Dilshad Ahmed

LABOUR LAW (STRIKES AND Roll no. 22

Vth Semester

LOCK-OUT) Regular Batch

In this research paper I have deal with Labour Law especially about Strikes
and Lock-out with the help of some statutes and case laws.
2
 INDEX

Sr. No. Topic Page No.

1. Introduction & definition of strike 1

2. Historical Background & Meaning 2–4

3. Causes of Strike 5

4. Kinds of strikes 6–7

5. Lock-Out: Definition & Meaning 8–9

6. Prohibition of Strikes and Lock-outs 10-12

7. General prohibition of Strikes and Lock-outs 13

8. Illegal Strikes and Lock-Out 14

9. Prohibition of financial aid to illegal strikes and lock-out 15

10. Punishment for illegal Strike 16-19

11. Impact of Illegal Strike & Illegal Lock-out 20-21

12. Conclusion 22-23

 STRIKE AND LOCK-OUT

 Introduction:

Strike and lock-out are two powerful weapons in the hands of the workers and the
employers. Strike signifies the suspension or stoppage of work by the worker while in case
of lock-out the employer compels persons employed by him to accept his terms or
conditions by shutting down or closing the place of business. Strike is recognized as an
ordinary right of social importance to the working class to ventilate their grievances and
thereby resolve industrial conflict.
Skillful use of these weapons, whether threatened or actual, may help one party to force
the other to accept its demand or atleast to concede something to them. But reckless use of
them results in the risk of unnecessary stoppage of work hurting both parties badly
creating worse tensions, frictions and violations of law and order. From the point of view
of the public, they retard the nation’s economic development. India cannot tolerate
frequent stoppage of work for frivolous reasons that often accompany it.
For these reasons, the Industrial Disputes Act seeks to regulate and restrict strikes and
lock-outs so that neither the workmen nor employers may hold the nation to ransom.

STRIKE:

 Definitions:
Strike as defined in clause (q) of Section 2 of the Act means:
1. Cessation of work by a body of persons employed in any industry acting in
combination; or
2. A concerted refusal of any number of persons who are or have been employed in
any industry to continue to work or to accept employment; or
3. A refusal under a common understanding of any number of persons who are or have
been employed in any industry to continue to work or to accept employment.
Thus the definition given in the act postulates three main things or ingredients:
(a) Plurity of workmen;
(b) Combination or concerted action;
(c) Cessation of work or refusal to do work.
 Historical Background:
Strikes came into existence in the wake of the Industrial Revolution. With the
invention of machinery to supplant human labour, unemployment, lowering of wages
in a competitive market, supply of labour in excess of demand - became the order of
the day.
The first known strike was in the 12th century B.C., in Egypt. Workers under Pharaoh
Ramses III stopped working on the Necropolis until they were treated better.1
The use of the English word ‘strike’ first appeared in 1768 when sailors in support of
demonstrations in London, “struck or removed the topgallant sails of merchant ships at
port thus, thus crippling the ships.2
As the 19th century progressed, strikes became a fixture of industrial relations across
the industrialized world, as workers organized themselves to bargaining for better
wages and standards with their employees.
The 1974 railway strike in India was the strike by workers of Indian Railways in 1974.
The 20 days strike by 17 lakh workers is the largest known strike in India. The strike
was held to demand a raise in pay scale, which had remained stagnant over many
years, in spite of the fact that pay scales of other government owned entities had risen
over the years.3
Strikes became common during the Industrial Revolution, when mass labor became
important in factories and mines. In most countries, strike actions were quickly made
illegal, as factory owners had far more political power than workers. However, most
western countries partially legalized striking in the late 19th or early 20th centuries.

 Meaning:
Strike means the stoppage of work by a body of workmen acting in concert with a
view to bring pressure upon the employer to concede to their demands during an
industrial dispute.
Indian Iron & Steel ltd. v/s Its Workmen4
Held: Mere cessation of work does not come within the preview of strike
unless it can be shown that such cessation of work was a concerted action
for the enforcement of an industrial demand.

