This document discusses several key labor laws in India that protect employee rights and interests, including the Factories Act of 1948, Employees' Provident Fund Act of 1947, Apprentices Act of 1961, Maternity Benefit Act of 1961, Workmen's Compensation Act of 1923, Payment of Gratuity Act of 1972, and Payment of Wages Act of 1936. It explains that compliance with these acts helps avoid labor conflicts and guarantees basic worker amenities and welfare. The responsibilities of an HR manager are also summarized, including recruiting, hiring, disciplinary actions, payroll processing, policy updates, maintaining records, and conducting benefits analysis.

1. PRESENTED BY:
Priyanshi Gautam
Diksha Thapliyal
Surbhi Saxena

4. • The Factories Act ,1948
• The Employees Provident Fund Act, 1947
• The Apprentices Act,1961
• The Maternity Benefit Act,1961
• The Workmen's Compensation Act,1923
• The Payment of Gratuity Act,1972
• The Payment of Wages Act,1972

5. The Factories Act, 1948
More and more large companies, especially MNCs
are now approaching consultants and training
institutes to get trained their HR managers about
Factories Act compliances. This act prescribes the
basic rights and interests of the workers, and the
guarantee to provide them with basic amenities
like proper sanitation, ventilated work space,
safety for using machinery etc. Therefore,
compliance with this act can act as a boon for this
company as it can effectively avoid labour conflicts
in the future

6. This act is sighted to provide a kind of social
security to the industry employees. So, if you have
an employee which is working in your factory or in
association with the work of your factory, s/he is
entitled to become a member of this fund. The
benefits like retirement pension, medical care,
housing, family obligations, education and benefits
arising out of insurance, rights of older employees
post retirement, are few aspects which are covered
under this act.
The Employees Provident Fund Act, 1947

7. An apprentice is a person who is learning from a
skilled employer, who has agreed to work for a
fixed period of time. So, if your organization offers
apprenticeship then you need to make the policies
for them as per this act. The act allows you for:
casual leave for 12 days, medical leave of 15
days and extraordinary leave of 10 days in a year.
The Apprentices Act, 1961

8. The Maternity Benefit Act,1961
It is perhaps the most known act in this list. This
act is aimed at providing full benefits and
protection to the to be mother and her child during
the time of maternity in the form of paid maternity
leaves. However, let’s try to understand the
provisions.

9. The Workmen’s Compensation Act, 1923
If you are an HR then you need to know the sort
of liabilities your organization might have in case
of any labour accident. Although, there are
security departments in the factories ensuring
every individual is following the safety guidelines.

10. The Payment of Gratuity Act, 1972
Gratuity is actually a part of the salary, that
employees receive from their employers. As a
token of gratitude for the services they have
performed during their employment tenure. It is
one of the many retirement benefits that they are
entitled to.

11. The Payment of Wages Act, 1936
As an HR it is your responsibility to see and
check that the due wages are credited to the
workers on a monthly basis and without any
hassle and unnecessary deductions. This act is a
guide to ensure that any such discrepancies can
be avoided

12. Responsibilities of an HR
Manager

13. Recruit candidates
HR needs to understand the organization’s
needs and make sure those needs are met when
recruiting for new positions. It’s not as simple
as just throwing an ad up on Indeed: you’ll
need to analyze the market, consult
stakeholders, and manage budgets.

14. Hire the right employees
Human resources is in charge of arranging
interviews, coordinating hiring efforts, and
onboarding new employees. They’re also in
charge of making sure all paperwork involved
with hiring someone is filled out and making sure
that everything from the first day to each
subsequent day is navigated successfully.

15. Conduct disciplinary actions
This responsibility may be why HR tends to get a
bad rap. When navigated inappropriately,
disciplinary actions can lead to the loss of a
valuable employee and can even result in
litigation or a poor reputation. But when handled
appropriately, disciplinary action can result in the
success of an employee.

16. Process payrollPayroll
Every payday must have taxes calculated and
hours collected. Expenses need to be
reimbursed and raises and bonuses need to be
added in as well. If you think it’s a chore
doing taxes just once a year, imagine what it
must be like to be in HR and make sure
they’re properly deducted every pay period.

17. Update policies
Policies need to be updated (or at least
examined) every year as the organization
changes. It’s HR’s job to make official updates to
policies and to suggest changes to policies
when they no longer serve the company or the
employees. Sometimes a policy should be
updated as a reaction to an occurrence. HR
should always be included in and consulted with
regarding these decisions.

18. Maintain employee records
Maintaining HR records is mandated by law.
These records help employers identify skill gaps
to help with the hiring process and to analyze
demographic data and comply with regulations.
They also contain personal details and
emergency contacts for each employee.

19. Conduct benefit analysis
Staying competitive is of prime importance
when trying to attract the best talent. A
promising recruit may choose a different
company with lesser pay if the benefits are
more attractive. HR should routinely investigate
similar companies to see if their benefits are
competitve.

20. It can be concluded that the welfare measures
in an organization are one of the factors for the
workers to stay within the organization and to
work towards success of the organization and
this has been evident in this organization
CONCLUSION

21. Thank You