Chapter: 2.3 Trade Union of the M.R.T.U.P.U.L.P.

Trade Union

1) to advice or employees support or instigate any strike deemed to be illegal under this Act,
2) to coerce employees in the exercise of their right to self organization or to join unions or refrain from joining any union,
3) for recognized union to refuse to bargain collectively in good faith with  the employer,
4) to include in coercive activities against certification of a bargaining representative,
5) to stage, encourage or instigate such forms of coercive actions as willful "go slow" squatting on the work premises after working hours or "gherao" of any of the members of the managerial or other staff,
6) to stage demonstration at the residences of the employers; of the managerial staff members.

Schedule IV has described the General Unfair Labour Practices on the part of EMPLOYERS:
1) To discharge or dismiss employees

a) by way of victimization,
b) not in good faith, but in the colorable exercise of the employer's rights,
c) by falsely implicating an employee in a criminal case of false evidence or on concocted evidence,
d) for patently false reasons,
e) on untrue or trumped up allegations of absence without leave,
f) in utter disregard of the principles of natural in the conduct of domestic inquiry or with undue haste,
g) for misconduct of minor or technical character, without having any regard to the nature of the particular misconduct or the past record of service of the employee, so as to amount to a shockingly disproportionate punishment.

2) To abolish the work of regular nature being done by employees, and to give such work to contractors as measure of breaking a strike.
3) To transfer an employee mala fide from one place to another, under the guise of following management policy.
4) To insist upon individual employers, who were on legal strike, to sign a good conduct bond, as a pre-condition to allowing them resume work.
5) To show favoritism or partiality to one set of workers, regard us of merits.
6) To employ employees as "BADALI", casuals or temporaries and to continue them as such for years, with the object of depriving them of the status and privileges of permanent employees.
7) To discharge or discriminate against any employee for filing charges or testifying against an employer in any inquiry or proceeding relating to any industrial dispute.
8) To recruit employees during a strike which is not an illegal strike
9) Failure to implement award, settlement or agreement.
10) To indulge in act of force or violence

There are panalties for violating this Act.