This lecture has been prepared by Ammar Younas, Senior Lecturer in Commercial Law at Westminster International University in Tashkent for the Class of 2019-2020 Introduction to Business Law.
This document discusses key aspects of human resources management and labor laws. It outlines six main functions of HR: social compliance, training and development, health and safety, personnel management, industrial relations, and compensation and benefits. It then provides details on labor laws governing issues like working conditions, wages, trade unions, and dispute resolution. The document aims to help managers understand their legal responsibilities to employees.
The document discusses labour laws in Pakistan. It outlines several key provisions of Pakistan's constitution pertaining to labour rights, including prohibiting forms of forced labour and discrimination. It also describes Pakistan's main labour legislation, noting laws were inherited from India and have evolved over time. Key aspects of labour law covered include contract of employment, termination of contracts, working hours and leave entitlements such as annual leave, maternity leave, and sick leave. The document provides details on limitations for working hours and leave benefits according to various Pakistani labour laws.
This document provides an overview of Liberian labour law, covering compulsory employment conditions such as equal treatment, wages, probation, working hours, overtime, holidays and other leave, sick leave, benefits, and social security and tax issues. It also discusses conditions not covered by law, employing foreign workers, disciplinary measures, and drafting employment contracts. Key points include requirements for equal pay regardless of attributes, limitations on working hours and overtime pay, entitlements to various types of leave, and obligations when employing foreign nationals including repatriation. Employers have discretion over additional benefits and conditions not specified in law.
This document discusses factory laws regarding working hours, leave and holidays, and salary and wages in Bangladesh. It defines key terms like adult, child, and young worker. It outlines the legal working hours for adults and young personnel, including restrictions on night work and multiple shifts. It also covers the various types of leave that workers are entitled to by law, such as casual leave, sick leave, annual leave, maternity leave, and holidays. Finally, it discusses provisions around salary and wage payment, deductions, and review processes. The overall aim is to highlight the legal rights and protections for Bangladeshi factory workers.
The document provides an overview of key labor laws in India including the Employees' Provident Funds & Miscellaneous Provisions Act, Factories Act, Industrial Disputes Act, and Standing Orders Act. It outlines provisions around eligibility, applicability, contribution rates, penalties, welfare measures, working hours, employment of young persons, disputes resolution, closures, strikes and lockouts covered by these acts.
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
The document summarizes key aspects of employment laws in Malaysia, including the Employment Act and Sabah and Sarawak Labour Ordinances. It covers categories of employees covered by the laws, definitions of contract of service and contract for service, provisions for terminating contracts, minimum benefits for employees such as wages and maternity protection, and restrictions on deductions from wages. The laws aim to protect employees by specifying terms and conditions of employment.
A study on the garments industry of BangladeshRk Plabon
This document is a report on a study of Bangladesh's Labor Law of 2006 and its implementation in the garment industry. The report provides an introduction to Bangladesh's garment industry and the importance of labor laws. It then describes the objectives, scope, limitations and methodology of the study. This involved conducting surveys of employees and managers at Alauddin Garments Limited to understand how well the company complies with the labor law. The report also includes a literature review of the key aspects of the Labor Law of 2006 and will analyze the findings on compliance before providing recommendations.
This document discusses key aspects of human resources management and labor laws. It outlines six main functions of HR: social compliance, training and development, health and safety, personnel management, industrial relations, and compensation and benefits. It then provides details on labor laws governing issues like working conditions, wages, trade unions, and dispute resolution. The document aims to help managers understand their legal responsibilities to employees.
The document discusses labour laws in Pakistan. It outlines several key provisions of Pakistan's constitution pertaining to labour rights, including prohibiting forms of forced labour and discrimination. It also describes Pakistan's main labour legislation, noting laws were inherited from India and have evolved over time. Key aspects of labour law covered include contract of employment, termination of contracts, working hours and leave entitlements such as annual leave, maternity leave, and sick leave. The document provides details on limitations for working hours and leave benefits according to various Pakistani labour laws.
This document provides an overview of Liberian labour law, covering compulsory employment conditions such as equal treatment, wages, probation, working hours, overtime, holidays and other leave, sick leave, benefits, and social security and tax issues. It also discusses conditions not covered by law, employing foreign workers, disciplinary measures, and drafting employment contracts. Key points include requirements for equal pay regardless of attributes, limitations on working hours and overtime pay, entitlements to various types of leave, and obligations when employing foreign nationals including repatriation. Employers have discretion over additional benefits and conditions not specified in law.
This document discusses factory laws regarding working hours, leave and holidays, and salary and wages in Bangladesh. It defines key terms like adult, child, and young worker. It outlines the legal working hours for adults and young personnel, including restrictions on night work and multiple shifts. It also covers the various types of leave that workers are entitled to by law, such as casual leave, sick leave, annual leave, maternity leave, and holidays. Finally, it discusses provisions around salary and wage payment, deductions, and review processes. The overall aim is to highlight the legal rights and protections for Bangladeshi factory workers.
