This paper, Labour Flows and Economic Fault Lines Within the ASEAN region:
Livelihood in the Age of Neo-Liberalism by Charles Hector, was presented at the Princess Maha Chakri Sirindhorn Anthropology Centre (SAC) Anthropology Conference entitled Envisioning the ASEAN Socio-Cultural Community: Culture, Conflict and Hope held at the SAC from 28th - 30th March 2012.Bangkok, Thailand
Combating Erosion of Worker and Trade Union Rightseasytocall
This document discusses the erosion of worker rights in Malaysia through practices like outsourcing and short-term contracts. It notes how the right to 8 hours of work, recreation and rest has been amended to allow longer hours. While employment was once understood as regular and permanent, now it is often short-term without benefits. Outsourcing allows employers to avoid obligations to workers by using third party contractors. This undermines unions and worker bargaining power. The document calls for abolishing such practices and returning to a direct two-party employment model that protects worker rights and regular employment.
The document discusses social justice, organized and unorganized sectors, and labour welfare in India. It provides definitions and characteristics of organized sectors, unorganized workers, and informal sectors. It also describes the importance of labour welfare for workers, employers, and society. Labour welfare aims to provide equal access to wealth, health, and opportunities for all people through amenities, regulations, and institutions.
Workers' participation in management involves workers sharing information and participating in decision making with management. There are different forms of participation ranging from simply sharing information to joint decision making. Effective participation can increase efficiency and productivity while promoting industrial harmony. However, participation faces hurdles like management resistance and lack of trust between workers and management. The principle of natural justice requires that decision making be fair and unbiased, giving all parties a chance to be heard.
This document discusses unfair labor practices and their impact on industrial relations and peace in India. It begins by introducing the importance of peaceful industrial relations for economic development. It then defines unfair labor practices under Indian law and provides some examples. The document goes on to explain how unfair practices from both employers and workers can weaken labor unions and deteriorate industrial relations. This in turn negatively impacts industrial harmony and the industrial development of companies and the overall economy. The document analyzes a specific court case to further illustrate these points.
This report argues that the process of reforming
India’s labour laws should maintain
progressive improvement of substantive
and procedural rights for workers in line with
India’s human rights and constitutional obligations.
Promotion of individual workers’ rights
at the expense of collective rights, however,
risks undermining collective action and solidarity
among workers. While international human
rights frameworks have been critiqued
for promoting individualistic rights, this report
takes care to highlight human rights and constitutional
norms and standards that protect
not only individual rights, but also collective
rights.
This document discusses several key aspects of industrial relations:
1. Industrial relations involves determining employment relationships and regulating the institutions and rules that govern the workplace. It also involves socio-industrial conflict and its resolution through bargaining between employees and employers.
2. Collective bargaining aims to reach voluntary agreements between employers and workers' organizations (usually trade unions) regarding working conditions such as wages, hours, benefits, and rights.
3. Several laws and acts in India govern various aspects of industrial relations such as working hours and conditions, wages, bonuses, welfare, disputes, unions, and more. Major stakeholders involved include employees, employers, and the government.
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.
Combating Erosion of Worker and Trade Union Rightseasytocall
This document discusses the erosion of worker rights in Malaysia through practices like outsourcing and short-term contracts. It notes how the right to 8 hours of work, recreation and rest has been amended to allow longer hours. While employment was once understood as regular and permanent, now it is often short-term without benefits. Outsourcing allows employers to avoid obligations to workers by using third party contractors. This undermines unions and worker bargaining power. The document calls for abolishing such practices and returning to a direct two-party employment model that protects worker rights and regular employment.
The document discusses social justice, organized and unorganized sectors, and labour welfare in India. It provides definitions and characteristics of organized sectors, unorganized workers, and informal sectors. It also describes the importance of labour welfare for workers, employers, and society. Labour welfare aims to provide equal access to wealth, health, and opportunities for all people through amenities, regulations, and institutions.
Workers' participation in management involves workers sharing information and participating in decision making with management. There are different forms of participation ranging from simply sharing information to joint decision making. Effective participation can increase efficiency and productivity while promoting industrial harmony. However, participation faces hurdles like management resistance and lack of trust between workers and management. The principle of natural justice requires that decision making be fair and unbiased, giving all parties a chance to be heard.
This document discusses unfair labor practices and their impact on industrial relations and peace in India. It begins by introducing the importance of peaceful industrial relations for economic development. It then defines unfair labor practices under Indian law and provides some examples. The document goes on to explain how unfair practices from both employers and workers can weaken labor unions and deteriorate industrial relations. This in turn negatively impacts industrial harmony and the industrial development of companies and the overall economy. The document analyzes a specific court case to further illustrate these points.
This report argues that the process of reforming
India’s labour laws should maintain
progressive improvement of substantive
and procedural rights for workers in line with
India’s human rights and constitutional obligations.
Promotion of individual workers’ rights
at the expense of collective rights, however,
risks undermining collective action and solidarity
among workers. While international human
rights frameworks have been critiqued
for promoting individualistic rights, this report
takes care to highlight human rights and constitutional
norms and standards that protect
not only individual rights, but also collective
rights.
