labour laws
•Download as PPTX, PDF•
3 likes•787 views
This document discusses labour laws in India related to worker remuneration. It outlines four key laws enacted by the Indian parliament: the Payment of Wages Act 1936, Minimum Wages Act 1948, Workmen's Compensation Act 1923, and Equal Remuneration Act 1976. These laws aim to ensure minimum wages, compensation for workplace accidents, and equal pay for men and women doing the same work. The document also compares some Indian labour laws and practices to those of China and the United States.
Report
Share
Report
Share
Recommended
01 introduction to labour laws
This document discusses Indian labor legislation and its constitutional basis. It covers the objectives of labor laws, which include maintaining industrial peace and protecting workers. Labor laws are categorized into those related to working conditions, wages, industrial relations, and social security. Key principles of labor legislation include social justice and national economy. The Indian Constitution establishes rights like equality, freedom of speech, and abolition of child labor that labor laws uphold. Directives like right to livelihood, equal pay for equal work, and living wages further guide labor policy.
Code on Social Security, 2020-Part I
Key Takeaways:
- Functions and Procedure of Social Security Organisations
- Concept of Deemed Wages
- Utilisation of Employees State Insurance Fund
Employees compensation act, 1923
The document summarizes the key aspects of the Employees Compensation Act, 1923 in India. It outlines the objectives of the act, which is to provide quick compensation to employees or their dependents for work-related injuries or diseases. It covers the definitions, scope, procedures for calculating compensation amounts for death, injury types, employer liability including when contractors are involved, penalties for non-compliance, and prohibited contracting-out of compensation. The act aims to provide social security to employees in a faster manner than civil court proceedings.
Workmen Compensation Act 1923
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising out of and during employment. The Act applies to workmen in hazardous occupations such as factories, mines, transport, construction etc. It defines key terms like employer, workman, dependent and provides that employers are liable to pay compensation for work-related injuries or deaths. The compensation amounts are calculated based on factors like monthly wages and degree/duration of disablement. Certain contractual arrangements and acts like willful disobedience do not make the employer liable for compensation. The Act is enforced through commissioners appointed by State Governments.
Bonded labour system
The document discusses bonded labor systems in India. It defines bonded labor as a system where employers give high-interest loans to workers who must then work for low wages to repay the debt, often over generations. The 1976 Bonded Labor Abolition Act defines bonded labor and seeks to abolish the system. Causes of bonded labor include poverty, lack of work, and social factors like caste discrimination. The document outlines the historical context and types of bonded labor systems. It discusses constitutional provisions banning forced labor and definitions related to bonded debt and labor in the 1976 Act. A legal case example is provided where engaging children to graze cattle part-time for food and wages was ruled not to constitute bonded labor.
COMPARATIVE STUDY ON ID ACT,1947 & BIR ACT 1946
This document provides a comparative study of the Industrial Relations Act, 1947 and the Bombay Industrial Relations Act, 1946. It outlines the objectives, definitions, authorities and dispute resolution processes under each act. The Industrial Relations Act, 1947 is a central legislation that applies to all industries in India, while the Bombay Industrial Relations Act, 1946 is a state legislation that applies only to certain industries in Gujarat and Maharashtra. Some key differences are that the Bombay Act gives sole bargaining power to union representatives in an area, while the central act does not, and the central act has more elaborate provisions around layoffs and retrenchment.
The plantation labour act 1951
Plantation Labour Act 1951 provides the welfare of labour and to regulate the conditions of work in plantations.
The Industrial Employment Standing Orders Act, 1946
This document provides an overview of the Industrial Employment (Standing Orders) Act, 1946 in India. The key points are:
1. The Act aims to ensure workers know the terms and conditions of their employment by requiring employers to define rules regarding working conditions, leave, holidays, termination and more in certified standing orders.
2. Employers must submit draft standing orders to certifying officers, who certify the orders after considering any objections from workers. Certified standing orders have statutory force and define the terms of employment.
3. The Act applies to establishments with 100 or more workers and covers manual, clerical, skilled and unskilled workers. It aims to minimize conflicts and foster harmonious employer-
Recommended
01 introduction to labour laws
This document discusses Indian labor legislation and its constitutional basis. It covers the objectives of labor laws, which include maintaining industrial peace and protecting workers. Labor laws are categorized into those related to working conditions, wages, industrial relations, and social security. Key principles of labor legislation include social justice and national economy. The Indian Constitution establishes rights like equality, freedom of speech, and abolition of child labor that labor laws uphold. Directives like right to livelihood, equal pay for equal work, and living wages further guide labor policy.
Code on Social Security, 2020-Part I
Key Takeaways:
- Functions and Procedure of Social Security Organisations
- Concept of Deemed Wages
- Utilisation of Employees State Insurance Fund
Employees compensation act, 1923
The document summarizes the key aspects of the Employees Compensation Act, 1923 in India. It outlines the objectives of the act, which is to provide quick compensation to employees or their dependents for work-related injuries or diseases. It covers the definitions, scope, procedures for calculating compensation amounts for death, injury types, employer liability including when contractors are involved, penalties for non-compliance, and prohibited contracting-out of compensation. The act aims to provide social security to employees in a faster manner than civil court proceedings.
Workmen Compensation Act 1923
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising out of and during employment. The Act applies to workmen in hazardous occupations such as factories, mines, transport, construction etc. It defines key terms like employer, workman, dependent and provides that employers are liable to pay compensation for work-related injuries or deaths. The compensation amounts are calculated based on factors like monthly wages and degree/duration of disablement. Certain contractual arrangements and acts like willful disobedience do not make the employer liable for compensation. The Act is enforced through commissioners appointed by State Governments.
Bonded labour system
The document discusses bonded labor systems in India. It defines bonded labor as a system where employers give high-interest loans to workers who must then work for low wages to repay the debt, often over generations. The 1976 Bonded Labor Abolition Act defines bonded labor and seeks to abolish the system. Causes of bonded labor include poverty, lack of work, and social factors like caste discrimination. The document outlines the historical context and types of bonded labor systems. It discusses constitutional provisions banning forced labor and definitions related to bonded debt and labor in the 1976 Act. A legal case example is provided where engaging children to graze cattle part-time for food and wages was ruled not to constitute bonded labor.