The document provides an overview of key labor laws in India including the Employees' Provident Funds & Miscellaneous Provisions Act, Factories Act, Industrial Disputes Act, and Standing Orders Act. It outlines provisions around eligibility, applicability, contribution rates, penalties, welfare measures, working hours, employment of young persons, disputes resolution, closures, strikes and lockouts covered by these acts.
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
The document summarizes key aspects of employment laws in Malaysia, including the Employment Act and Sabah and Sarawak Labour Ordinances. It covers categories of employees covered by the laws, definitions of contract of service and contract for service, provisions for terminating contracts, minimum benefits for employees such as wages and maternity protection, and restrictions on deductions from wages. The laws aim to protect employees by specifying terms and conditions of employment.
A study on the garments industry of BangladeshRk Plabon
This document is a report on a study of Bangladesh's Labor Law of 2006 and its implementation in the garment industry. The report provides an introduction to Bangladesh's garment industry and the importance of labor laws. It then describes the objectives, scope, limitations and methodology of the study. This involved conducting surveys of employees and managers at Alauddin Garments Limited to understand how well the company complies with the labor law. The report also includes a literature review of the key aspects of the Labor Law of 2006 and will analyze the findings on compliance before providing recommendations.
Labour and employment_law-a_profile_on_pakistanMuhammad Yaqoub
Pakistan has a population of 167 million people, with 51.78 million in the labor force. Agriculture employs 44% of the labor force, followed by services at 35% and industry/manufacturing at 20%. Labour laws originated under British colonial rule, which introduced legislation primarily to protect British industry. Post-independence, Pakistan inherited key labour laws from British India, including those allowing trade unions and collective bargaining. However, subsequent military regimes passed more restrictive laws curbing union activities and right to strike. The Pakistani constitution protects some worker rights and empowers the government to enact labour legislation, but enforcement remains weak.
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.
This document is the Equal Remuneration Act of 1976 from the Ministry of Labour and Employment in India. It aims to provide equal pay for equal work regardless of gender. Some key points:
- It mandates equal pay for men and women performing the same or similar work. Employers cannot pay women less than men or reduce men's wages to comply.
- It prohibits discrimination in recruitment, promotions, training or transfers based on gender, except where certain laws restrict women in certain jobs.
- Advisory committees will be formed to increase employment opportunities for women and provide advice on suitable jobs.
- Authorities will be appointed to hear and decide complaints about violations and claims regarding unequal pay for equal work based
The document discusses several key aspects of Indian employment and labour laws:
1) It provides an overview of major labour laws in India like the Industrial Disputes Act, Factories Act, Contract Labour Act, and highlights laws governing workmen versus those applicable to non-workmen.
2) It summarizes some of the key provisions of important labour laws like working hours and leave rules, health and safety standards, third party contracting regulations.
3) It also discusses the implications of labour laws on foreign investments in India and the need for foreign investors to understand restrictions on workforce management under Indian laws.
The document summarizes Israeli labor law, including minimum wage rates, working time limits, overtime pay, vacation and leave policies. It outlines requirements for written employment terms, travel expenses, rest breaks, night work limits, maternity leave, military leave, and dismissal procedures. The Labor Law Department at Meitar Law Offices provides representation and consultation on employment matters to large Israeli employers and multinational companies operating in Israel.
The document discusses labor law in Pakistan. It defines labor law and outlines some key provisions in Pakistan's constitution related to labor rights, including prohibiting slavery and child labor and guaranteeing freedom of association. It also discusses laws around employment contracts, working hours, paid leave, minimum age of employment, and issues around pay. Child labor remains a problem in Pakistan, with efforts by the government and laws passed to address it, but enforcement has been lacking.
Labour laws in pakistan punjab ira 2010Moazzam Habib
The document summarizes key labour laws in Pakistan. It outlines laws regarding working hours and conditions, leaves and holidays, children's employment, labour disputes processes, and equal employment practices. Key points include laws prohibiting slavery, child labour and discrimination. It also discusses laws governing maximum work hours, minimum leaves, maternity benefits, holidays, and health/safety conditions. The document outlines processes for labour disputes including conciliation, arbitration and strikes/lockouts, and the roles of labour courts, trade unions and collective bargaining agreements.
Government of pakistan labour policy 2010khalidkhattak
This document summarizes Pakistan's new Labour Policy of 2010. Some key points:
- The policy aims to balance workers' rights and employers' interests in an environment of social justice and harmony.
- It consolidates and rationalizes outdated labour laws into five core acts governing industrial relations, employment, safety, human resources, and welfare.
- The policy expands social security coverage, establishes a national minimum wage of Rs. 7,000, and regularizes contract workers in the public sector.
- It also aims to improve conditions for women, young, informal, and agricultural workers and eliminate child and bonded labour.
Top 10 labour laws in india you should knowcomply4hr00
India, at present, stands at an area wherein being a rustic of superpower is not that tough if taken care of certain aspects. The main obstacle that stands in among the ambitious initiatives meant for the country is Labour rules in india.