1
Simple.wikipedia.org visited on 21/10/2013
2
En.wikipedia.org visited on 21/10/2013
3
En.wikipedia.org visited on 21/10/2013
4
(1967)I LLJ 381 (Pat).
 Cessation of work or refusal to work is an essential element of strike. This is the most
significant characteristic of the concept of strike. There can be no strike if there is no
cessation of work. The cessation of work may take any form. It must however be
temporary and not forever and it mustbe voluntary. No duration can be fixed for this in
fact duration for cessation of work is immaterial. Cessation of work even for half an
hour amounts to strike.
Buckingham & Carnatak Co. Ltd. v/s Workers of Buckingham& Carnatak
Co. Ltd.5
On the 1st November, 1948 night shift operators of carding ad spinning
department of the Carnatak Mill stopped work some at 4 p.m. some at 4:30
p.m. and some at 5 p.m. The stoppage ended at 8 p.m. in both the
departments. By 10 p.m. the strike ended completely. The cause for the strike
was that the management of the Mills had expressed inability to comply with
the request of the workers to declare 1 st November, 1948 as a holiday for
solar eclipse. Supreme Court held it strike.

Concerted action is another important ingredient of strike. The workers must act under
a common understanding. The cessation of work by a body of persons employed in
any industry in combination is a strike. Stoppage of work by workers individually
does not amount to strike.
Ram Sarup & Another v/s Rex6
Held: Mere absence from work is not enough but there must be concerted
refusal to work, to constitute a strike.

The object of an industrial strike is achievement of economic objectives or defence of

mutual interests. The objects of strikes must be connected with the employment, non-
employment, terms of employment or terms and conditions of labour because they are
prominent issues on which the workers may go on strikes for pressing their demands
and such objects include the demands for codification of proper labour laws in order to
abolish unfair labour practices prevalent in a particular area of industrial activity. The
strike may also be used as a weapon for betterment of working conditions, for

5
AIR 1953 SC 47
6
AIR 1949 All 218
 achievement of safeguards, benefits and other protection for themselves, their
dependents and for their little ones.

In B. R. Singh v/s Union of India7 it was held that the strike is a form of
demonstration. Though the right to strike or right to demonstrate is not a fundamental
right, it is recognized as a mode of redress for resolving the grievances of the workers.
Though this right has been recognized by almost all democratic countries but it is not
an absolute right.

In T.K. Rangarajan v/s Tamil Nadu8, the Tamil Nadu government terminated the
services of all employees who resorted to strike. The Apex Court held that
Government staffs have no statutory, moral or fundamental right to strike.

In 2005, the Supreme Court reiterated that lawyers have no right to go on strike or
give a call for boycott and not even a token strike to espouse their causes.

In Dharma Singh Rajput v/s Bank of India, it was held that right to strike as a
mode of redress of the legitimate grievance of the workers is recognized by the
Industrial Disputes Act. However, this right is to be exercised after complying with the
conditions mentioned in the Act and also after exhausting the intermediate and salutary
remedy for conciliation.

7
(1989) II Lab LJ 591 (SC)
8
(2003) 7 ACE 30

6
Causes of Strikes:-

In the early history of labor troubles the causes of strikes were few. They arose chiefly
from differences as to rates of wages, which are still the most fruitful sources of strikes,
and from quarrels growing out of the dominant and servient relations of employers and
employees. While labor remained in a state of actual or virtual servitude, there was no
place for strikes. With its growing freedom "conspiracies of workmen" were formed, and
strikes followed. The scarcity of labor in the fourteenth century, and the subsequent
attempts to force men to work at wages and under conditions fixed by statute, were
sources of constant difficulties, while the efforts to continue the old relation of master and
servant with its assumed rights and duties, a relation law recognizes to this day, were, and
still are, the causes of some of the most bitter strikes that have ever occurred.

Strikes are caused by differences as to9:

1. Rates of wages and demands for advances or reductions i.e. Bonus, profit
sharing, provident fund and gratuity.
2. Payment of wages, changes in the method, time or frequency of payment;
3. Hours of labor and rest intervals;
4. Administration and methods of work, for or against changes in the methods of
work or rules and methods of administration, including the difficulties regarding
labor-saving machinery, piece-work, apprentices and discharged employees;
5. Trade unionism.
6. Retrenchment of workmen and closure of establishment.
7. Wrongful discharge or dismissal of workmen.