This document discusses several key aspects of industrial relations:
1. Industrial relations involves determining employment relationships and regulating the institutions and rules that govern the workplace. It also involves socio-industrial conflict and its resolution through bargaining between employees and employers.
2. Collective bargaining aims to reach voluntary agreements between employers and workers' organizations (usually trade unions) regarding working conditions such as wages, hours, benefits, and rights.
3. Several laws and acts in India govern various aspects of industrial relations such as working hours and conditions, wages, bonuses, welfare, disputes, unions, and more. Major stakeholders involved include employees, employers, and the government.
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.
This document discusses the history and current state of labour law and industrial relations in Sri Lanka. It notes that historically, trade unionism had a political influence and there was rivalry between multiple unions. The government supported workers to gain political support. Currently, the framework is highly regulated with an emphasis on laws over relations. The government's future policy focuses on employment generation, skills development, flexible labour laws, and strengthening employer-employee relations. Initiatives are being taken by organizations to lobby for reforms and study related issues. Moving forward, it is necessary to translate policies into action, create a flexible environment, promote stronger relations over regulations, and ensure workers have competitive skills. Industrial relations are strengthened not through punishment but by creating understanding between employers and
The document discusses labour welfare, employee relations, and related government policies and laws in India. It notes that the government has established a Ministry of Human Resource Development to improve human capital development. Labour welfare is an important part of industrial relations. The document outlines key areas for labour standards and reforms, and objectives of employee relations like participation, productivity, and industrial peace. It discusses constitutional provisions and many laws enacted in India to safeguard employee welfare and relations. International labour standards set by the ILO are also important to achieve fair and humane working conditions.
This document provides an overview of human resource management in Malaysia. It discusses the key functions of HR departments including recruitment, safety, employee relations, compensation and benefits, compliance, and training and development. It also outlines the governing body of HR in Malaysia, known as the Ministry of Human Resources (MOHR), and its roles, responsibilities, policies, and current issues related to foreign workers and levies.
Labour law, or employment law, governs the relationship between employers, employees, and trade unions. It deals with issues like wages, working conditions, hiring/firing practices, and workers' rights to unionize. The goal of labour laws in India is to reduce conflicts between employers and employees and promote industrial growth and national development. Labour is a shared responsibility between the central and state governments in India. Some key labour laws cover issues like industrial relations, wages, working conditions, social security, and equality in the workplace. The laws aim to protect workers' interests while maintaining harmonious relations between workers and employers.
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
CII is very enthused by the Government’s plan in taking up Labour Law Reforms as one of the key focus areas as part of its growth agenda. We believe that the speed with which the new Government has initiated reform process in the labour law space will have a rippling effect on the twin objective of employability and job creation.
CII is a strong votary of key labour law reforms. CII believes that only a flexible, competitive and efficient labour law can catalyze investment, growth and employment. It is important that apart from reforms in key sectors a healthy business climate is created. The new government has already initiated these steps very aggressively and we can safely say that these processes will generate its impact very soon.
The September issue of Policy Watch takes an in-depth look at the Labour Law Reforms and has outlined some specific recommendations, which will have a big impact on the economy especially the manufacturing sector and will help in realizing the Prime Minister’s vision of “Make-in-India”.
The document discusses the history and evolution of industrial relations and labor laws. It covers:
- The emergence of industrial relations with the Industrial Revolution in Europe in the late 18th century and its spread globally.
- The emergence of two distinct classes - capitalists and working class - with the rise of the factory system. Initial exploitation of workers through poor conditions and child labor.
- The evolution of industrial relations in India through four phases from ancient times to post-independence, including the establishment of the first unions and passage of early labor laws.
- The tripartite nature of industrial relations involving labor, management, and the government. Key components and objectives of industrial relations.
The document discusses employee welfare in India. It outlines the principles of employee welfare services which should satisfy real employee needs, be handled through a cafeteria approach, and involve periodic assessment. It describes types of welfare services like safety, health, and counseling. Safety services aim to prevent accidents through job analysis, protective equipment, and training. Health services include preventive and curative care. The Factories Act of 1948 requires factories with 500+ workers to appoint a welfare officer to advise on improving productivity and enforcing labor laws.
Necessities, Importance & Principles of Labour Laws in Indiasatyabrata patro
This document discusses the introduction, definition, and necessity of labour legislation. It defines labour legislation as laws enacted by governments to provide economic and social justice for workers through regulations on wages, benefits, and working conditions. Labour laws are necessary to improve industrial relations, protect workers from exploitation, ensure fair wages and compensation, and promote healthy and safe working environments. The principles that guide labour legislation are social justice through equitable distribution of profits between employers and employees, social welfare and equality for workers, and supporting national economic growth.