This subject matter of labour laws in India and its reforms have always been a topic of a chief debate or a subject of important concern. For this reason, it’s crucial for people running in private as well as the public areas (organized or unorganized) to recognize the winning laws and rights as well as the reforms.
The document outlines various statutory compliance practices that must be followed at construction sites in India. It discusses the key responsibilities of a site IR/HR manager and provides an overview of the main labor laws that apply, including the Contract Labor Act, BOCW Act, Minimum Wages Act, and Equal Remuneration Act. It also gives examples of required registrations, forms, and documentation under these acts. Finally, it presents a case study of a work-related accident where compensation was not properly handled.
The Equal Remuneration Act 1976 aims to provide equal pay for equal work to men and women workers. It prohibits discrimination in employment and pay based on sex. Key provisions include requiring employers to pay equal remuneration to men and women for similar work, not discriminating in recruitment based on sex, establishing advisory committees to promote employment opportunities for women, and appointing authorities to hear complaints regarding violations of the Act. Employers must also maintain registers related to workers as prescribed. Non-compliance can result in penalties like fines or imprisonment.
The Equal Remuneration Act 1976 aims to provide equal pay for equal work regardless of sex. It was enacted to give effect to Articles 14, 16, and 39(d) of the Constitution of India. The Act has 3 chapters establishing employers' duties to pay equal wages to men and women for similar work, prohibiting discrimination in recruitment, and establishing penalties for non-compliance. In Bhagwan Dass v. State of Haryana, the court held that temporary appointments do not preclude equal pay if duties are similar to permanent employees.
This document provides an overview of employment laws in Pakistan. It discusses laws related to equal employment opportunity, minimum wage, working hours, minimum age, and reference checking. The presentation is given by Omer Malik, Amat-Ul-Mateen, and Hassan Gehlan for a course on recruitment and selection. It covers topics such as gender equality, protections for minorities and people with disabilities, harassment laws, minimum wage rates, working hour limits, maternity leave entitlements, and age restrictions. The document provides references to relevant Pakistani constitutional articles and labor acts and ordinances, and offers advice for human resources managers on complying with these employment laws.
The document summarizes key changes between old and new labor legislation in India. It discusses 3 new labor codes that consolidate previous acts: the Industrial Relations Code, Occupational Safety, Health and Working Conditions Code, and Social Security Code. Some major changes include expanding the definition of "worker", allowing fixed-term contracts without retrenchment benefits but with other statutory benefits, increasing the threshold for lay-off and closure approvals, introducing a universal social security system for gig and platform workers, and establishing a single registration and inspection system to reduce compliance burden for businesses.
The Bombay Shops & Establishments Act of 1948 regulates working conditions in shops, commercial establishments, hotels, restaurants, and other places of public entertainment in the state. It aims to protect unorganized labor from exploitation. The Act is administered by the Chief Inspector of Shops and Establishments, assisted by four Deputy Chief Inspectors. Form A is used for initial registration, Form B for annual renewal of registration, and Form E for reporting changes. Inspections check for compliance with rules around working hours, leave, wages, and other requirements. Common breaches include non-registration, unauthorized hours of operation, and failure to maintain proper employment records.
This document summarizes the history and key provisions of Mongolia's labor laws from 1924 to the present. It discusses the country's transition from a non-capitalist to capitalist economy in the 1990s and the impact this had on labor laws. The document then focuses on some key points in Mongolia's draft labor law, including requirements for workplace cooperation committees, wage regulations, restrictions on hiring temporary workers, rules around work rosters and shifts, and limits on fixed-term employment agreements.
This document discusses various Indian labor laws and statutory compliance requirements for human resource management. It outlines key provisions of laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages. Compliance with these statutes is important to safeguard employees and the organization from risks and penalties for non-compliance. Failure to adhere to the various labor laws could result in fines or imprisonment for the employer.
The document summarizes various labour laws applicable to manufacturing industries in India. It outlines 18 key acts governing aspects like wages, working hours, contracts, safety, welfare, disputes etc. For each act, it provides details on applicability, scope, key compliance requirements like maintaining registers and submitting returns. The acts discussed include Factories Act, Payment of Wages Act, Minimum Wages Act, Contract Labour Act, Bonus Act, Provident Fund Act, ESI Act and others.
1. The document outlines various provisions relating to strikes, lock-outs, lay-offs and retrenchment under Indian labor laws. It discusses conditions that must be satisfied for legal strikes and lock-outs such as notice periods and prohibitions during dispute resolution processes.
2. Penalties for illegal strikes and lock-outs include fines and imprisonment, and employees engaged in illegal strikes may lose benefits or face suspension/dismissal. The document also discusses compensation rates for lay-offs and retrenchment.