9
Industrialrelations.naukrihub.com/strikes.html

7
  Kinds of Strike:

There are mainly three kinds of strike, namely general strike, stay-in-strike and go slow.
1. General Strike:
In General Strike, the workmen join together for common cause and stay away from
work, depriving the employer of their labour needed to run his factory. Token Strike
is also a kind of General Strike. Token Strike is for a day or a few hours or for a
short duration because its main object is to draw the attention of the employer by
demonstrating the solidarity and co-operation of the workers. General Strike is for a
longer period. It is generally resorted to when employees fail to achieve their object
by other means including a token strike which generally proceeds a General Strike.
The common forms of such strikes are organized by central trade unions in
railways, post and telegraph, etc. Hartals and Bundhs also fall in this category.

2. Stay-in-Strike:
It is also known as ‘tools-down-strike’ or ‘pens-down-strike. It is the form of strike
where the workmen report to their duties, occupy the premises but do not work. The
employer is thus prevented from employing other labour to carry on his business.
Mysore Machinery Manufacturers v/s State10
Held: Where dismissed workmen were staying on premises and refused to
leave them, did not amount to strike but an offence of criminal trespass.

Punjab National Bank Ltd. v/s Their workmen11

Held: Refusal under common understanding to continue to work is a strike
and if in pursuance of such common understanding the employees entered
the premises of the bank and refused to take their pens in their hands would
no doubt be a strike under section 2(q).

3. Go-Slow:
In a ‘Go-Slow’ strike, the workmen do not stay away from work. They do come to
their work and work also, but with a slow speed in order to lower down the
production and thereby cause loss to the employer.

10
AIR 1966 Mys 51
11
AIR 1960 SC 160

8
 Sasa Musa Sugar Works Pvt. Ltd. v/s Shobrati Khan & Ors 12
Held: Go-Slow strike is not a “strike” within the meaning of the term in the
Act, but is serious misconduct which is insidious in its nature and cannot be
countenanced.

In addition to these three forms of strike which are frequently resorted to by the industrial
workers, a few more may be cited although some of them are not strike within the
meaning of section 2(q).

i. Hunger Strike: In Hunger Strike a group of workmen resort to fasting on or

near the place of work or the residence of the employer with a view to coerce
the employer to accept their demands.
Piparaich Sugar Mills Ltd. v/s Their Workmen13
Certain employees who held key positions in the mill resorted to hunger
strike at the residence of the managing Director, with the result that even
those workmen who reported to their duties could not be given work.
Held: That concerted action of the workmen who went on Hunger Strike
amounted to “strike” within the meaning of this sub-section.

ii. Sympathetic Strike: A Sympathetic Strike is resorted to in sympathy of other

striking workmen. It is one which is called for the purpose of indirectly aiding
others. Its aim is to encourage or to extend moral support to or indirectly to aid
the striking workmen. The sympathizers resorting to such strike have no
demand or grievance of their own.

iii. Work to rule: Here the employees strictly adhere to the rules while performing
their duties which ordinarily they do not observe. Thus strict observance of
rules results in slowing down the tempo of work causes inconvenience to the
public and embarrassment to the employer. It is no strike because there is no
stoppage of work at all.

12
AIR 1959 SC 923
13
AIR 1960 SC 1258

9
LOCK-OUT

 Definition:

“Lock-Out” has been defined in section 2 (1) to mean the closing of a place of
employment, or the suspension of work, or the refusal by an employer to continue to
employ any number of persons employed by him.

 Background:

India witnessed lock-out twenty-five years after the "lock-out" was known and
used in the arena of labour management relations in industrially advanced
countries. The first known lock-out was declared in 1895 in Budge Budge Jute
Mills14.

 Meaning:

Strike is a weapon in the hands of the labour to force the management to accept their
demands. Similarly, Lock-Out is a weapon in the hands of the management to coerce the
labour to come down in their demands relating to the conditions of employment.
Lock-Out is the keeping of labour away from works by an employer with a view to resist
their claim.
There are four ingredients of Lock-Out:-
1. (i) temporary closing of a place of employment by the employer, or
(ii) suspension of work by the employer, or
(iii) refusal by an employer to continue to employ any number of persons employed
by him;
2. The above mentioned acts of the employer should be motivated by coercion.
3. An industry as defined in the Act; and
4. A dispute in such industry.