Employee welfare,Employee grievance, and discipline PriyankaSahu84
This document provides an overview of employee welfare and related topics. It defines employee welfare and discusses the objectives, types, and agencies involved in employee welfare. It also outlines statutory welfare provisions in India and covers topics like employee grievances, grievance procedures, approaches to discipline, and essential elements of an effective disciplinary system. Guidelines for managing difficult employees are also presented.
The document provides an overview of industrial relations, including definitions of key terms, the importance of industrial relations, problems in the public sector, the growth of trade unions, and the code of conduct. It also discusses concepts, trade unions, collective bargaining, and disputes in industrial relations.
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.
Employee welfare refers to benefits and services provided to employees to improve their living and working conditions. The document discusses the meaning, features, objectives, and types of employee welfare. It also covers the role of different agencies like government, employers, and trade unions in providing welfare. Statutory welfare schemes mandated by law and voluntary non-statutory schemes are described. The impact of welfare on productivity and ILO's contributions to welfare are summarized as well.
Labor law is one varied body of law enforced to matters such as industrial relations, employment, trade unions, remuneration etc. Labor laws deal with legal relationships between the state and organized economic interests, legal requirements and cumulative relationships that are progressively important in mass production societies.
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.
The National Commission for Enterprises in the Unorganised Sector (NCEUS) was set up in 2004 by the United Progressive Alliance (UPA) government as an advisory body and a watchdog for the informal sector. This report by the NCEUS recommended a social security scheme for unorganised workers, which would cover minimum benefits such as old age pension, life insurance, maternity benefit, disability benefit (accident compensation), minimum healthcare and sickness benefit. The NCEUS argued that the government needed to move beyond limited social assistance schemes and introduce a full-fledged social security programme for all kinds of workers, especially unorganised workers. The Commission also drafted the Unorganised Workers’ Social Security Bill, which forms part two of this report.
This document provides an overview of labour law in India. It defines key terms like industrial dispute and wages. It describes the objectives of labour law as promoting social justice, social security, and national economy. It categorizes labour laws into protective, regulative, social security, and welfare laws. The document also summarizes the Industrial Disputes Act of 1947, explaining its provisions for conciliation, courts of inquiry, labour courts, and tribunals for resolving industrial disputes.
The document discusses welfare measures for workers under the Bangladesh Labour Code of 2006. It outlines several key measures including requirements for first aid appliances, safety record keeping, washing facilities, canteens, shelters, recreational facilities, housing, and access to daily necessities. Specifically, it notes establishments must provide first aid boxes and ambulances, shelters separated by gender, educational facilities for child tea plantation workers, and ensure access to daily necessities for tea plantation workers. The document also discusses requirements for medical care of newspaper workers and the potential introduction of compulsory group insurance for large establishments.
This document summarizes important labor laws in India. It discusses four key acts: 1) The Employees State Insurance Act of 1948 which provides medical and cash benefits for workers in case of sickness, maternity or injury; 2) The Employees Provident Fund And Misc. Provisions Act of 1952 which requires employers to make contributions to employees' provident and pension funds; 3) The Employment Exchanges (Compulsory Notification of Vacancies) Act of 1959 which mandates employers notify employment exchanges of vacancies; and 4) The Payment of Bonus Act of 1965 which requires employers to pay annual bonuses to eligible employees based on profits or productivity. The document provides details on the applicability and benefits of each act.
Industrial and labour laws (comprehensive)sushantbit04
This document provides an overview of the evolution and key elements of industrial and labour laws in India. It discusses:
1. The origins and historical development of labour law from ancient times through the industrial revolutions, and how labour law developed in India under British rule in the late 19th/early 20th centuries.
2. The key elements that make up the subject matter of modern labour law, including employment, wages, working conditions, trade unions, and social security.
3. How India's labour law framework has been shaped by factors like the country's constitution, independence movement, and international standards set by the ILO. Both central and state governments play a role in regulating labour issues.
4
The document proposes a comprehensive solution called SEVAK to provide social welfare and protections to workers in India's large informal sector. SEVAK committees consisting of qualified and experienced members would be established at the tehsil level to address issues like wage regulation, exploitation, discrimination, and lack of benefits currently faced by informal workers. Each informal worker would receive an identification card and wage book to record employment and pay details. SEVAK committees would collect this data electronically and use it to improve policies for informal workers while also creating new jobs and increasing productivity, tax collection, and overall economic growth. The proposed system aims to overcome shortcomings of previous laws by more closely regulating informal employment conditions and integrating social welfare programs.
This document provides an introduction to the study of geography and economics. It begins with an overview of the topics that will be covered over the course of the year, including economic foundations, globalization, and political and social organization. It then presents a series of questions for students to answer to assess their existing knowledge. The remainder of the document covers key concepts in economics, such as the three main economic sectors, companies and job markets, and different economic systems.
