Q.Assertion (A): To call a strike is a difficult decision. Reason (R): Managers may try to use substitute labour. Workers also find it hard to sustain themselves without wages. a. Both Assertion (A) and Reason (R) are true and Reason (R) is the correct explanation of Assertion (A) . b. Both Assertion (A) and Reason (R) are true, but Reason (R) is not the correct explanation of Assertion (A) . c. Assertion (A) is true, but Reason (R) is false d. Assertion (A) is false, but Reason (R) is true.

Labor Dispute Types

Think of a workplace as a small society. In any society, disagreements happen. A labor dispute is simply a disagreement between employers and employees (or between groups of employees themselves) that arises out of the employment relationship. It is the friction point where interests clash — over wages, working conditions, promotions, or even the interpretation of a contract.

The key to understanding labor disputes is to know who is fighting whom, and what the fight is about. That gives us two main ways to classify them.

Classification by the Parties Involved

This is the most intuitive way. It asks: on which sides are the opposing parties standing?

• Individual Dispute: One employee versus the employer. Example: An employee claims she was unfairly denied a promised bonus. The dispute involves only that single worker and the management.
• Collective Dispute: A group of employees (usually represented by a trade union) versus the employer. Example: The union demands a 10% wage hike for all factory workers, and the company refuses. The dispute involves the entire workforce or a substantial section of it.

Classification by the Nature of the Dispute

This classification digs deeper into what the disagreement is actually about. It is the more analytical way to look at things.

1. Interest Disputes

An interest dispute is about creating new rights or changing existing ones. It arises when one side wants something that is not currently in the contract or the law. The word "interest" here means a future claim — a demand for something new.

• Example: Workers demand a 5-day workweek when the current agreement says 6 days. There is no existing right to a 5-day week; they are trying to create one.
• Why it matters: These disputes are typically resolved through collective bargaining, mediation, or arbitration. If no agreement is reached, a strike or lockout may follow.

2. Rights Disputes

A rights dispute is about interpreting or applying an existing right. It arises when one side believes the other has violated a term of the employment contract, a law, or a collective bargaining agreement. The right already exists on paper; the fight is over whether it was respected.

• Example: The contract says overtime is paid at double the normal rate. The company pays only 1.5 times. The worker claims a violation of an existing right.
• Why it matters: These disputes are usually settled through grievance procedures, labor courts, or tribunals. Strikes over rights disputes are often considered illegal in many jurisdictions because the proper channel is legal recourse, not industrial action. …