employment connection, and Option D incorrectly includes injuries outside employment scope.

Industrial Disputes Act, 1947 defines 'industrial dispute' specifically as conflicts between employers and workmen (Section 2(k)). Disputes between employees themselves (inter-employee conflicts) don't fall within this definition. The law contemplates collective industrial action, not personal workplace grievances between co-workers.

Industrial disputes specifically concern matters connected with employment or terms/conditions of labor. The election of a trade union is an internal union governance matter, not directly related to employment disputes between workers and employers. Options A, B, and C all directly relate to employment or labor conditions.

In labor law jurisprudence, the decision of a labor court or industrial tribunal in an industrial dispute is technically called an 'Award,' not a Judgment or Decree. This terminology is specific to industrial dispute resolution mechanisms. 'Relief' is a general legal term for remedies, not specific to labor court verdicts.