This document discusses the history and current state of labour law and industrial relations in Sri Lanka. It notes that historically, trade unionism had a political influence and there was rivalry between multiple unions. The government supported workers to gain political support. Currently, the framework is highly regulated with an emphasis on laws over relations. The government's future policy focuses on employment generation, skills development, flexible labour laws, and strengthening employer-employee relations. Initiatives are being taken by organizations to lobby for reforms and study related issues. Moving forward, it is necessary to translate policies into action, create a flexible environment, promote stronger relations over regulations, and ensure workers have competitive skills. Industrial relations are strengthened not through punishment but by creating understanding between employers and
The document discusses labour welfare, employee relations, and related government policies and laws in India. It notes that the government has established a Ministry of Human Resource Development to improve human capital development. Labour welfare is an important part of industrial relations. The document outlines key areas for labour standards and reforms, and objectives of employee relations like participation, productivity, and industrial peace. It discusses constitutional provisions and many laws enacted in India to safeguard employee welfare and relations. International labour standards set by the ILO are also important to achieve fair and humane working conditions.
This document provides an overview of human resource management in Malaysia. It discusses the key functions of HR departments including recruitment, safety, employee relations, compensation and benefits, compliance, and training and development. It also outlines the governing body of HR in Malaysia, known as the Ministry of Human Resources (MOHR), and its roles, responsibilities, policies, and current issues related to foreign workers and levies.
Labour law, or employment law, governs the relationship between employers, employees, and trade unions. It deals with issues like wages, working conditions, hiring/firing practices, and workers' rights to unionize. The goal of labour laws in India is to reduce conflicts between employers and employees and promote industrial growth and national development. Labour is a shared responsibility between the central and state governments in India. Some key labour laws cover issues like industrial relations, wages, working conditions, social security, and equality in the workplace. The laws aim to protect workers' interests while maintaining harmonious relations between workers and employers.
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
CII is very enthused by the Government’s plan in taking up Labour Law Reforms as one of the key focus areas as part of its growth agenda. We believe that the speed with which the new Government has initiated reform process in the labour law space will have a rippling effect on the twin objective of employability and job creation.
CII is a strong votary of key labour law reforms. CII believes that only a flexible, competitive and efficient labour law can catalyze investment, growth and employment. It is important that apart from reforms in key sectors a healthy business climate is created. The new government has already initiated these steps very aggressively and we can safely say that these processes will generate its impact very soon.
The September issue of Policy Watch takes an in-depth look at the Labour Law Reforms and has outlined some specific recommendations, which will have a big impact on the economy especially the manufacturing sector and will help in realizing the Prime Minister’s vision of “Make-in-India”.
The document discusses the history and evolution of industrial relations and labor laws. It covers:
- The emergence of industrial relations with the Industrial Revolution in Europe in the late 18th century and its spread globally.
- The emergence of two distinct classes - capitalists and working class - with the rise of the factory system. Initial exploitation of workers through poor conditions and child labor.
- The evolution of industrial relations in India through four phases from ancient times to post-independence, including the establishment of the first unions and passage of early labor laws.
- The tripartite nature of industrial relations involving labor, management, and the government. Key components and objectives of industrial relations.
The document discusses employee welfare in India. It outlines the principles of employee welfare services which should satisfy real employee needs, be handled through a cafeteria approach, and involve periodic assessment. It describes types of welfare services like safety, health, and counseling. Safety services aim to prevent accidents through job analysis, protective equipment, and training. Health services include preventive and curative care. The Factories Act of 1948 requires factories with 500+ workers to appoint a welfare officer to advise on improving productivity and enforcing labor laws.
Necessities, Importance & Principles of Labour Laws in Indiasatyabrata patro
This document discusses the introduction, definition, and necessity of labour legislation. It defines labour legislation as laws enacted by governments to provide economic and social justice for workers through regulations on wages, benefits, and working conditions. Labour laws are necessary to improve industrial relations, protect workers from exploitation, ensure fair wages and compensation, and promote healthy and safe working environments. The principles that guide labour legislation are social justice through equitable distribution of profits between employers and employees, social welfare and equality for workers, and supporting national economic growth.
Employee welfare,Employee grievance, and discipline PriyankaSahu84
This document provides an overview of employee welfare and related topics. It defines employee welfare and discusses the objectives, types, and agencies involved in employee welfare. It also outlines statutory welfare provisions in India and covers topics like employee grievances, grievance procedures, approaches to discipline, and essential elements of an effective disciplinary system. Guidelines for managing difficult employees are also presented.
The document provides an overview of industrial relations, including definitions of key terms, the importance of industrial relations, problems in the public sector, the growth of trade unions, and the code of conduct. It also discusses concepts, trade unions, collective bargaining, and disputes in industrial relations.
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.
Employee welfare refers to benefits and services provided to employees to improve their living and working conditions. The document discusses the meaning, features, objectives, and types of employee welfare. It also covers the role of different agencies like government, employers, and trade unions in providing welfare. Statutory welfare schemes mandated by law and voluntary non-statutory schemes are described. The impact of welfare on productivity and ILO's contributions to welfare are summarized as well.
Labor law is one varied body of law enforced to matters such as industrial relations, employment, trade unions, remuneration etc. Labor laws deal with legal relationships between the state and organized economic interests, legal requirements and cumulative relationships that are progressively important in mass production societies.
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.