COMPARATIVE STUDY ON ID ACT,1947 & BIR ACT 1946
This document provides a comparative study of the Industrial Relations Act, 1947 and the Bombay Industrial Relations Act, 1946. It outlines the objectives, definitions, authorities and dispute resolution processes under each act. The Industrial Relations Act, 1947 is a central legislation that applies to all industries in India, while the Bombay Industrial Relations Act, 1946 is a state legislation that applies only to certain industries in Gujarat and Maharashtra. Some key differences are that the Bombay Act gives sole bargaining power to union representatives in an area, while the central act does not, and the central act has more elaborate provisions around layoffs and retrenchment.
The plantation labour act 1951
Plantation Labour Act 1951 provides the welfare of labour and to regulate the conditions of work in plantations.
The Industrial Employment Standing Orders Act, 1946
This document provides an overview of the Industrial Employment (Standing Orders) Act, 1946 in India. The key points are:
1. The Act aims to ensure workers know the terms and conditions of their employment by requiring employers to define rules regarding working conditions, leave, holidays, termination and more in certified standing orders.
2. Employers must submit draft standing orders to certifying officers, who certify the orders after considering any objections from workers. Certified standing orders have statutory force and define the terms of employment.
3. The Act applies to establishments with 100 or more workers and covers manual, clerical, skilled and unskilled workers. It aims to minimize conflicts and foster harmonious employer-
Salient features of industrial disputes act , 1947
The document summarizes key aspects of the Industrial Disputes Act, 1947 in India. It defines an industrial dispute as a conflict between management and workers regarding terms of employment. The Act aims to promote amity between employers and employees, settle disputes, prevent illegal strikes and lockouts, and provide relief to workers during layoffs. It establishes mechanisms for conciliation and arbitration of disputes. The Act also defines common forms of disputes like strikes and lockouts, and regulates these during dispute resolution processes. It covers important terms used in the Act like appropriate government, arbitrator, wages, industry and workmen.
Equal remuneration act,1976
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work for men and women. It seeks to prevent discrimination against women in employment and provide increased job opportunities. The key features are that it applies across India, restricts discriminatory contracts, applies to all workers regardless of hours, and establishes enforcement authorities. Non-compliance can result in fines, imprisonment, or both. Implementation is done at the central level by the central government and at the state level by state governments. Exceptions are made for special treatment related to pregnancy, retirement, marriage or death.
TRADE UNION MOVEMENT IN INDIA AND TRADE UNION ACT 1926
This document provides an overview of the trade union movement in India. It defines a trade union as a voluntary association created by workers to protect their collective interests. It outlines the growth of trade unions in India from the pre-World War I period through independence in 1947. Some of the largest central trade unions in India are mentioned. The objectives, functions, weaknesses and legal status of registered trade unions are summarized. The Trade Union Act of 1926 is introduced as the key regulation governing trade union registration in India.
Equal remuneration act,1976
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work between men and women. Key objectives include preventing discrimination against women in employment and increasing opportunities for women. The Act applies to all employers across India and mandates equal remuneration for men and women performing the same or similar work. It also prohibits discrimination in recruitment, training, or promotions based on sex. Advisory committees provide recommendations to increase women's employment. Authorities appointed by the government hear complaints and claims regarding violations and direct appropriate actions such as payment of unequal wages.
Trade Union Act 1926
This document provides an overview of the Trade Union Act of 1926 in India. It discusses key aspects of the act such as:
1. The objective of the act was to provide trade unions and their members protection from certain civil and criminal liabilities and to control expenditures of union funds for specified purposes.
2. It defines what constitutes a trade union and a trade dispute. It also outlines the process for registration of trade unions, requirements for trade union rules, and powers of the registrar.
3. The act established trade unions as corporate bodies with perpetual succession, the ability to own property, enter contracts, and sue or be sued. It has since undergone several amendments to expand protections for unions.
PPT on "Labour Laws in India"
Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355
Bonded Labour Abolition Act
This document summarizes the Bonded Labour System (Abolition) Act of 1976 in India and the key 1983 Supreme Court case Bandhua Mukti Morcha v. Union of India.
The Act aims to abolish bonded labor by cancelling all debts of bonded laborers, prohibiting new bondage agreements, and requiring the economic rehabilitation of freed bonded laborers. It criminalizes attempts to compel bonded labor.
The 1983 case found that migrant workers in mines and quarries were being exploited as bonded laborers without proper wages, housing, or safety conditions. The Supreme Court upheld the workers' right to approach the court under Article 32 to seek relief for violations of their fundamental rights and freedoms.
Labour and the constitution
This document discusses India's labour laws and constitution. It notes that India's constitution includes Directive Principles of State Policy that embody the concept of social justice. A series of labour laws were enacted to protect workers and promote their welfare and social security. International organizations like the ILO also pursue social justice goals through establishing labour standards and technical assistance. There is debate around the appropriate role of law in industrial relations, with differing views on whether the focus should be regulatory legislation or allowing parties to regulate themselves.
Women's rights under labour laws
The document discusses various labour laws in India related to women's rights and protections. It outlines laws that provide for equal treatment and special protections for working women, including maternity benefits, prohibition of night work, and laws against sexual harassment. Key acts discussed include the Maternity Benefit Act, Equal Remuneration Act, Sexual Harassment of Women at Workplace Act, and Factories Act. The document provides an overview of the provisions and protections afforded by these important labour laws.
Labour law presentation
The document provides an overview of labour law. It discusses how labour law mediates the relationship between workers, employers, unions and governments. It outlines key topics covered by labour law including working hours and conditions, leaves and holidays, children's employment, disputes, and equal employment practices. The document also gives a brief history of labour law and discusses international labour law and organizations like the ILO and WTO. It concludes by describing Pakistan's constitution in relation to labour rights and key labour laws and legislations in Pakistan.
Trade union act 1926
Introduction,Objectives of trade union,Organization in India trade union,Rights and liabilities of trade union.
Evolution of Labour Laws in India
This document summarizes the evolution of labour laws from the 19th century to present day. It discusses how the International Labour Organization was formed after World War I to address workers' rights and establish international standards. The ILO adopted several conventions at its first conference in 1919 relating to work hours, unemployment, maternity leave, child labor, and more. The document then discusses the purpose of labour legislation in establishing productive employment relationships while protecting workers' rights, and traces the evolution of labour laws in India under British colonial rule.