14
http://www.legalserviceindia.com

10
Lock-Out has been described by the Supreme Court as the antithesis of strike.
Shri. Ramchandra Spinning Mills v/s State of Madras15
Held: If the employer shuts down his place of business as a means of
reprisasl or as an instrument of coercion or as a mode of exerting pressure
on the employees or generally speaking when his act is what may be called
an act of belligerency there would be a lock-out.

In case of Lock-Out the workmen are asked by the employer to keep away from work,
and, therefore they are not under any obligation to present themselves for work. So also
Lock-Out is due to and during an industrial dispute.

 Causes:
A lockout is generally used to enforce terms of employment upon a group of
employees during a dispute. A lockout can act to force unionized workers to accept
changed conditions such as lower wages. If the union is asking for higher wages, or
better benefits, an employer may use the threat of a lockout or an actual lockout to
convince the union to back down.16
Lock-Outs may be caused by internal disturbances, when the factory management goes
in to financial crisis or got succumbed into financial debts, disputes between workers
and workers, disputes between workers and management or may be caused by ill-
treatment of workers by the management. Sometimes lockouts may be caused by
external influences, such as unnecessary political parties involvement in management
of workers, union may be provoked for unjustified demands that may be unaffordable
by the management, which may ultimately lead to lockout of the factory.17

1. Disputes or clashes between workers and the management.

2. Unrest, disputes or clashes in between workers and workers.
3. Illegal strikes, regular strikes or continuous strikes by workers.
4. Continuous or accumulated financial losses of factory or industry.
5. If any company involves in any fraudulent or illegal activities.
6. Failure in maintaining proper industrial relations, industrial peace and harmony.

15
AIR 1956 SC Mad 241.
16
En.wikipedia.org visited on 23/10/2013
17
whatishumanresource.com visited on 23/10/2013

11
 Prohibition of Strikes and Lock-outs:

Section 22 of the Industrial Disputes Act, 1947, deals with the prohibition of strikes
and lock-outs. This section applies to the strikes or lock-outs in industries carrying on
public utility service. Strike or lock-out in this section is not absolutely prohibited but
certain requirements are to be fulfilled by the workmen before resorting to strike or by
the employers before locking out the place of business.
Conditions laid down in section 22(1) are to be fulfilled in case of strike and
conditions as laid down in section 22(2) are to be fulfilled in case of any lock-out by
the employer.
The intention of the legislature in laying down these conditions was to provide
sufficient safeguards against a sudden strike or lock-out in public utility services lest it
would result in great inconvenience not only to the other party to the dispute but to the
general public and the society.

Section 22(1): No person employed in public utility service shall go on strike in breach
of contract:
a) Without giving to the employer notice of strike within six weeks
before striking; or
b) Within fourteen days of giving such notice; or
c) Before the expiry of the date of strike specified an any such notice
as aforesaid; or
d) During the pendency of any conciliation proceedings before a
Conciliation Officer and seven days after the conclusion of such
proceedings.
These provisions do not prohibit the workmen from going on strike but require them to
fulfill the conditions before going on strike. These provisions apply to a public utility
service only and not to a non- public utility service.
With regards to Notice of Strike, notice within six weeks before striking is not
necessary where there is already a lock-out in existence. Secondly, notice may be
given by the Trade Union or representatives of the workmen to do so. Thirdly, a notice
of strike shall not be effective after six weeks from the date it is given. The strike can
take place only when 14 days have passed but before 6 weeks have expired after
giving such notice.
 Section 22(2): No employer carrying on any public utility service shall lock-out any of
his workmen:
a) Without giving them notice of lock-out as herein after provided
within six weeks before locking out; or
b) Within fourteen days of giving such notice; or
c) Before the expiry of the date of lock-out specified in any such
notice as aforesaid; or
d) During the pendency of any conciliation proceeding before a
Conciliation Officer and seven days after the conclusion of such
proceedings.

Section 22(3): Notice of strike or lock-out as provided by sub-sections (1) and (2) many in
certain cases be dispensed with.
(1) No notice of strike shall be necessary where there is already in
existence a lock-out in the public utility service concerned.
(2) No notice of lock-out shall be necessary where there is already in
existence a strike in the public utility service concerned.
Sub-section (3) is in the nature of an exception of sub-sections (1) and (2)
of section 22.
Bhaskaran v/s Sub-Divisional Officer18
Held: that posts and YTelegraphs Department, being Public Utility Service,
cannot declare lock-out without notice and that the employees of the
department cannot go on strike without notice.