The National Commission for Enterprises in the Unorganised Sector (NCEUS) was set up in 2004 by the United Progressive Alliance (UPA) government as an advisory body and a watchdog for the informal sector. This report by the NCEUS recommended a social security scheme for unorganised workers, which would cover minimum benefits such as old age pension, life insurance, maternity benefit, disability benefit (accident compensation), minimum healthcare and sickness benefit. The NCEUS argued that the government needed to move beyond limited social assistance schemes and introduce a full-fledged social security programme for all kinds of workers, especially unorganised workers. The Commission also drafted the Unorganised Workers’ Social Security Bill, which forms part two of this report.
This document provides an overview of labour law in India. It defines key terms like industrial dispute and wages. It describes the objectives of labour law as promoting social justice, social security, and national economy. It categorizes labour laws into protective, regulative, social security, and welfare laws. The document also summarizes the Industrial Disputes Act of 1947, explaining its provisions for conciliation, courts of inquiry, labour courts, and tribunals for resolving industrial disputes.
The document discusses welfare measures for workers under the Bangladesh Labour Code of 2006. It outlines several key measures including requirements for first aid appliances, safety record keeping, washing facilities, canteens, shelters, recreational facilities, housing, and access to daily necessities. Specifically, it notes establishments must provide first aid boxes and ambulances, shelters separated by gender, educational facilities for child tea plantation workers, and ensure access to daily necessities for tea plantation workers. The document also discusses requirements for medical care of newspaper workers and the potential introduction of compulsory group insurance for large establishments.
This document summarizes important labor laws in India. It discusses four key acts: 1) The Employees State Insurance Act of 1948 which provides medical and cash benefits for workers in case of sickness, maternity or injury; 2) The Employees Provident Fund And Misc. Provisions Act of 1952 which requires employers to make contributions to employees' provident and pension funds; 3) The Employment Exchanges (Compulsory Notification of Vacancies) Act of 1959 which mandates employers notify employment exchanges of vacancies; and 4) The Payment of Bonus Act of 1965 which requires employers to pay annual bonuses to eligible employees based on profits or productivity. The document provides details on the applicability and benefits of each act.
Industrial and labour laws (comprehensive)sushantbit04
This document provides an overview of the evolution and key elements of industrial and labour laws in India. It discusses:
1. The origins and historical development of labour law from ancient times through the industrial revolutions, and how labour law developed in India under British rule in the late 19th/early 20th centuries.
2. The key elements that make up the subject matter of modern labour law, including employment, wages, working conditions, trade unions, and social security.
3. How India's labour law framework has been shaped by factors like the country's constitution, independence movement, and international standards set by the ILO. Both central and state governments play a role in regulating labour issues.
4
The document proposes a comprehensive solution called SEVAK to provide social welfare and protections to workers in India's large informal sector. SEVAK committees consisting of qualified and experienced members would be established at the tehsil level to address issues like wage regulation, exploitation, discrimination, and lack of benefits currently faced by informal workers. Each informal worker would receive an identification card and wage book to record employment and pay details. SEVAK committees would collect this data electronically and use it to improve policies for informal workers while also creating new jobs and increasing productivity, tax collection, and overall economic growth. The proposed system aims to overcome shortcomings of previous laws by more closely regulating informal employment conditions and integrating social welfare programs.
This document provides an introduction to the study of geography and economics. It begins with an overview of the topics that will be covered over the course of the year, including economic foundations, globalization, and political and social organization. It then presents a series of questions for students to answer to assess their existing knowledge. The remainder of the document covers key concepts in economics, such as the three main economic sectors, companies and job markets, and different economic systems.
This paper sets out to raise the visibility and awareness of the components involved in labor export to the basic characteristics of labor export in Vietnam. There are benefits and risks regarding the labor export. It helps to solve the problem of high unemployment rates and enhances the national balance of payment.
Remittances make up a large source of foreign funds in Vietnam. Gender equality is also promoted by labour export, because many women have become migrant workers. However, the “brain drain” is still the foremost concern. Protection of migrant workers’ rights also draws great attention. The great reliance on the global market makes the country vulnerable to external shocks.
The document discusses workers' movements in India. It defines who is considered a worker and provides a brief history of the emergence of an industrial labor force in South Asia in the 19th century. It then outlines the main sectors of employment in India including organized/unorganized and primary/secondary/tertiary. The key problems faced by workers are discussed such as poor working conditions, discrimination, lack of job security. Major demands of workers' movements are for better wages, safety, social security, maternity benefits and an end to exploitation. The document concludes by highlighting voices for change such as protests by Anganwadi workers seeking better recognition and benefits.
The document discusses the history and current state of the labor movement and collective bargaining in Canada. It notes that while unions originally organized to represent industrial workers, the service industry is now more prominent. It also summarizes that union membership rates have declined to 30% overall, though most large workplaces remain unionized. Organizing new unions remains challenging due to employer intimidation of workers, though laws have improved conditions for all workers over time.