The indian trade union act 1926
The document summarizes key aspects of the Trade Union Act of 1926 in India. It discusses the objectives of establishing legal protections for trade unions, how unions are defined, and requirements for registration. Key points include:
- The Act aimed to provide legal status to trade unions by establishing a registration system.
- A trade union is defined as a combination of workers/employers formed to regulate their relations or impose conditions on businesses.
- At least 7 members can apply to register a union, providing details like member names and addresses, union name and rules.
- Registered unions must operate within certain duties like notifying address changes and submitting annual audited financial reports.
- Funds are raised
Labour laws in india
The ppt describes the various aspects of labour laws prevailing in India, with the reference of past and future.
Welfare Measures of Factory Act,1948
The provisions relating to the Labour Welfare as mentioned in the Factories Act, 1948 : (1) Washing Facilities (2) Facilities for storing and drying clothing (3) Facilities for sitting (4) First aid appliances (5) Canteens (6) Shelters, rest rooms and lunch rooms (7) Creches and (8) Welfare officers
the plantation labour act , 1951
cover every sections of plantation labour act,1951. it also covers your syllabus in exam point of view.
Maternity benefit act,1961
The Maternity Benefit Act of 1961 aims to regulate women's employment around childbirth and provide maternity benefits. Key provisions include 26 weeks of paid maternity leave (8 weeks before delivery), cash benefits like medical bonus, and non-cash benefits like nursing breaks and protection from firing. The Act applies to establishments with 10 or more employees and requires duties from both employees and employers around leave notification and record keeping. The 2021 amendments expanded leave and benefits and introduced provisions for working from home and adoption.
Labour legislations
The document discusses Indian labor legislation. It provides definitions and outlines the objectives, principles, scope, and classification of labor laws in India. Key points covered include:
- Labor legislation protects workers' rights and promotes healthy employer-employee relations.
- Major labor laws in India relate to industrial relations, wages, working conditions, welfare, and social security.
- Labor laws aim to prevent exploitation of workers, preserve their health and safety, and establish productive employment relationships.
- Major central acts discussed are the Industrial Disputes Act, Employees' Compensation Act, Payment of Gratuity Act, and Minimum Wages Act.
Labour law
Labour laws address the relationship between employers, employees, and labour organizations, dealing with issues like wages, working conditions, and dispute resolution. The document discusses several important Indian labour laws like the Factories Act, Industrial Disputes Act, Trade Union Act, Workmen's Compensation Act, and Minimum Wages Act. It provides definitions and objectives of industrial disputes and trade unions, and outlines some key provisions of the acts regarding dispute settlement mechanisms, registration of trade unions, employer liability for compensation, and ensuring minimum wages.
Payment of Wages Act 1936
The document summarizes the key aspects of the Payment of Wages Act, 1936 in India. It outlines the applicability of the Act, definitions, responsibilities for wage payment, fixation of wage periods at a maximum of one month, timelines for payment within 7-10 days of the wage period, methods of payment, authorized deductions including fines and loans, and procedures for appeals. The purpose of the Act is to ensure timely and full payment of wages to employees without unauthorized deductions.
Important labour laws in india
An introduction to the most important labour laws in India. The presentation gives just an idea of what is the Act all about. It acts like a handbook to a budding HR executive.
Labour laws in India- ppt
The document summarizes key provisions of various Indian labour laws:
- The Workmen Compensation Act, 1923 mandates employers to pay compensation to workers for death or injuries arising from employment. Compensation amounts depend on wages and age.
- The Trade Unions Act, 1926 details registration requirements for trade unions and annual return filings. A union must have a minimum number of members to register.
- The Payment of Wages Act, 1936 specifies timelines for wage payments, methods of payment, and permissible deductions. Wages must be paid in coins, currency or account credits.
- The Industrial Disputes Act, 1947 establishes processes for disputes including conciliation, adjudication and arbitration. It prohibits
More Related Content
What's hot
Salient features of industrial disputes act , 1947
The document summarizes key aspects of the Industrial Disputes Act, 1947 in India. It defines an industrial dispute as a conflict between management and workers regarding terms of employment. The Act aims to promote amity between employers and employees, settle disputes, prevent illegal strikes and lockouts, and provide relief to workers during layoffs. It establishes mechanisms for conciliation and arbitration of disputes. The Act also defines common forms of disputes like strikes and lockouts, and regulates these during dispute resolution processes. It covers important terms used in the Act like appropriate government, arbitrator, wages, industry and workmen.
Equal remuneration act,1976
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work for men and women. It seeks to prevent discrimination against women in employment and provide increased job opportunities. The key features are that it applies across India, restricts discriminatory contracts, applies to all workers regardless of hours, and establishes enforcement authorities. Non-compliance can result in fines, imprisonment, or both. Implementation is done at the central level by the central government and at the state level by state governments. Exceptions are made for special treatment related to pregnancy, retirement, marriage or death.
TRADE UNION MOVEMENT IN INDIA AND TRADE UNION ACT 1926
This document provides an overview of the trade union movement in India. It defines a trade union as a voluntary association created by workers to protect their collective interests. It outlines the growth of trade unions in India from the pre-World War I period through independence in 1947. Some of the largest central trade unions in India are mentioned. The objectives, functions, weaknesses and legal status of registered trade unions are summarized. The Trade Union Act of 1926 is introduced as the key regulation governing trade union registration in India.
Equal remuneration act,1976
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work between men and women. Key objectives include preventing discrimination against women in employment and increasing opportunities for women. The Act applies to all employers across India and mandates equal remuneration for men and women performing the same or similar work. It also prohibits discrimination in recruitment, training, or promotions based on sex. Advisory committees provide recommendations to increase women's employment. Authorities appointed by the government hear complaints and claims regarding violations and direct appropriate actions such as payment of unequal wages.
Trade Union Act 1926
This document provides an overview of the Trade Union Act of 1926 in India. It discusses key aspects of the act such as:
1. The objective of the act was to provide trade unions and their members protection from certain civil and criminal liabilities and to control expenditures of union funds for specified purposes.
2. It defines what constitutes a trade union and a trade dispute. It also outlines the process for registration of trade unions, requirements for trade union rules, and powers of the registrar.