Section 22(4): Notice of strike shall be given by such number of persons to such
person or persons in such manner as may be prescribed.

Who will give notice?

(i) By the President or Secretary or office-bearer of a registered Trade
Union or federation.
(ii) Where there is no registered Trade Union of workmen by atleast
seven representatives of workmen duly authorized in this behalf at a
general meeting specifically held for the purpose.

18
(1982) II LLJ 248 (Ker)
 The object of giving notice of strike is to enable the other party to make
amends or to come to terms or redress the grievance or to approach the
authorities to intervene and stop, if it is possible the threatened action.

Section 22(5): Notice of lock-out shall be given in such manner as may be prescribed.

Section 22(6): Deals with intimation of notices given under sub-section (1) or (2) to
specified authorities.
If on any day an employer receives from any person employed by him
any such notice as is referred to in sub-section (1), he shall within five
days report to the Appropriate Government or to such authority as that
Government may prescribe, the number of notices received on that day.
Similarly, if any employer gives any notice as is referred to in sub-
section (2), to any person employed by him, he shall report this fact
within five days to the to the Appropriate Government or to such
authority as that Government may prescribe.
 General prohibition of Strikes and Lock-outs:

The prohibition against strikes and lock-out contained in Section 23 is general in nature. It
applies to both public utility as well as non-public utility establishments. A strike in breach
of contract by workmen and lock-out by the employer is prohibited in the following cases:
(i) During the pendency of conciliation proceedings before a Board and seven days
after the conclusion of such proceedings;
(ii) During the pendency of conciliation proceedings before a Labour Court, Tribunal
or National Tribunal, and two months after the conclusion of such proceedings;
(iii) During the pendency of arbitration proceedings before an arbitrator and two
months after the conclusion of such proceedings, where a notification has been
issued under sub-section (3-A) of section 10-A, or
(iv) During any period in which a settlement or award is in operation in respect of the
maters covered by such settlement or award.

The object of these provisions seems to ensure a peaceful atmosphere to enable a

conciliation or adjudication or arbitration proceeding to go on smoothly. This section
because of its general nature of prohibition covers all strikes and lock-outs irrespective of
the subject-matters of dispute pending before the authorities. However a conciliation
proceeding before a conciliation officer is no bar to a strike or lock-out under this section,
it is only a conciliation proceeding before a Board which is mentioned in this Act.

The provisions of section 23 shall apply to all industrial establishments. Section 23 applies
to both public utility service as well as non-public utility service, while Section 22 applies
to public utility service alone. Section 23 does not prohibit a strike or lock-out during the
pendency of conciliation proceeding before a conciliation officer, Section 22 does so.
 Illegal Strikes and Lock-outs:

According to Section 24(1) Strike or lock-out shall be illegal if it is:

(1) Commenced or declared in contravention of section 22 in a public utility service;
(2) Commenced in contravention of section 23 in any industrial establishment
( including both public utility and non-public utility service);
(3) Continued in contravention of an order made by the appropriate Government under
section 10(3) or sub-section (4-A) of section 10-A of the Act.

Strike or lock-out in contravention of the provisions of Section 22 or Section 23 of the Act

is declared illegal by Section24 of the Act. A strike or lock-out which commenced as legal
under Section 22 & 23 can be continued unless an order under Section 10(3) has been
passed prohibiting the continuance of an existing strike or lock-out.

Sub-section (2) of Section 24 of the Act lays down that continuance of strike or lock-out is
deemed to be illegal only if an order prohibiting it is passed under Section 10(3).

Sub-section (3) of Section 24 of the Act provides that a lock-out declared in consequence
of an illegal strike or a strike declared in consequence of an illegal lock-out shall not be
deemed to be illegal.

Thus Strike and lock-out shall not be deemed to be illegal if:-

(i) At the commencement they are not in contravention of the provisions of this Act;
(ii) Their continuance has not been prohibited by the appropriate Government under
section 10(3) of the Act;
(iii) A lock-out is declared in consequence of an illegal strike or vice versa.

Maharashtra General Kamgar Union v/s Balkrishna Pen P. Ltd.19

Held: when a strike is commenced before the expiry of14 days notice, it will
be illegal but only for the unexpired notice period and thereafter, the strike
would be legal.