3. Procedures for retrenchment like providing notice, following seniority order (last come first go), and preference to retrenched employees for re-employment are also summarized. The rights of employees
The Department of Labor, (DOL) currently administers and enforces more than 180 federal laws. These laws cover a multitude of work place activities; affecting 10 million employers and their estimated 125 million employees. This information will acquaint you with some of the major labor laws, such as FMLA, ADA, and FLSA.
This webinar was posted on February 29, 2012 and presented by Nancy Edwards, SPHR, HR Manager.
Labour and employment_law-a_profile_on_pakistanMuhammad Yaqoub
Pakistan has a population of 167 million people, with 51.78 million in the labor force. Agriculture employs 44% of the labor force, followed by services at 35% and industry/manufacturing at 20%. Labour laws originated under British colonial rule, which introduced legislation primarily to protect British industry. Post-independence, Pakistan inherited key labour laws from British India, including those allowing trade unions and collective bargaining. However, subsequent military regimes passed more restrictive laws curbing union activities and right to strike. The Pakistani constitution protects some worker rights and empowers the government to enact labour legislation, but enforcement remains weak.
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.
This document is the Equal Remuneration Act of 1976 from the Ministry of Labour and Employment in India. It aims to provide equal pay for equal work regardless of gender. Some key points:
- It mandates equal pay for men and women performing the same or similar work. Employers cannot pay women less than men or reduce men's wages to comply.
- It prohibits discrimination in recruitment, promotions, training or transfers based on gender, except where certain laws restrict women in certain jobs.
- Advisory committees will be formed to increase employment opportunities for women and provide advice on suitable jobs.
- Authorities will be appointed to hear and decide complaints about violations and claims regarding unequal pay for equal work based
The document discusses several key aspects of Indian employment and labour laws:
1) It provides an overview of major labour laws in India like the Industrial Disputes Act, Factories Act, Contract Labour Act, and highlights laws governing workmen versus those applicable to non-workmen.
2) It summarizes some of the key provisions of important labour laws like working hours and leave rules, health and safety standards, third party contracting regulations.
3) It also discusses the implications of labour laws on foreign investments in India and the need for foreign investors to understand restrictions on workforce management under Indian laws.
The document summarizes Israeli labor law, including minimum wage rates, working time limits, overtime pay, vacation and leave policies. It outlines requirements for written employment terms, travel expenses, rest breaks, night work limits, maternity leave, military leave, and dismissal procedures. The Labor Law Department at Meitar Law Offices provides representation and consultation on employment matters to large Israeli employers and multinational companies operating in Israel.
The document discusses labor law in Pakistan. It defines labor law and outlines some key provisions in Pakistan's constitution related to labor rights, including prohibiting slavery and child labor and guaranteeing freedom of association. It also discusses laws around employment contracts, working hours, paid leave, minimum age of employment, and issues around pay. Child labor remains a problem in Pakistan, with efforts by the government and laws passed to address it, but enforcement has been lacking.
Labour laws in pakistan punjab ira 2010Moazzam Habib
The document summarizes key labour laws in Pakistan. It outlines laws regarding working hours and conditions, leaves and holidays, children's employment, labour disputes processes, and equal employment practices. Key points include laws prohibiting slavery, child labour and discrimination. It also discusses laws governing maximum work hours, minimum leaves, maternity benefits, holidays, and health/safety conditions. The document outlines processes for labour disputes including conciliation, arbitration and strikes/lockouts, and the roles of labour courts, trade unions and collective bargaining agreements.
Government of pakistan labour policy 2010khalidkhattak
This document summarizes Pakistan's new Labour Policy of 2010. Some key points:
- The policy aims to balance workers' rights and employers' interests in an environment of social justice and harmony.
- It consolidates and rationalizes outdated labour laws into five core acts governing industrial relations, employment, safety, human resources, and welfare.
- The policy expands social security coverage, establishes a national minimum wage of Rs. 7,000, and regularizes contract workers in the public sector.
- It also aims to improve conditions for women, young, informal, and agricultural workers and eliminate child and bonded labour.
Top 10 labour laws in india you should knowcomply4hr00
India, at present, stands at an area wherein being a rustic of superpower is not that tough if taken care of certain aspects. The main obstacle that stands in among the ambitious initiatives meant for the country is Labour rules in india.
This subject matter of labour laws in India and its reforms have always been a topic of a chief debate or a subject of important concern. For this reason, it’s crucial for people running in private as well as the public areas (organized or unorganized) to recognize the winning laws and rights as well as the reforms.
The document outlines various statutory compliance practices that must be followed at construction sites in India. It discusses the key responsibilities of a site IR/HR manager and provides an overview of the main labor laws that apply, including the Contract Labor Act, BOCW Act, Minimum Wages Act, and Equal Remuneration Act. It also gives examples of required registrations, forms, and documentation under these acts. Finally, it presents a case study of a work-related accident where compensation was not properly handled.