The document provides an overview of labor export from Vietnam in the context of international economic integration. It discusses the benefits of labor export, including job creation, improved living standards, and increased foreign exchange earnings. However, it also notes risks such as weak legal protections, low education levels among Vietnamese workers, and potential exploitation by foreign companies. Opportunities for labor export include traditional markets in East Asia, but Vietnam also faces challenges in improving workers' skills to better compete globally and maintaining market share as conditions change.
The document contrasts organized and unorganized sectors. The organized sector follows government rules and regulations, provides benefits like paid leave and unions. The unorganized sector lacks regulations, benefits, and job security. Workers are paid low wages without overtime pay or holidays. The document also contrasts public and private sectors, noting the public sector aims to serve public needs while the private sector prioritizes profits. Finally, it discusses the government's role in infrastructure and public welfare that the private sector does not fully address.
The document discusses the unorganized sector in India. It begins by defining the unorganized sector and noting that it generates over 50% of India's GDP. It then outlines the key differences between organized and unorganized labor. It categorizes unorganized labor into four groups: occupation, specially distressed, service categories, and nature of employment. It details the characteristics of unorganized labor such as lack of protections, debt bondage, and irregular hours. It also discusses the advantages and disadvantages of working in the unorganized sector, such as direct interaction with employers but lack of job security. Recent government measures for the unorganized sector are also mentioned.
The document discusses protecting vulnerable informal sector workers in India through social security schemes. It outlines various informal sector jobs, major problems faced by these workers like poverty, casualization, gender inequality, child and old age labor. It then summarizes existing social security schemes and laws, and proposes comprehensive reforms like universalizing coverage, establishing a tripartite National Social Security Commission headed by the Prime Minister, utilizing local governments and organizations for implementation, and financing reforms.
The document discusses challenges faced by India's large informal workforce and efforts made by the government to address these challenges. It notes that India will have 300 million new job entrants by 2025 who will likely join the informal sector due to lack of employment opportunities. Currently, the informal sector faces issues like lack of social security, low wages, gender discrimination, and poor working conditions. The government has introduced various schemes to help informal workers, but implementation remains a challenge. Moving forward, experts recommend increasing employment, formalizing the informal economy, extending social protection, and boosting productivity through training and development. A new department focused solely on the informal sector could help connect workers to skills training, unique digital identities, suitable jobs, minimum wages,
This document proposes a digitized model for providing social welfare to informal workers in India. It notes that over 94% of India's workforce is informal. The proposed model would register informal workers through a unique ID and bank account. Funds would be distributed through an "Informal Sector Machine" (ISM) network similar to ATMs. A management team consisting of NGO members, social workers, and IT graduates would oversee fair distribution of government welfare funds to registered informal workers. The digitized system aims to provide regular work, proper wages, and access to healthcare, pension, and other benefits while minimizing corruption. Implementation challenges include gaining acceptance from informal workers and cooperation from banks to use the ISM network.
The document discusses various topics related to employment and workers in India including:
1) It defines different types of workers such as self-employed, hired, casual, and regular.
2) It provides statistics on the size and characteristics of India's workforce, such as 70% living in rural areas and most working in agriculture.
3) It describes the occupational structure with most workers in the primary sector and trends of informalization.
4) It discusses different types of unemployment like open, structural, and disguised unemployment.
5) It outlines government efforts to generate employment through direct programs and indirectly through other initiatives.
The document discusses the differences between organized and unorganized sectors of the Indian economy. The organized sector follows government rules and regulations, provides benefits like paid leave and unions, while the unorganized sector does not and is characterized by small, low-paid operations. It also examines public and private sectors of the economy, with the public sector focused on infrastructure, welfare and social objectives, and the private sector aimed at profit.
The document discusses organized and unorganized sectors in India's economy. Organized sectors follow government regulations, provide benefits like paid leave and unions, while unorganized sectors do not. It also outlines differences between public and private sectors, with the public sector focused on basic services and the private sector on profit.
This document discusses how economic integration under the ASEAN Community may impact human rights protections in Southeast Asia. It argues that increased cross-border economic activities from integration could exacerbate existing human rights issues like worker abuse. A balance must be found between free market goals and ensuring social welfare and livelihoods. If development gaps persist between countries, integration may improve prosperity for some nations while not helping others, going against ASEAN goals of shared prosperity. It concludes that as economic activities influence social standards, stronger human rights protections are also needed to guide integration in a balanced way.
The document discusses organized and unorganized sectors in India. It notes that organized sectors follow government rules and regulations, have employee and employer unions, and include registered companies. Unorganized sectors do not follow standardized norms and include many small, informal businesses. It also discusses differences between public and private sectors, with public sector primarily providing basic government services and private sector made up of private enterprises focused on profit.
The government plays several key roles in economic development including addressing market failures, externalities, and providing public goods. It also works to promote integrity in markets and overall economic growth. Specifically, the government aims to correct inefficient resource allocation, redistribute income, regulate activities, and promote important public services that benefit all of society. It also establishes rules to manage external costs and benefits from production and consumption.