3. The act established trade unions as corporate bodies with perpetual succession, the ability to own property, enter contracts, and sue or be sued. It has since undergone several amendments to expand protections for unions.
PPT on "Labour Laws in India"
Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355
Bonded Labour Abolition Act
This document summarizes the Bonded Labour System (Abolition) Act of 1976 in India and the key 1983 Supreme Court case Bandhua Mukti Morcha v. Union of India.
The Act aims to abolish bonded labor by cancelling all debts of bonded laborers, prohibiting new bondage agreements, and requiring the economic rehabilitation of freed bonded laborers. It criminalizes attempts to compel bonded labor.
The 1983 case found that migrant workers in mines and quarries were being exploited as bonded laborers without proper wages, housing, or safety conditions. The Supreme Court upheld the workers' right to approach the court under Article 32 to seek relief for violations of their fundamental rights and freedoms.
Labour and the constitution
This document discusses India's labour laws and constitution. It notes that India's constitution includes Directive Principles of State Policy that embody the concept of social justice. A series of labour laws were enacted to protect workers and promote their welfare and social security. International organizations like the ILO also pursue social justice goals through establishing labour standards and technical assistance. There is debate around the appropriate role of law in industrial relations, with differing views on whether the focus should be regulatory legislation or allowing parties to regulate themselves.
Women's rights under labour laws
The document discusses various labour laws in India related to women's rights and protections. It outlines laws that provide for equal treatment and special protections for working women, including maternity benefits, prohibition of night work, and laws against sexual harassment. Key acts discussed include the Maternity Benefit Act, Equal Remuneration Act, Sexual Harassment of Women at Workplace Act, and Factories Act. The document provides an overview of the provisions and protections afforded by these important labour laws.
Labour law presentation
The document provides an overview of labour law. It discusses how labour law mediates the relationship between workers, employers, unions and governments. It outlines key topics covered by labour law including working hours and conditions, leaves and holidays, children's employment, disputes, and equal employment practices. The document also gives a brief history of labour law and discusses international labour law and organizations like the ILO and WTO. It concludes by describing Pakistan's constitution in relation to labour rights and key labour laws and legislations in Pakistan.
Trade union act 1926
Introduction,Objectives of trade union,Organization in India trade union,Rights and liabilities of trade union.
Evolution of Labour Laws in India
This document summarizes the evolution of labour laws from the 19th century to present day. It discusses how the International Labour Organization was formed after World War I to address workers' rights and establish international standards. The ILO adopted several conventions at its first conference in 1919 relating to work hours, unemployment, maternity leave, child labor, and more. The document then discusses the purpose of labour legislation in establishing productive employment relationships while protecting workers' rights, and traces the evolution of labour laws in India under British colonial rule.
The indian trade union act 1926
The document summarizes key aspects of the Trade Union Act of 1926 in India. It discusses the objectives of establishing legal protections for trade unions, how unions are defined, and requirements for registration. Key points include:
- The Act aimed to provide legal status to trade unions by establishing a registration system.
- A trade union is defined as a combination of workers/employers formed to regulate their relations or impose conditions on businesses.
- At least 7 members can apply to register a union, providing details like member names and addresses, union name and rules.
- Registered unions must operate within certain duties like notifying address changes and submitting annual audited financial reports.
- Funds are raised
Labour laws in india
The ppt describes the various aspects of labour laws prevailing in India, with the reference of past and future.
Welfare Measures of Factory Act,1948
The provisions relating to the Labour Welfare as mentioned in the Factories Act, 1948 : (1) Washing Facilities (2) Facilities for storing and drying clothing (3) Facilities for sitting (4) First aid appliances (5) Canteens (6) Shelters, rest rooms and lunch rooms (7) Creches and (8) Welfare officers
the plantation labour act , 1951
cover every sections of plantation labour act,1951. it also covers your syllabus in exam point of view.
Maternity benefit act,1961
The Maternity Benefit Act of 1961 aims to regulate women's employment around childbirth and provide maternity benefits. Key provisions include 26 weeks of paid maternity leave (8 weeks before delivery), cash benefits like medical bonus, and non-cash benefits like nursing breaks and protection from firing. The Act applies to establishments with 10 or more employees and requires duties from both employees and employers around leave notification and record keeping. The 2021 amendments expanded leave and benefits and introduced provisions for working from home and adoption.
Labour legislations
The document discusses Indian labor legislation. It provides definitions and outlines the objectives, principles, scope, and classification of labor laws in India. Key points covered include:
- Labor legislation protects workers' rights and promotes healthy employer-employee relations.
- Major labor laws in India relate to industrial relations, wages, working conditions, welfare, and social security.
- Labor laws aim to prevent exploitation of workers, preserve their health and safety, and establish productive employment relationships.
- Major central acts discussed are the Industrial Disputes Act, Employees' Compensation Act, Payment of Gratuity Act, and Minimum Wages Act.
Labour law
Labour laws address the relationship between employers, employees, and labour organizations, dealing with issues like wages, working conditions, and dispute resolution. The document discusses several important Indian labour laws like the Factories Act, Industrial Disputes Act, Trade Union Act, Workmen's Compensation Act, and Minimum Wages Act. It provides definitions and objectives of industrial disputes and trade unions, and outlines some key provisions of the acts regarding dispute settlement mechanisms, registration of trade unions, employer liability for compensation, and ensuring minimum wages.
Payment of Wages Act 1936
The document summarizes the key aspects of the Payment of Wages Act, 1936 in India. It outlines the applicability of the Act, definitions, responsibilities for wage payment, fixation of wage periods at a maximum of one month, timelines for payment within 7-10 days of the wage period, methods of payment, authorized deductions including fines and loans, and procedures for appeals. The purpose of the Act is to ensure timely and full payment of wages to employees without unauthorized deductions.
What's hot (20)
Salient features of industrial disputes act , 1947
Salient features of industrial disputes act , 1947
TRADE UNION MOVEMENT IN INDIA AND TRADE UNION ACT 1926
TRADE UNION MOVEMENT IN INDIA AND TRADE UNION ACT 1926
Viewers also liked
Important labour laws in india
An introduction to the most important labour laws in India. The presentation gives just an idea of what is the Act all about. It acts like a handbook to a budding HR executive.