The Equal Remuneration Act 1976 aims to provide equal pay for equal work to men and women workers. It prohibits discrimination in employment and pay based on sex. Key provisions include requiring employers to pay equal remuneration to men and women for similar work, not discriminating in recruitment based on sex, establishing advisory committees to promote employment opportunities for women, and appointing authorities to hear complaints regarding violations of the Act. Employers must also maintain registers related to workers as prescribed. Non-compliance can result in penalties like fines or imprisonment.
The Equal Remuneration Act 1976 aims to provide equal pay for equal work regardless of sex. It was enacted to give effect to Articles 14, 16, and 39(d) of the Constitution of India. The Act has 3 chapters establishing employers' duties to pay equal wages to men and women for similar work, prohibiting discrimination in recruitment, and establishing penalties for non-compliance. In Bhagwan Dass v. State of Haryana, the court held that temporary appointments do not preclude equal pay if duties are similar to permanent employees.
This document provides an overview of employment laws in Pakistan. It discusses laws related to equal employment opportunity, minimum wage, working hours, minimum age, and reference checking. The presentation is given by Omer Malik, Amat-Ul-Mateen, and Hassan Gehlan for a course on recruitment and selection. It covers topics such as gender equality, protections for minorities and people with disabilities, harassment laws, minimum wage rates, working hour limits, maternity leave entitlements, and age restrictions. The document provides references to relevant Pakistani constitutional articles and labor acts and ordinances, and offers advice for human resources managers on complying with these employment laws.
The document summarizes key changes between old and new labor legislation in India. It discusses 3 new labor codes that consolidate previous acts: the Industrial Relations Code, Occupational Safety, Health and Working Conditions Code, and Social Security Code. Some major changes include expanding the definition of "worker", allowing fixed-term contracts without retrenchment benefits but with other statutory benefits, increasing the threshold for lay-off and closure approvals, introducing a universal social security system for gig and platform workers, and establishing a single registration and inspection system to reduce compliance burden for businesses.
The Bombay Shops & Establishments Act of 1948 regulates working conditions in shops, commercial establishments, hotels, restaurants, and other places of public entertainment in the state. It aims to protect unorganized labor from exploitation. The Act is administered by the Chief Inspector of Shops and Establishments, assisted by four Deputy Chief Inspectors. Form A is used for initial registration, Form B for annual renewal of registration, and Form E for reporting changes. Inspections check for compliance with rules around working hours, leave, wages, and other requirements. Common breaches include non-registration, unauthorized hours of operation, and failure to maintain proper employment records.
This document summarizes the history and key provisions of Mongolia's labor laws from 1924 to the present. It discusses the country's transition from a non-capitalist to capitalist economy in the 1990s and the impact this had on labor laws. The document then focuses on some key points in Mongolia's draft labor law, including requirements for workplace cooperation committees, wage regulations, restrictions on hiring temporary workers, rules around work rosters and shifts, and limits on fixed-term employment agreements.
This document discusses various Indian labor laws and statutory compliance requirements for human resource management. It outlines key provisions of laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages. Compliance with these statutes is important to safeguard employees and the organization from risks and penalties for non-compliance. Failure to adhere to the various labor laws could result in fines or imprisonment for the employer.
The document summarizes various labour laws applicable to manufacturing industries in India. It outlines 18 key acts governing aspects like wages, working hours, contracts, safety, welfare, disputes etc. For each act, it provides details on applicability, scope, key compliance requirements like maintaining registers and submitting returns. The acts discussed include Factories Act, Payment of Wages Act, Minimum Wages Act, Contract Labour Act, Bonus Act, Provident Fund Act, ESI Act and others.
1. The document outlines various provisions relating to strikes, lock-outs, lay-offs and retrenchment under Indian labor laws. It discusses conditions that must be satisfied for legal strikes and lock-outs such as notice periods and prohibitions during dispute resolution processes.
2. Penalties for illegal strikes and lock-outs include fines and imprisonment, and employees engaged in illegal strikes may lose benefits or face suspension/dismissal. The document also discusses compensation rates for lay-offs and retrenchment.
3. Procedures for retrenchment like providing notice, following seniority order (last come first go), and preference to retrenched employees for re-employment are also summarized. The rights of employees
The Department of Labor, (DOL) currently administers and enforces more than 180 federal laws. These laws cover a multitude of work place activities; affecting 10 million employers and their estimated 125 million employees. This information will acquaint you with some of the major labor laws, such as FMLA, ADA, and FLSA.
This webinar was posted on February 29, 2012 and presented by Nancy Edwards, SPHR, HR Manager.
Termination of Employment Contracts under Turkish LawMelis Buhan Öncel
This document summarizes key aspects of employment contract termination under Turkish labor law. It discusses the two main types of employment contracts - those for a definite or indefinite period. Definite period contracts can only be used under special circumstances and cannot be repeatedly extended without cause. Indefinite period contracts can be terminated by the employer with notice, which minimum periods ranging from 2 to 8 weeks depending on tenure. Terminating an indefinite contract without valid cause entitles the employee to severance pay and potential reinstatement. The document outlines valid causes for termination as well as termination by the employee due to military service or marriage.