19
(1989) 1 Lab LJ 319 (Bom).
 Prohibition of financial aid to Illegal Strikes and Lock-outs:

Section 25 of the Act prohibits financial aid to illegal strikes and lock-outs. The
provisions of this section are attracted only if the strike or lock-out is illegal and not
otherwise.
It says that no person shall knowingly spend or apply any money in direct furtherance
or support of an illegal strike or lock-out. This section has the following ingredients:
(i) Spending or applying money;
(ii) Money spent or applied in direct furtherance or support of an illegal strike or
lock-out;
(iii) The strike or lock-out must actually be illegal;
(iv) Knowledge on the part of the person expending or applying money that the
strike or lock-out is illegal.

Thus for prosecuting a person for the contravention of Section 25, the prosecution
must prove:-
(a) That the strike or lock-out was illegal;
(b) That the accused had the knowledge that the strike or lock-out was illegal and
that the money spent by him was direct furtherance or support of the same.
(c) That the money was spent by the accused.

It is only spending of money in support of a strike which is prohibited

under this section. Therefore, helping the strikers by way of providing clothes or any
other sort of help is not punishable under this Act.

Section 28 provides penalty for giving financial aid to illegal strikes and lock-outs.
Punishment may extend to six months’ imprisonment or one thousand rupees fine or
both.
 Punishment for Illegal Strikes:

If a strike is illegal the party guilty of the illegality is liable to punishment under
Section 26 of the Act.
Section 26(1) prescribes penalty which can be imposed on any workman who
commences, continues or otherwise acts in furtherance of a strike which is illegal
under this act. Thus to penalize a workmen under Section 26(1) two conditions must
be fulfilled, namely,-
(1) A workman must commence, continue or in some other manner act in
furtherance of a strike ; and
(2) Such strike must be illegal under the act.

Any workman found guilty of participating in an illegal strike shall be punishable with
imprisonment of a term which may extend to one month or with a maximum fine of
rupees fifty or with both.

Section 26(2) provides that an employer shall be punishable with imprisonment

extending to one month or with a maximum fine of rupees one thousand or with both
if,
(1) Such employer commences, continues or otherwise acts in furtherance of a
lock-out; and
(2) Such lock-out is illegal under the act.
Even though the workers have a right to go a strike but it is not their fundamental
right20. In case of illegal strike the guilty party has to undergo punishment. A
distinction has been tried between illegal but justified strikes and illegal and
unjustified strikes. For instance a strike may be illegal but it might have been taken
recourse for good reasons and carried on in orderly and peaceful manner.

Crompton Greaves v/s The Workers

It was held that the workers will be entitled to wages for the strike period
when the strike is legal as well as justified.

20
AIR 1978 SC 1489

18
 A strike is legal if it does not violate any provisions of the Act. A strike cannot be said
to be unjustified unless the reasons for it are entirely perverse or unreasonable.

In a case a question was raised “whether the employer can dismiss a workman for
joining a strike which is not illegal but unjustified”. It was held that the right to strike is
recognized by implication. A strike may be unjustified for many reasons, for example:-

a) demands may be unreasonable,

b) demands may be made with extraneous motives,
c) steps taken by employer to redress the alleged grievances though negotiation or
conciliation.
The strike does not put an end to the employer-employee relationship and an employer
cannot discharge a workman for a mere participation in a strike which is not illegal.

Bank of India v/s T. S. Kelewala21

The supreme Court held that where the contract or standing orders or the
service rules/regulations are silent on the issue of workers’ entitlement to
wages during the strike period, the management has the power to deduct
wages for absence of duty when the absence is concerted action on the part
of the employees and the absence is not disputed, irrespective of the fact
whether the strike was legal or illegal.

If the strike is illegal, the workmen are not entitled to wages or compensation and they are
also liable to punishment by way of discharge or dismissal.
The Supreme Court in the case of India General Navigation and Railway Co. Ltd., and
Anr. v/s Their Workmen22 observed, “It is difficult to understand how a strike in
respect of a public utility service, which is clearly illegal, could at the same time be
justified. These two conclusions cannot in law exist, the law has not made any
distinction between an illegal strike which may be said to be justified and one is not
justifiable”.