Labour laws in India- ppt
The document summarizes key provisions of various Indian labour laws:
- The Workmen Compensation Act, 1923 mandates employers to pay compensation to workers for death or injuries arising from employment. Compensation amounts depend on wages and age.
- The Trade Unions Act, 1926 details registration requirements for trade unions and annual return filings. A union must have a minimum number of members to register.
- The Payment of Wages Act, 1936 specifies timelines for wage payments, methods of payment, and permissible deductions. Wages must be paid in coins, currency or account credits.
- The Industrial Disputes Act, 1947 establishes processes for disputes including conciliation, adjudication and arbitration. It prohibits
Compliance under labour laws in india
The document discusses various labor law compliances that must be ensured by companies. It outlines the key responsibilities of the principal employer and contractors under acts like the Contract Labour Act, Minimum Wages Act, and Building and Other Construction Workers Act. Major compliances include registering establishments, obtaining licenses, maintaining registers and records, displaying notices, making statutory payments and returns, and ensuring payment of minimum wages. Strict penalties are prescribed for non-compliance with the labor laws. Principal employers must oversee that contractors are also fulfilling their compliance obligations.
Workforce Management for the Hospitality Sector
Synerion (formerly TimeTECH) provides Workforce Management/Time & Attendance systems that can help the hospitality industry reduce costs while improving service.
Germany Market Overview
The document provides an overview of company formation in Germany. It discusses the establishment of a GmbH, which requires at least one shareholder, two corporate bodies, a minimum share capital of EUR25,000, and liability is limited to business assets. It outlines the 5 steps for GmbH formation: drafting articles of association, notarization, payment of share capital, registration in the commercial register, and trade office registration. It also summarizes corporate taxation in Germany, including corporate income tax, solidarity surcharge, and trade tax which averages 29.83% overall tax burden. It concludes with incentives available for small and medium enterprises.
The Immigration Innovation Act of 2013 Proposes Major Reforms
Senators Orrin Hatch of Utah, Amy Klobuchar of Minnesota, Marco Rubio of Florida and Chris Coons of Delaware have introduced the Immigration Innovation (I2, or I Squared) Act of 2013 which seeks to increase the H-1B quota, enhance the portability of existing H-1Bs, increase the number of employment-based green cards and allow U.S. students (especially STEM) to obtain green cards faster.
HRM in Hospitality Industry
This document summarizes key topics from a lecture on employment laws and their application to managing hospitality human resources. It discusses discrimination and equal employment opportunity legislation including the Civil Rights Act of 1964. It describes the Equal Employment Opportunity Commission and its role in overseeing employment standards. It also outlines other relevant laws such as the Age Discrimination in Employment Act, Americans with Disabilities Act, and Family and Medical Leave Act. Finally, it discusses areas of potential abuse in hospitality operations and issues surrounding the social context of employment.
Hospitality and Immigration
The document discusses challenges facing the hospitality industry, including a serious labor shortage. It predicts the industry will need over 500,000 additional employees by 2014. Many hospitality jobs are currently filled by immigrant workers, but immigration policies could impact staffing levels. The rest of the document outlines various visa options for foreign hospitality workers, requirements and processes for each, and how immigration reform may affect the industry.
German Labor Laws
All employees should have a written employment contract identifying major aspects of the employment relationship. The contract should also include items such as parties involved, gross salary and benefits, required work, vacation entitlement, start date, location of performance, and notice periods.
Although employers and employees may create limited term contracts, employment contracts are assumed to be for an unlimited time period (unless otherwise specified).
Probationary periods are permitted for up to 6 months. Probation times require a notice that at least 2 weeks must be granted to any employees to be terminated.
Termination notices require a minimum of four weeks. (This is distinct from the requirement of notification for termination during probation period).
The longer an employee has been with a company, the more advance notice of termination is required. With a minimum statutory requirement of 4 months, one month of required notification time shall be added as an employee completes the 5th, 8th, 10th, 12th and 15th years with the same employer.
In Germany, the law distinguishes between Ordinary Termination (with notice) and Extraordinary Termination (without notice).
For Ordinary Termination, expiration of the period of notification will conclude the employment relationship.
With Extraordinary Termination, termination notifice immediately ends the employment contract.
Extraordinary Termination usually occurs with instances of serious misconduct. Termination must occur within a two week period from the moment the notifying party becomes aware of the information critical to the termination.
Extraordinary Termination is legally permissible when there is significant reason making it inappropriate to continue the employment contract until the end of the notice period.
For fixed contracts, extraordinary termination will terminate the contract immediately dissolving the obligation to continue employment through the expiration stipulated in the contract.
Seven months is the maximum period of termination notification required for any employee and is reserved for those who have completed 20 years of service.
Any years of service for the same employer prior to the employee’s 25th birthday will not be taken into account when calculating the entitlement of termination notice.
German law sets 48 hours as the normal work week with 8 hours per day.
In certain cases of collective agreement however, the employee work week may be reduced to anywhere between 35 to 38.5 hours.
Expecting or nursing mothers may not work more than 8 hours a day.
Likewise, employees/trainees under the age of 18 may not work more than 8 hours a day.
Excluding those under 18 and nursing/pregnant women, employees may have the work day extended up to 10 hours, provided that the average amount of hours per day remains at 8 for the following 6 months.
http://www.foreignstaffing.com/about/international-labor-law/german-labor-laws/
1 32
The document discusses various labor laws and compliance requirements in India including the Contract Labour (Regulation & Abolition) Act of 1970, Employee's Provident Fund Act of 1952, and Employee's Pension Scheme of 1995. It provides details on registration and licensing procedures for contractors, obligations of principal employers and contractors, welfare facilities for contract labor, applicable forms and registers that need to be maintained, and monthly and annual statutory returns that must be filed. It also summarizes key provisions regarding contribution rates for provident fund, pension fund, and insurance schemes as well as timelines for filing different statutory deposits and returns.
Challenges faced by indian hotels
The Indian hotel industry faces many challenges including managing labor costs, increasing competition, lowering operating costs while boosting revenue, high taxes, difficulties obtaining visas, technological issues, safety and security concerns after incidents like the 2008 Mumbai attacks, ensuring food safety, and managing customers' time effectively in restaurants. Some suggestions to address these issues include optimizing staffing levels, enhancing the customer experience through upselling, carefully adopting new technologies, maintaining high hygiene standards, and finding cost savings. Overall industry growth depends on tackling these issues through coordinated policy changes and industry cooperation.