The Minimum Wages Act of 1948, Ensuring Fair Compensation for Workers.pdfAkash Das
The Minimum Wages Act of 1948 is a landmark piece of legislation that was enacted in India to address the issue of providing fair wages to workers. The act sets the minimum wages that must be paid to various categories of workers across different industries, thereby ensuring that they receive a basic standard of living. It aims to prevent exploitation of labor and promote social justice by mandating employers to pay wages that are sufficient to maintain a decent standard of living. The act also provides for the establishment of advisory boards to recommend changes in minimum wages based on factors such as cost of living and prevailing economic conditions. Over the years, the Minimum Wages Act has been instrumental in protecting the rights of workers and promoting equitable employment practices in India.
This document discusses factory laws in India related to working hours, leave and holidays, and salary and wages. It defines key terms like adult, child, and young worker. It outlines the legal limits for working hours for adults and young personnel. It also covers the rules around various types of leave including casual leave, sick leave, annual leave, maternity leave, and festivals. The document then discusses provisions around salary and wages, including payment schedules, deductions, and parameters that are reviewed. In conclusion, it emphasizes that while labor acts establish worker rights and benefits, implementation relies on management and government adherence.
The document defines key terms related to labor laws in Nepal such as employee, worker, proprietor, manager, and enterprise. It outlines objectives to provide job security, regulate working conditions, and ensure certain benefits for employees. The main points covered include applicability of labor laws to enterprises with 10 or more workers, regulations around employment and security of service such as contracts, wages, hours, and benefits, rules for retrenchment and reinstatement, conduct and punishment, and provisions for settling disputes and collective bargaining.
The document outlines key aspects of the proposed Employment Relations Bill 2004 in Fiji, which aims to consolidate and strengthen various labour laws. Some key points include establishing principles like equal opportunity, promoting collective bargaining and good faith, and compliance with ILO conventions. It details new provisions around disputes, grievances, redundancy, and regulations regarding contracts, wages, hours, leave and unions. The bill seeks to repeal and replace existing labour acts.
Employment Law Update: essential updates and practical guidance for employersPat Coyle
A broad-ranging presentation focussed on keeping you up to date with current Employment Law and the effect that legislative changes and case law may have on your business or workplace
The document summarizes key aspects of UAE labor law:
1. It outlines disciplinary actions an employer can take against an employee, including warnings, fines, suspension, loss of promotion or bonuses, and dismissal. Any disciplinary action requires written notice and an investigation.
2. It discusses rules around terminating employment contracts, including requirements for notice, compensation if terminated before the end date, exceptions for death or disability, and limits on employers dismissing workers without notice.
3. It explains how end-of-service benefits are calculated, with a basic rate of 21 days' pay per year for the first 5 years and 30 days' pay per year after. The maximum benefit is capped at two years' pay.
The document discusses the key provisions of the Payment of Gratuity Act of 1972 in India. It defines gratuity as a lump sum payment by an employer upon termination of employment as retirement compensation for past services. The Act applies to shops, establishments, factories and other organizations employing 10 or more people. It requires 5 years of continuous service for gratuity eligibility and specifies the calculation of gratuity amounts based on wages. The document also outlines nomination procedures, penalties for non-compliance, and the roles of controlling authorities and inspectors in administering the Act.
This document provides an introduction and overview of key aspects of Afghanistan's labour law, including:
1) Tax rates on wages are outlined, with no tax on salaries under 5000, and rates of 10-20% for higher salaries.
2) Forced labor is prohibited, and definitions of forced labor are given. The law also applies to foreign citizens working in Afghanistan and Afghan citizens working abroad.
3) Key terms of employment are established such as minimum age of 18, health certificates, and written employment contracts specifying wages, hours, leave and more.
4) Regulations around work hours, night wages, breaks, paid leave including for maternity, Hajj, and public holidays are summarized
The Payment of Wages Act, 1936 aims to ensure timely payment of wages to workers without unauthorized deductions. It covers persons employed in factories and railways. Wages include remuneration under settlements or court orders, as well as overtime pay, but exclude bonuses, housing, pensions, travel allowances, and gratuities. Responsibility for payment lies with managers, supervisors or nominated railway administration representatives. Wages must be paid within 7 days of the wage period ending, or 10 days if employment ends. Permitted deductions are for fines, absence from duty, damage/loss of goods or money.
This document summarizes the key aspects of the Minimum Wages Act of 1948 in India. It outlines the scope of the act, definitions of important terms like employee, employer, and wages. It describes the process of fixing minimum wage rates by appropriate state governments through committees every 5 years. It also covers important provisions around payment of wages, working hours and overtime rates, maintenance of records, and penalties for non-compliance. The Minimum Wages Act aims to protect workers in India by mandating minimum wage rates for scheduled employments.
The Apprentices Act, 1961 aims to regulate apprenticeship training in trades and promote vocational training. Some key points:
- It covers apprenticeship programs and trades designated by the central government.