The document discusses the classification of sectors in the Indian economy based on three criteria: nature of activities, working conditions, and ownership. The primary sector involves activities like agriculture, mining, and fishing that directly use natural resources. The secondary sector includes manufacturing and construction industries that process raw materials. The tertiary sector provides services to support the primary and secondary sectors in areas like transportation, banking, and communication. Organized sectors have formal employment and regulations while unorganized sectors have informal jobs. Public sectors are government-owned and prioritize public welfare, while private sectors are owned by individuals and aim to generate profits. The Indian economy has evolved from primarily relying on the primary sector to now being more service-oriented in the tertiary sector.
This document discusses informality in Mauritius and a campaign to promote formality. It defines informality as work done without declaring income or paying taxes, including some legal jobs. In Mauritius, common informal work includes street vending. The government is building an urban terminal to relocate street vendors and encourage formality by registering with the Ministry of Labor to receive benefits like pensions, social welfare, and access to loans. While some may resist formality due to favoritism or tax evasion, promoting empowerment initiatives can overcome resistance by ensuring proper monitoring and field checks. Going formal is important for individual and national economic security.
This is a simple research survey on the perception of selected people in Marinduque on their perception on the president Duterte's proposed new tax system of the country.
Similar to Labour Flows and Economic Fault Lines Within The ASEAN Region - Livelihood In the Age of Neo Liberalism - Charles Hector, 2012 March (20)
Nation's perception on the proposed new tax system in the philippines.
Labour Flows and Economic Fault Lines Within The ASEAN Region - Livelihood In the Age of Neo Liberalism - Charles Hector, 2012 March
1. LABOUR FLOWS AND
ECONOMIC FAULT LINES
WITHIN THE ASEAN
REGION:
LIVELIHOOD IN THE AGE
OF NEO-LIBERALISM
- CHARLES HECTOR
2.
3. ‘…Neo-liberalism - an ideology and a political
philosophy with its own values of public
responsibility. It had a very precise view of what economic
systems should be and what kind of supporting financial
system should underpin it. The distinguishing feature was
the privatization of utilities essential for public
good general welfare, such as water, power, public
transport, health and other services, irrespective of
services
whether they were efficient or not whilst under the control
of the State...’ Neo-liberalism encouraged low
taxation, mobility of labour to keep wages low,
unrestrained mobility of finance, and the rise of
the stock/commodity/share/currency markets as
a means of financialization which also became the
indicator of economic welfare that is used by States.
4. well being of individual persons LOW
priority
With the advent of neo-
liberalization, traditional
indicators like the general well
being of persons and their
families took a second place to
the general wellbeing of the
state, or is it not really
businesses? Matters like
equitable distribution of wealth
and opportunities amongst
individual persons and their
families, or access to basic
amenities and rights took
second place.
5. The Human Resources
Ministry's study of 1.3 million
Malaysian workers has found
that a shocking 34 percent earn
below the poverty line of RM720
monthly. -
Malaysiakini, 5/8/2010, Study: 34% of workers earning below
6. Labour flow? – WHY NOT Human labour movement?
So much easier to talk about LABOUR as commodity –
ignoring the fact that we are really talking about the
human worker and their families/dependents
7. MIGRATION AND LABOUR FLOWS
ALWAYS EXISTED – NOT A NEW
PHENOMENON AT ALL
* Moving from rural to urban centres, within
countries and across borders in search of a better
life
• Migrants even now form the majority & rule – US,
Australia, New Zealand,…
• ASEAN - many of its people are descendants of
migrants
• Malaysia – In peninsular, only remain couple of
hundred thousand of indigenous people, 55% of
Malays, and the remaining are descendants of
migrants from China, India, Sri Lanka,
8.
9. MIGRATION AND LABOUR FLOWS
ALWAYS EXISTED – NOT A NEW
PHENOMENON AT ALL
* Moving from rural to urban centres, within
countries and across borders in search of a better
life
• Migrants even now form the majority & rule – US,
Australia, New Zealand,…
• ASEAN - many of its people are descendants of
migrants
• Malaysia – In peninsular, only remain couple of
hundred thousand of indigenous people, 55% of
Malays, and the remaining are descendants of
migrants from China, India, Sri Lanka,
10. DIFFERENT ATTITUDE TOWARDS
MIGRATION – PROFITS?
But today nation States seems to be adopting a
different attitude towards migration of people,
wanting not just to control this movement but to also
profit from this movement.
The control today seems to be motivated by reasons
of income generation or profit making by both
countries of origin and host countries.
various kinds of fees, levies, compulsory medical
testing, insurances – including medical insurances,
remittance fees….
11. WHY?
Old sources of income and benefits – erased by
WTO, Free Trade Agreements….free market
NO more import/export duties, trade barriers,
conditions of ‘transfer of technology’ … ‘need to use
percentage of local products’ – quotas for locals in
management/supervisory positions…
NEW sources of income ---- and the answer was
Human Labour Migration…
12. LEVY
Malaysian government makes
about RM2 billion per year
from levy. Employers of migrant workers are
required to pay an annual levy for each worker whereby
the rates depend on the sector employed in –
manufacturing(RM1,200), construction(RM1,200),
plantation (RM540), agriculture (RM360), domestic help
(RM360), services – welfare homes (RM600), services
– island resorts (RM1,200), services –others (RM1,800).