A presentation on labour laws compliances
The document provides an overview of key labor law compliances in India. It discusses the Factory Act of 1948 which aims to protect worker health and safety. It outlines compliances around registering businesses, maintaining records, and filing returns. It also summarizes the Contract Labor Act of 1970, Minimum Wages Act of 1948, Payment of Wages Act of 1936, and Employees' Provident Fund Act of 1952 which require maintaining registers, contributing to funds, and filing monthly returns. The document stresses the importance of complying with various labor laws in India to ensure worker welfare.
Scope of work for payroll & compliance
This document discusses payroll management and statutory compliance under labor laws. It outlines collecting employee attendance and leave details, calculating salaries and statutory dues, generating salary slips and reports, managing leave and bonuses, performing exit formalities, ensuring registration and license renewals under applicable acts, submitting required returns and reports to government offices and banks, communicating legal updates, and representing companies in hearings and assessments with government departments and officials. It also mentions recruitment, employee verification, outsourcing, campus recruitment, consulting, and auditing services.
Labour laws-2011
The document is a report by the Working Group on Labour Laws and Other Labour Regulations for the Planning Commission of India. It provides historical context for India's labour policy and laws, noting their origins in the country's independence movement and constitution. It then summarizes the key labour laws in India, dividing them into those solely enforced by the central government, and those enforced jointly by central and state governments. The report aims to inform labour law reforms and India's 11th Five Year Economic Plan.
Trade unions in Pakistan History and facts.
Industrial relations in Pakistan have evolved over time through various laws and policies. Currently, the system involves trade unions forming to represent workers that engage in collective bargaining and conflict resolution processes with employers as outlined in the Industrial Relations Ordinance 2010. However, challenges remain such as low union incomes, feudal systems, and restrictions on certain groups joining unions. Ongoing trends include efforts to increase employment opportunities, protect workers' rights, and address issues like the gender gap in the workforce.
Ppt on hospitality
The document discusses two major hotel chains in India - the domestic ITDC Ashok Group of Hotels and the international Le Meridien Group of Hotels. The ITDC Ashok Group was a pioneer of the Indian hotel industry and owns 33 hotels across 26 destinations in India. The international Le Meridien Group has over 130 luxury hotels in over 53 countries and plans to increase its presence in India from 10 to 20 hotels, aiming to provide world-class hospitality standards.
National commission on labour
The document discusses several reports from the 2nd National Commission on Labour regarding trade unions, industrial relations, technological change, collective bargaining, and welfare and working conditions in India. Some key points include: 1) Trade unions have become more fragmented and politicized. 2) Industrial disputes now focus more on job security rather than wages. 3) The government is more willing to grant permissions for business closures and layoffs. 4) Technological changes should accommodate displaced workers and ensure they receive an equitable share of increased productivity and efficiency.
Introduction to Labour Laws
The document discusses labour laws and the International Labour Organization (ILO). It notes that labour laws regulate the relationship between employers, employees, and unions, dealing with issues like wages, hours, and conditions. The ILO is a UN agency that sets international labour standards and works to promote decent work and social justice. It has 187 member states and aims to reduce class conflict and unrest by facilitating cooperation on working standards. The ILO was established after WWI to reflect the belief that lasting peace requires social justice and humane labour conditions.
Labour law checklist
The document provides a checklist of key aspects of various Indian labour laws including the Apprentices Act, Contract Labour Act, Employees' Provident Fund Act, and Employees' State Insurance Act. It outlines provisions related to applicability, registration requirements, obligations of employers and employees, benefits provided, contribution rates, and penalties for non-compliance.
Safety and security provisions under factories act 1948
This document discusses safety and security provisions under the Factories Act of 1948 and its enforcement through inspections. It outlines 19 specific safety and security provisions covered by the Act relating to machinery, young workers, protective equipment, hazardous materials, and building safety. It also lists several other key labor laws that are enforced along with the Factories Act. The enforcement of these labor legislations is carried out by inspectors, who are appointed by the state government. The document describes the qualifications, duties, and powers of these inspectors in enforcing compliance with the safety and security provisions of the Factories Act and related labor laws.
Viewers also liked (20)
The Immigration Innovation Act of 2013 Proposes Major Reforms
The Immigration Innovation Act of 2013 Proposes Major Reforms
Safety and security provisions under factories act 1948
Safety and security provisions under factories act 1948
Similar to labour laws
Hr labour laws
This document provides an overview of labour laws in India. It begins with defining labour law and tracing the origins of labour laws in India under British rule. It then classifies Indian labour laws into 8 categories and lists some of the key central labour laws. The document notes that labour is a concurrent subject, allowing for laws by both central and state governments. It provides details on the constitutional status of labour and highlights some fundamental rights relating to equality of opportunity and employment under the Indian constitution. In summary, the document provides a comprehensive introduction and overview of the Indian labour law system.
Employment law in india
This document provides an overview of key employment laws in India. It discusses labor legislation that was influenced by British law and aims to protect worker rights. The constitution gives powers around labor issues to both central and state governments. Several important acts are covered, including those related to trade unions, industrial disputes, wages, working hours/conditions, equality/empowerment of women, and social security. Laws like the Maternity Benefit Act and Equal Remuneration Act promote gender equality. Acts like ESI and EPF provide social security benefits to workers.
51472675 labour-law
This document provides an overview of labour laws in India. It begins with defining labour law and tracing the origins of labour laws in India under British rule. It then categorizes India's vast array of labour laws into 8 categories including laws related to industrial relations, wages, specific industries, social security, and employment/training. The document notes that labour is a concurrent subject under the Indian Constitution, allowing both central and state governments to enact labour legislation. It provides a brief outline of some of the key central labour acts governing areas such as wages, working conditions, social security, and dispute resolution.
Labourlaws by jhapawan
This document provides an overview of labour laws in India. It begins by defining labour law and tracing the origins of labour laws in India under British colonial rule. It then classifies Indian labour laws into 8 categories and lists some of the key central labour laws. The document notes that labour is a concurrent subject, allowing for laws by both central and state governments. It provides details on the constitutional status of labour and highlights some fundamental rights relating to equality of opportunity and employment under the Indian constitution. Overall, the document serves as an introduction to India's complex framework of labour laws.