21
(1990) 4 SCC 744
22
AIR 1960 SC 219

19
 It was further observed by the Supreme Court that in case of an illegal strike the only
question of practical importance would be the quantum of punishment. To decide the
quantum of punishment a clear distinction has to be made between violent strikers and
peaceful strikers.
(1) Violent strikers are those who obstruct the loyal workmen from carrying on
the work or take part in violent demonstrations and act in defiance of law
and order;
(2) Peaceful strikers are those workmen who are silent participants in the
strike.

The first category of strikers is to be dealt with more severely and the punishment
of dismissal, discharge or termination has to be imposed upon them. It would
neither be in the interest of industry nor the workmen to effect wholesale dismissal
of all striking workmen.

Chandramalai Estate Ernakulam v/s Its Workmen23

Held: Strike is the last weapon. There may, however, be the circumstances
where the demand is of such urgent nature that it cannot be reasonably
expected from the workmen to wait till after asking the Government to make
a reference; in such a case the strike even before such request has been made
will be justified.

Swadeshi Industries Ltd. v/s Their Workmen24

Held: Strike for securing improvement on matters relating to wages,
dearness allowance, bonus, provident fund, gratuity, leave and holiday may
prima facie be considered to be justified because it is the primary object of a
Trade Union to secure better conditions of employment of the workmen.

Syndicate Bank v/s Umesh Nayak etc.,25

When there is a machinery for settlement of disputes but employees or
employers resort to strike or lock-out without having recourse to the
prescribed means, strike or lock-out is unjustified and when there is a breach

23
(1960) II LLJ 243
24
(1960) II LLJ 78 (SC)
25 (1994) II LLJ 836
(SC)
20
 of rules, it would be illegal. Therefore, the strike or lock-out as a weapon
has to be used sparingly for redressal of urgent and pressing grievance when
either no means are available or the available means have failed. The
justness or otherwise of the action of the employer or employees has,
therefore, to be examined on the anvil of the interest of the society which
action tends to affect.

Iron and Metal Traders Pvt. Ltd., Bombay v/s M.S. Haskiel & Others26
Many strikers were instated but the respondents were singled out by the
management for drastic treatment. The Tribunal found the action of the
employer as discriminatory and therefore ordered reinstatement of three
workers and awarded compensation to seven in lieu of reinstatement. The
management filed appeal to the Supreme Court and the Supreme Court held
the approach of the Tribunal to be fair, just and unreasonable.

It must also be noted that whenever an action of forfeiture is taken against an

employee on the ground that he participated in an illegal strike and absented himself
from duty it is necessary that he should be given an opportunity of being heard.
Without observing the principle of natural justice no action of forfeiture should be
taken.

26 (1983) II LLJ 504

(SC)
21
  Impact of Illegal Strike & Illegal Lock-out:-

1. Wages during illegal strike: - The effect of an illegal strike is that the workmen
cannot claim wages for the period during which an illegal strike continues.
It is pointed out that if the strike is legal the workmen are entitled to wages. A
strike is legal or illegal, justified or unjustified is question of fact which is to be
judged in the light of the fact which is to be judged in the light of the facts and
circumstances of each case. It has been held by the Supreme Court 27 that in
order to entitle the workmen to wages for the period of strike, the strike should
be legal as well as justified.

M/s Crompton Greaves v/s The Workers

The Supreme Court has observed that it is well settled that in order to entitle
the workmen to wages for the period of the strike, the strike should be legal
as well as justified.

A strike is legal if it does not violate any provision of the statute. Again a strike
cannot be said to be unjustified unless the reasons for it are entirely perverse or
unreasonable. It is also well settled that the use of force or violence or acts of
sabotage resorted by the workmen during a strike disentitles them to wages for
the strike period.

Syndicate Bank v/s Umesh Nayak28

Whether strike is legal and justified this question is to be determined by the
adjudication under the Act. Primarily High Court is not the forum for getting
findings on the issues regarding justifiability and legality of strike.