- Apprentices must be at least 14 years old, satisfy education/fitness standards.
- Contracts must contain agreed terms between apprentice/guardian and employer.
- Training period is determined by the National Council. Employers must provide qualified training and meet contractual obligations.
The document outlines qualifications for apprentices, obligations of employers and apprentices, registration and termination processes, working hours and leave provisions, and penalties for non-compliance.
This document summarizes the key differences between Bahrain's old Labour Law from 1976 and the amended Labour Law from 2012. The amended law expands the scope of the law to include more workers such as domestic staff. It increases benefits like annual leave, sick leave, and maternity leave. It also strengthens employee protections against unlawful termination through increased termination indemnities. Non-compliance penalties were increased in the amended law as well. Dispute resolution was changed to be handled within the Labour Administration and Courts rather than through arbitration.
Understanding UAE Labour Law: Key Points for Employers and EmployeesDragon Dream Bar
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सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
14. Article 7 – Forced Labour
• Forced labour, that is, coercion to fulfill work
under threat of the use of any form of punishment
(as well as a means of maintenance of labour
discipline) is prohibited
• Work, the fulfillment of which is required
– On the basis of legislative acts on military or alternative
service
– Under extraordinary circumstances
– Upon enforcement of the judgment of a court
– In other instances provided for by law
is not considered to be forced labour
15. Article 16 – Basic Rights of
Employee
• Remuneration for work not lower than the minimum amount
established by legislation
• Leisure
• Work conditions meeting the requirements of safety and
hygiene
• Professional training, retraining, and raising of qualifications
• Compensation of harm caused to the health or property due to
work
• Joining trade unions and other organizations
• Social security with regard to age, loss of work capacity, loss
of breadwinner, and in other instances established by law
• Protection of labor rights
• Defending interests in collective labour disputes
16. Article 57 – Right to Job Placement (Право на
трудоустройство)
• Everyone shall exercise the exclusive right to manage his
capacities for production and creative labour and to conduct
any activities not prohibited by law. Voluntary
unemployment may not serve as rounds for being brought to
responsibility.
• Each shall have the right to freely choose the place of work
17. Article 60 – Recognition as Unemployed
• A person capable of labour and aged from sixteen to the age
of acquiring the right to pension, who does not have a job
and earnings and who has registered at local agency for
labour as a person seeking work, and who is ready to work,
professionally train and retrain, and to enhance the
qualifications
18. Article 62 – Refusal of Offered Suitable Job
• Persons, who have twice refused suitable work offered to
them within ten days from the moment of registration at the
local agency for labour shall not be deemed to be seeking
work and shall have the right for a second registration as
unemployed upon the expiry of thirty calendar days from
the moment of the refusal of the work offered
19. Article 63 – Job not Considered as Suitable
• Job may not be considered as suitable if;
– It is connected with a change of residence
– The work offered is significantly far from the permanent place of
residence and is located outside the transport accessibility
– The earnings for the work offered are lower than the minimum for
the particular specialty and skills
– The refusal is justified with reasonable grounds
20. Article 72 – The Concept and Parties of Labour
Contract
• A labour contract is an agreement between the employee
and employer concerning the fulfillment of work of a
determined specialty, qualification, or position for
remuneration with obedience to the internal labour order
• The employee and employer are the parties to a labour
contract
21. Article 73 – The Content of Labour Contract
• The place of work
• Labor function of the employee – specialty, qualification, position
• Day of commencement of work
• Operation period of the contract if it is concluded for a definite
period
• Amount of payment and other labour conditions
are determined in the labour contract
22. Labour Contract
• A labour contract is concluded in writing
(Art 74 of LCU)
• Labour contract may be concluded for (Art
75 of LCU)
– An indefinite period
– A determined period of not more than five
years
– For the period of fulfillment of a particular
work
23. Article 77 – Age, at which Hiring is Permitted
• Hiring for work is permitted from 16 years of age
• Persons who have attained 15 years of age may be hired for work
with the written consent of one of the parents or person replacing
him
• Persons, who have reached the age of 14, may also work with the
written consent of one of the parents or person replacing him
24. Article 80 – Documents Required when Hiring
for Work
• Passport or document replacing it and persons up to 16 years – a
birth certificate and reference form place of residence
• Labour book, except for persons taking up work for the first time
• Military ticket
• Diploma concerning completion of an educational establishment
• It is not allowed to demand any additional documents not
provided for by legislation
25. Article 84 – Preliminary Probation when
Hiring for Work
• Undergoing a preliminary probation must be stipulated in the labour
contract. In the absence of such a stipulation, it will considered that the
employee has been hired without preliminary probation
• Preliminary probation shall not be established when hiring pregnant women,
women having children up to three years of age, persons sent for work using