– Migrants in Malaysia – An Overview by Charles Hector, part 1 was published in Praxis,
the Chronicle of the Malaysian Bar, Jan-March 2012, and the 2nd and last part to be
published in the upcoming issue.
13. Income from Insurance & compulsory
medical check-ups
In Malaysia, employers need to buy insurance from
certain companies under The Workmen's
Compensation (Foreign Workers' Compensation
Scheme) (Insurance) Order 1998, and now we have
that new Foreign Workers Hospitalization and
Surgical Insurance Scheme (RM120 per year), and in
some sectors, it is the workers that have to pay for
this new Insurance – not the employers.
Just the new insurance scheme – RM120 X 2
million migrant workers
14. Remittance
income
“…Remittance flows are the
second largest source of
external funding for
developing countries, and
in Malaysian more and more
companies are getting into
this business, and now there
are 62 and all over the country
there are about 1,800 places
where one can transfer
money. The estimated total
remittance was RM36.5bil in
2009 and recorded a further
12% increase in the first three
quarters of 2010
15. And to ensure continued profits
Still woo as many MNCs to set up factories,
businesses - with promises of cheap
problem-free labour - and today with the
added promise of ‘no employer obligations’
No local workers – no problem we will get
you migrant workers , who are more easily
managed with even lesser chances of
creating problems…
* There are also other factors for trying to get MNCs
in…
16. BEST if we can just use LABOUR
without all the other
obligations that come with an
employment relationship….
Like the obligation to look after
the welfare of the worker,
ensure that worker rights are
protected….permanent
employment until retirement,
domestic inquiry & right to be
heard when we want to fire
workers, trade union &
collective agreements, Last In
First Out(LIFO) policy when it
comes to retrenchment…..
17.
18. Permanent to Short-Term Employment
Permanent Employees Short-Term Contracts
Wage increments, annual Easier termination,
leave/medical leave Avoid wage/annual
entitlement increases, leave/sick leave
maternity leave & increments, Avoid
benefits, maternity leave, Lay-Off
termination/lay-off Benefits, etc
benefits, termination More compliant less
difficult – domestic demanding worker –
inquiry, right to be worried about ‘contract
heard…., unions & renewal’ – hence also no
collective agreements union problems..
19. Local Workers –vs- Migrant Workers
Local workers Migrant Workers
More demanding of Easily ‘controlled’ –
rights and benefits easily cheated
Will leave if dissatisfied No choice about
with employment leaving as can only
work for 1 employer -
condition bonded
Can utilize and pursue Rights in law – but NO
claims in Labour Court, effective access to
etc avenues of justice
20. No employment relationship – no
employer’s obligations
Employee Not Employee
Can come together as No right to make claim
UNION and make for better wages, working
conditions, benefits
demands – for better Can be gotten rid off
rights, wages, etc easily by just picking up
Cannot be gotten rid the phone & asking
off easily – due process supplier to take worker
away
Obligation to ensure
No worries about worker
rights and welfare of rights or welfare – just
worker use them
21. End result…
Factories/Workplaces get the required labour –
with NO obligations with regard to worker rights
and entitlements, and certainly NO RISK of
Unions or strike or having to sit down and work
out Collective Agreements
Own employee numbers can slowly be reduced –
and thus their UNION’s powers of negotiation…
bargaining powers erodes away.. Threat of even a
strike – no need to worry as we have the
‘outsourced workers’ who could ensure business
continues as usual…PROFITS without
responsibilities to worker rights and welfare –
IDEAL for MNCs and businesses…
22. Profits without risks
Workers work for the factory, factory pays RM50
to the ‘outsourcing agent’ for normal hours of work
for 1 worker, and agent pays worker RM20, making
about RM30 per day per worker.
1,000 such workers - RM30,000 per day, per
month RM780,000-00, per year RM9.35 million.
With 2 million migrant workers
-RM1.9 billion
23. UN, ILO, Multi-National Bodies(OECD), ASEAN
What can they really do even if they have their
Standards, Declarations, Conventions, ….?
NOTHING but make recommendations to
governments and/or businesses to protect rights, …
blah…blah – but there is NO way for them to compel
– or even ensure justice is done to victimized
workers…
* Also the victims have no direct access – to make
complaints or claim rights… so why should the
oppressor MNC or governments worry?
24. ASEAN – What Road Shall We Take?
Follow the river of neo-liberalism OR go another
direction?
Continue to be governed by speculations and
threats – or revert to traditional, cultural and
religious values of the ASEAN people – where
human dignity, rights, livelihood of individual
persons and families is the most important
priority of governments…
Take back control from private companies what a
government should be doing for the people –
healthcare, education, basic amenities,
employment security, social security, public
transport, …