2. Trade Union Immunities and illegal strikes: - The illegality or unjustifiability

or unreasonableness of the strike will not deprive the labour union of its
immunities granted by the Trade Union Act as was clearly held in Rohtas
Industries Ltd., v/s Rohtas Industries Staff Union.29

27
Canara Bank v/s Jambunath, AIR 1995 SC 319
28
AIR 1995 SC 319
29
AIR 1976 SC 425

22
3. Whether workers are entitled to wages during illegal lock-out: - In Krishna
Sugar Mills v/s State of U.P., this questioned was discussed. The mill was
closed for two days consequent to the alleged assault of officers by some
workmen who created a panicky situation. The Tribunal held that the closure
was lock-out which was illegal and unjustified and so workers are entitled to
wages during the lock-out period. The matter was agitated before the High
Court which held that the lock-out may be sometimes not at all connected with
economic demands; it may be resorted to as a security measure. In this case
such a lock-out was declared without giving notice as was required and that it
was unjustified also being a retaliatory measure. So the company was liable to
pay wages during the lock-out period.

4. Can the employer dispense with the service of workers consequent to a strike: -
The employer-employee relationship is not terminated by participation in strike
or by declaration of lock-out. The purpose of strike is to redress the legitimate
grievance of the strikers. This right is recognized by the law and the violation
of this right cannot put an end to the contract of employment by any unilateral
process.

5. Disciplinary action against striking workmen: - Normally participation in

illegal strike amounts to misconduct on the part of the workmen for which even
punishment of dismissal can be given. In Model Mills Ltd., v/s Dhermodas, the
Supreme Court upheld the right of employer to dismiss from services the
workmen participating in illegal strike under the provisions of the standing
orders of the company.
 Conclusion:

Though under the Constitution of India, the right to strike is not a fundamental right
as such, it is open to a citizen to go on strike or withhold his labour. It is a legitimate
weapon in the matter of industrial relations.
In both lock-out and strike, a labour controversy exists which is deemed intolerable
by one of the parties, but lock-out indicates that the employers rather than the
employees have brought the matter in issue.

Strike may be justified or unjustified, legal or illegal. It depends on the

circumstances of each case. It is usually associated with collective bargaining by
workers and is permissible under Industrial dispute Act, 1947.
Lock-out is a weapon of coercion in the hands of the employer with a motive to
coerce the workmen which is due to an industrial dispute and continues during the
period of dispute.
However strikes and lock-outs are prohibited during the pendency of conciliation
adjudication and arbitration proceedings.

Strikes are said to be revolutionary as it seeks to obtain better living conditions for
the workers who form the majority in the industrial community. Better wages, better
homes and healthy living condition better education—these are the healthy
objectives for the attainment of which labour resorts to strikes. Hence, strikes may
justly be described as contributing towards a revolutionary process in man's progress
towards social order.

'Lock-outs', on the contrary, are reactionary by any measures; because their object is
to frustrate this progressive tend in human affairs. To hold down wages to a
minimum, workers denied of equal opportunities for the education of their children,
and no savings to fall back upon in evil times, is surely unjustifiable, and may be
rightly called reactionary.

A strike signals the transfer of power from the employer to the union. While the
employer has a right to employ and retrench workers, in the case of a strike, the right
to not come to the place of work is with the union. This transfer of right also means
higher bargaining power for the union. A strike is also used by the union to unite its
members and send a strong signal to the management. In this case, strike also
becomes an effective tool for the union to regain any lost support among the
workers.

A lockout declared because of the poor financial condition of the company has an
obvious advantage for the employer because it lets him cut his financial losses.
During this period, an employer does not have to pay the labour costs and other
variable costs.

However A lockout is the last step an employer would take. This is because a
lockout means loss of production, which in turn means financial losses for the
company. So except it is a case of financial distress, the employer would like to
continue working.
A lockout also means deterioration in the relationship between the employer and the
union/workmen. If the workmen decide to contest the reasons on which the employer
has declared a lockout, there are chances that the employer might have to end up
paying wages for the period of lockout along with other benefits which will have a
huge financial implication on the company.
 Bibliography

1. Chaturvedi S. M.
Labour and Industrial Laws
Thirteenth Edition, Central Law Agency.

2. Dr. Singh Avtar

Introduction to Labour and Industrial Law
Second Edition 2008, Lexis Nexis Butterworths Wadhwa Nagpur.

3. Mishra S. N.
Labour and Industrial Law
24th Edition, Central Law Publications.

4. Pillai K. M
Labour and Industrial Laws
11th Edition 2007, Allahabad Law Agency.

5. www.econlib.org

6. www.legalserviceindia.com