a minimum number of jobs established for the enterprise and
• Workers with whom a labour contract is concluded for a period of up to six
months
26. Article 85 – Period of Preliminary Probation
• The period of preliminary probation may not exceed three
months
• The period of temporary incapacity to labour and other
periods when an employee is absent from work for a
justifiable reason shall not be calculated in the period of
preliminary probation
27. Article 97 – Grounds for Termination of
Labour Contract
• A labour contract may be terminated
– By agreement of the parties
– At the initiative of one of the parties
– Upon the expiry of the period
– Under circumstances not dependent upon the will of the parties
– On the grounds provided for in the labour contract
– In connection with the failure to elect (or failure to pass through the
competition) for a new term or refusal to participate in an election (or
competition)
28. Article 115 – Normal Duration of the Work
Time
• The normal duration of work time for an employee may
not exceed 40 hours per week
• 6 day work week – not more than 7 hours per day
• 5 day work week- not more than 8 hours per day
29. Article 116 – Reduced Duration of Work Time
• A reduced duration of work time shall be established for
– Workers under 18
– Workers who are I and II group disabled persons
– Workers employed in work with unfavorable conditions of labour
– Workers having a special character of work
– Women having children up to three years of age and working in institutions
and organizations financed from the budget
30. Article 121 – Duration of Work on Eve of
Holidays (or Non-Work Days)
• The duration of daily work (or
shift) on the eve of holidays (or
non-work days) shall be reduced
for all workers by not less than one
hour
31. Article 124 – Overtime Work
• Work in excess of the duration of daily
work (or shift) established for an employee
is considered to be overtime
• Overtime work may be applied with the
consent of the employee
• In the event of the duration of a work for 12
hours as well as in jobs with especially
grave and harmful conditions of work,
overtime work will not be permitted
32. Article 128 – Duration of
Leisure Time
• The duration of daily leisure between the end of
work and its commencement the following day
(or shift) may not be less than 12 hours
33. Article 131 – Holidays (Non-
Work Days)
• Holidays shall be
– 1 January
– 8 March
– 21 March
– 9 May
– 1 September
– 1 October
– 8 December
– First day of the religious holiday “Ruza Khaiit”
– First day of the religious holiday “Kurban Khaiit”
34. Annual Leave (Ежегодный
отпуск)
• The duration of an annual basic leave (ежегодный
основной отпуск) shall not be less then 15 work days
(Article 134 of LCU)
• Extended annual basic leave shall be granted to (Article 135
of LCU)
– Persons under 18: 30 calendar days
– Working disabled persons of the I and II group: 30 calendar days
35. Article 143 – Procedure for Granting
Leaves
• Annual basic leave for the first work year shall be granted upon the
expiry of six months of work
• The work year shall be calculated from the date of commencement of
work under the labour contract
• Until the expiry of 6 months leave, can be granted at the wish of the
employee to:
– Women: before leave for pregnancy and birth and after it
– Disabled persons of the I and II groups
– Persons younger than 18 years
– Military servicemen, discharged into the reserve, and who have
commenced the work
– Persons holding two jobs: simultaneously with leave from the principal
place of work
– Persons studying without interruption from the production if they want
take their annual leave when taking exams, assessments and others
– Employees dismissed owing to Article 100, paragraph 2
36. Article 146 – Division of Leave
into Parts
• At the wish of the employee on the
basis of a written application the
division of leave into parts can be
permitted
• In doing so, one of the parts of the
leave must be not less than 12 work
days
37. Article 148 – Payment of Leaves
• Payment shall be guaranteed to a worker for
the period of annual leaves in the amount of
not lower than average earnings
• Payment of leave shall be paid within the
periods established by the collective
contract but not later than the last work day
before the commencement of the leave
38. Article 149 – Social Leaves
• Social leaves
– For pregnancy and birth
– For care for children
– In connection with study
– Creative leaves
39. Article 224 – Guarantees when Hiring
Pregnant Women and Women Having
Children
• It will be prohibited to refuse to hire women and
to reduce their earnings for reasons connected
with pregnancy or presence of children.
• In the event of a refusal to hire a pregnant
woman or woman having a child of up to three
years of age, the employer shall be obliged to
communicate the reasons to her for the refusal in
writing
• A refusal to hire the said persons may be
appealed to a court
40. Article 228-1 – Right of Woman Having Children up to
Three Years of Age and Working in Institutions and
Organizations Financed from the Budget to Reduced
Duration of Work Time
• The duration of work time shall be
established as not more than 35 hours
per week for women having children
up to 3 years of age and working in
institutions and organizations
financed from the budget
• Payment will be made in the same
amount
41. Article 230 – Additional Day off
• One additional day off per month with
payment of the daily earnings thereof at the
expense of State social security shall be
granted to one of the parents (or trustee,
guardian) or person nurturing a disabled
child until he reaches 16 years of age
42. Article 233 – Leaves for
Pregnancy and Birth
• Leaves for pregnancy and birth for a
duration of 70 calendar days before birth
and 56 (in the event of complicated births or
of the birth of two or more children -
seventy) calendar days after birth with
payment of a benefit under state social
insurance shall be granted to womeon