Labour law
This document provides an overview of labour law and its importance. It discusses how labour law originated in England to regulate poor working conditions during the Industrial Revolution. It also outlines key principles of labour law like ensuring social justice, equality and workers' welfare. The document explains how the Indian Constitution establishes rights for workers, such as equal treatment, freedom to unionize, bans on child and forced labour, and directives for fair working conditions and living wages.
Labour law (ENTREPRENEURSHIP)
This document provides an overview of labour law and its importance. It discusses how labour law originated in England to regulate poor working conditions during the Industrial Revolution. It also outlines key principles of labour law like ensuring social justice, equality and workers' welfare. The document explains how the Indian Constitution establishes rights for workers, such as equal treatment, freedom to unionize, bans on child and forced labour, and directives for fair working conditions and living wages.
Labor law for managers
This document provides an overview of labor laws and legislation in India. It discusses the objectives of labor laws as establishing justice, protecting workers, maintaining industrial peace, and more. It also summarizes key labor laws such as the Trade Unions Act 1926, Industrial Disputes Act 1947, and Factories Act 1948. These laws regulate unions, resolve disputes, and provide worker protections. Additionally, it examines how International Labor Organization conventions have influenced India's labor laws on issues like freedom of association and child labor.
Labour Laws PPT a full guide to indian labor laws
This document summarizes several key labor laws in India, including:
1. The Employees' Compensation Act 1923, The Trade Unions Act 1926, The Payment of Wages Act 1936, and The Weekly Holidays Act 1942 which regulate wages, unions, holidays, and compensation.
2. The Employees' State Insurance Act 1948, The Factories Act 1948, The Minimum Wages Act 1948 which provide social security, health standards, and minimum pay.
3. The Employees' Provident Funds & Miscellaneous Provisions Act 1952, The Maternity Benefit Act 1961, and The Payment of Bonus Act 1965 which mandate retirement funds, maternity leave, and bonus pay.
4
Employee relationship
Employee relations encompass all aspects of managing people at work, including the relationship between employers and employees. This relationship is vital to an organization's performance and productivity. The human resources department ensures employee interests and welfare are considered to avoid strained relations. This helps provide guidance to employees and resolve issues like poor performance or misconduct. Labor laws also mediate the employee-employer relationship and protect employee rights and benefits like minimum wage, workplace safety, and workers' compensation. Sri Lanka's Department of Labor aims to promote industrial peace, social protection, rights at work, and productivity for a satisfied workforce.
235801505 cc
homework help,online homework help,online tutors,online tutoring,research paper help,do my homework,
https://www.homeworkping.com/
Indian Laws for Recruitment and Selection
Indian Laws for Recruitment and SelectionWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
The document outlines Indian laws governing recruitment and selection. It explains the Equal Remuneration Act, which prohibits pay discrimination based on gender and mandates equal pay for equal work. It also explains the Employee State Insurance Act, which provides social insurance benefits like medical care, sickness benefits, maternity benefits, and disability or dependent benefits for employees. Finally, it notes that while recruitment policies in the private sector are largely unregulated in India, employers must ensure non-discriminatory and fair policies in compliance with Indian law.Equal remuneration act,1976
This highlights the important provisions on Equal remuneration Act, 1976 with important legal provisions stating historical background, constitutional validity, salient features of the act, powers, judicial outlook and recommendations
16818141 constitutional-framework-of-industrial-relation
This document provides an overview of the constitutional and legal framework of industrial relations in India. It discusses how the Indian Constitution establishes certain fundamental rights and directive principles related to labour. It also outlines key labour laws like the Trade Unions Act 1926, Industrial Employment (Standing Orders) Act 1946, and Industrial Disputes Act 1947. Additionally, it examines the impact of International Labour Organization conventions on Indian labour legislation and industrial relations. The document is intended to familiarize readers with the role of the Indian Constitution and labour laws in shaping the country's industrial relations system.
Labor & Constitution
Labor & ConstitutionWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
In this presentation, we will discuss about the role of government in enacting labor laws in order to protect and promote interest of labors, in details. We will talk about the constitutional framework, social justice and role of industrial relations.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
labour laws in india
indian labour law. labour law is body of law that deals with relationshio between and among emlpoyers, employees and labour organization.
CUSTOMER RELATION MANAGEMENT PRESENTATION
The document discusses wage fixation in India, outlining the key legal frameworks of the Minimum Wages Act and Payment of Wages Act. It notes challenges such as lack of worker representation, inconsistent judicial interpretations, and multiple wage-fixing authorities. Real-life court cases affecting wages are examined. Research on topics like the gender pay gap and informal sector are summarized. The conclusion states that addressing challenges through reform, enforcement, awareness, and data transparency can help India establish a fair wage system.
Assignment 2 calendar
There are two main laws that govern employment in Zambia - the Employment Act and the Industrial Labour Relations Act. The Employment Act covers employment relationships and terms while the Labour Act covers employer-employee relations, remuneration, and industrial relations. Discrimination is prohibited based on attributes such as race, sex, religion, and political views. The Factories Act provides for workplace safety and health standards that employers must implement. Collective bargaining and union representation are regulated by the Industrial and Labour Relations Act, which requires workplaces with over 25 employees to recognize unions.
Labour Relations
The document discusses labour relations and labour unions. It defines a labour union as an organization formed by workers in related fields to work for their common interests and represent workers in issues related to wages, hours, and working conditions. It discusses collective bargaining between labour unions and management on issues like compensation, hours of work, working conditions, and job security. It also categorizes different labour laws in India and lists some important labour laws, and discusses differences in labour unions around the world.
Bangladesh labor law
The document is a presentation on Bangladesh Labor Law given by a group of students. It includes:
- An introduction to the group members giving their names and student IDs.
- Background on the development of labor laws in Bangladesh from British rule through independence.
- Key aspects of the Bangladesh Labor Law of 2006 such as working hours, leave policies, safety requirements, and amendments made in 2013.
- Discussion of issues like child labor, roles of trade unions, and common violations of labor laws particularly in industries like tanneries.
- An impact-urgency model identifying the most pressing labor rights issues in Bangladesh that require resolution such as long working hours, lack of benefits, and child labor.
Similar to labour laws (20)
16818141 constitutional-framework-of-industrial-relation
16818141 constitutional-framework-of-industrial-relation
Recently uploaded
Methanex Investor Presentation - April 2024
Methanex is the world's largest producer and supplier of methanol. We create value through our leadership in the global production, marketing and delivery of methanol to customers. View our latest Investor Presentation for more details.
Osisko Gold Royalties Ltd - Corporate Presentation, June 12, 2024
Osisko Gold Royalties Ltd - Corporate Presentation, June 12, 2024
Collective Mining | Corporate Presentation - June 2024
Collective Mining | Corporate Presentation - June 2024
Cleades robinson:The Diplomat is Blue
Cleades Robinson, a respected leader in Philadelphia's police force, is known for his diplomatic and tactful approach, fostering a strong community rapport.
Collective Mining | Corporate Presentation - June 2024
Collective Mining | Corporate Presentation - June 2024
快速办理(CUBoulder毕业证书)科罗拉多大学博尔德分校毕业证录取通知书一模一样
学校原件一模一样【微信：741003700 】《(CUBoulder毕业证书)科罗拉多大学博尔德分校毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
ppt-namibia-worldeconomy-standardbank.ppt
World economy charts case study presented by a Big 4
World economy charts case study presented by a Big 4
World economy charts case
World economy charts case study presented by a Big 4
World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4
World economy charts case study presented by a Big 4
World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4World economy charts case study presented by a Big 4study presented by a Big 4
UnityNet World Environment Day Abraham Project 2024 Press Release
June 12, 2024 UnityNet International (#UNI) World Environment Day Abraham Project 2024 Press Release from Markham / Mississauga, Ontario in the, Greater Tkaronto Bioregion, Canada in the North American Great Lakes Watersheds of North America (Turtle Island).
ZKsync airdrop of 3.6 billion ZK tokens is scheduled by ZKsync for next week.pdf
The world of blockchain and decentralized technologies is about to witness a groundbreaking event. ZKsync, the pioneering Ethereum Layer 2 network, has announced the highly anticipated airdrop of its native token, ZK. This move marks a significant milestone in the protocol's journey, empowering the community to take the reins and shape the future of this revolutionary ecosystem.
Understanding-the-E-Way-Bill-A-Digital-Transformation-in-Logistics.pptx
The E-Way Bill revolutionizes logistics by digitizing the documentation of goods transport, ensuring transparency, tax compliance, and streamlined processes. This mandatory, electronic system reduces delays, enhances accountability, and combats tax evasion, benefiting businesses and authorities alike. Embrace the E-Way Bill for efficient, reliable transportation operations.
Recently uploaded (14)
Osisko Gold Royalties Ltd - Corporate Presentation, June 12, 2024
Osisko Gold Royalties Ltd - Corporate Presentation, June 12, 2024
Collective Mining | Corporate Presentation - June 2024
Collective Mining | Corporate Presentation - June 2024
Collective Mining | Corporate Presentation - June 2024
Collective Mining | Corporate Presentation - June 2024
UnityNet World Environment Day Abraham Project 2024 Press Release
UnityNet World Environment Day Abraham Project 2024 Press Release
ZKsync airdrop of 3.6 billion ZK tokens is scheduled by ZKsync for next week.pdf
ZKsync airdrop of 3.6 billion ZK tokens is scheduled by ZKsync for next week.pdf
Mandalay Resouces June 2024 Investor Relations PPT
Mandalay Resouces June 2024 Investor Relations PPT
Understanding-the-E-Way-Bill-A-Digital-Transformation-in-Logistics.pptx
Understanding-the-E-Way-Bill-A-Digital-Transformation-in-Logistics.pptx
labour laws
- 1. Labour laws in INDIA PREPARED BY –ANAND PRATAP SINGH BBA LLB SHARDA UNIVERSITY
- 2. International Labour Organisation (ILO) made reccomendation on labour welfare especially on regularly in payment of wages & salaries with minimum pay for stipulated working hours. In accordance with the recommendations of ILO every country has established labour laws and enforced, who ever contravene them shall be liable for penalty or punishment under serious cases or both may be awarded. Naturally judiciary of the concern country is watchdog for dealing labour issues.
- 3. Now let us discuss legal status of Worker Remuneration in India Constitution is the supreme law of the country, It contains many objectives and one of the main objective of the constitution is to provide justice of social economical and political to every citizen of the country and under constitution it is the duty of the government to promote economic welfare to each section of the society and by the guidelines of the constitution our parliament enforce four laws on wages of workers that are Payment of wages act 1936 and Minimum wages act 1948 and workmen's compensation act 1923 and Equal Remuneration Act, 1976
- 4. Payment of wages act 1936 and Minimum wages act 1948 for the purpose of ensuring minimum payment for particular type of jobs in different sectors and industries according to stipulated working hours prescribed by the law. Normally eight hours is stipulated working time in almost all countries, above stipulated time if any worker is made to work, his employers has to compulsory pay overtime, if not it shall be treated as unlawful by the court of law for which it may impose penalty
- 5. workmen's compensation act 1923, the primary objective of this law is to have any compensation by an employee from his employer if any accident occurs, which make permanent are partial disablement This law defines under schedules various types of accidents certain to happen to worker and percentage of compensation paid to him in accordance with his age.
- 6. Equal Remuneration Act, 1976, according to the section 4 it is the DUTY OF EMPLOYER TO PAY EQUAL REMUNERATION TO MEN AND WOMEN WORKERS FOR SAME WORK OR WORK OF A SIMILAR NATURE. According to Section 3, a settlement arrived at between the management and the employees cannot be a valid ground for effecting discrimination in payment of remuneration between male and female employees performing the same work or work of a similar nature
- 7. International comparison of Indian labour laws The table below contrasts the labour laws in India to those in China and United States, as of 2011. Practice required by law India China United States Minimum wage 97 dollar 182.5 dollar 1242.6 dollar Minimum rest time while at work 30 minutes per 5-hour in INDIA and there is no rest permitted during working time in china and in USA Maximum overtime limit 200 hours per year in INDIA, 432 hours per year in CHINA and there is no limit of overtime in USA Premium pay for overtime 100% in INDIA 50% in CHINA 50% in USA