This document outlines the curriculum for a course on labour legislation. It is divided into 8 units that will cover major Indian labour laws including the Apprentices Act, the Factories Act, the Industrial Dispute Act, the Minimum Wages Act, the Employees' State Insurance Act, the Workmen's Compensation Act, the Trade Unions Act, and the Employee Provident Fund and Miscellaneous Provisions Act. The document provides an overview of the topics and objectives covered in each unit along with the credit hours allocated for lectures and case studies. It also lists recommended textbooks, reference books, and journals for further reading on labour law topics.
In this presentation, we will discuss about the legalities governing recruitment and selection in India. We will also talk about various acts related to remuneration and employee insurance in india.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
In this presentation, we will discuss about the legalities governing recruitment and selection in India. We will also talk about various acts related to remuneration and employee insurance in india.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
LLB LAW NOTES ON LABOUR LAW AND INDUSTRIAL LAW
FREE AFFIDAVITS AND NOTICES FORMATS
FREE AGREEMENTS AND CONTRACTS FORMATS
FREE LLB LAW NOTES
FREE CA ICWA NOTES
FREE LLB LAW FIRST SEM NOTES
FREE LLB LAW SECOND SEM NOTES
FREE LLB LAW THIRD SEM NOTES
FREE LLB LAW FOURTH SEM NOTES
FREE LLB LAW FIFTH SEM NOTES
FREE LLB LAW SIXTH SEM NOTES
FREE CA ICWA FOUNDATION NOTES
FREE CA ICWA INTERMEDIATE NOTES
FREE CA ICWA FINAL NOTES
KANOON KE RAKHWALE INDIA
HIRE LAWYER ONLINE
LAW FIRMS IN DELHI
CA FIRM DELHI
VISIT : https://www.kanoonkerakhwale.com/
VISIT : https://hirelawyeronline.com/
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.
An introduction to the most important labour laws in India. The presentation gives just an idea of what is the Act all about. It acts like a handbook to a budding HR executive.
Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355
HR Policies & Employment Legislation
Employment Legislation and Standards
Employment standards are the minimum standards of employment for workplaces required by law. Employment standards cover many aspects of employment including, but not limited to, the following topic areas:
Minimum wage
Minimum daily pay
Meal breaks
Payment of earnings (paydays)
Hours of work
Overtime
Statutory holidays
Annual vacation
Vacation pay
Employment of people under 18
Leave from work
Resolving disputes
Termination
Maternity leave
Weekly day of rest
Deductions
Keeping records
Sexual harassment
Probationary periods
Parental leave
Definition of "employee"
Any HR policies that you develop around the above topics, and any others covered by employment standards, must not provide less than what is offered in the legislation and/ or regulations. The employment standards legislation offers minimum standards; employers are free to develop policies or practices that enhance (provide better standards) than what is allowed for in the law.
HR Policies & Employment Legislation
Human Rights Legislation
Human rights legislation is put in place to protect people from discrimination. It seeks to guarantee people equal treatment regardless of certain identified characteristics (called “prohibited grounds of discrimination”) that have attracted historical stereotyping or bias in relation to employment.
Employers, including nonprofit organizations, need to be aware of human rights legislation as it applies to all practices of employment, including:
Recruitment ads
Application forms
Interviews
Hiring
Dismissal/termination
Promotion
Demotion
Benefits
Wages
Workplace harassment
As organizations strive to create a better world through their missions, it is important that they also work at creating inclusive workplaces that are respectful and welcoming of diversity. Most of the sites below have excellent resources and tools that your organization can use in creating policies, in the hiring process, and in building a more diverse and respectful workforce. We encourage you to explore several of the websites below as they offer a wealth of information that can often be applied across provincial/territorial lines. Particular attention should be paid to the employer’s duty to accommodate an employee in the workplace.
LLB LAW NOTES ON LABOUR LAW AND INDUSTRIAL LAW
FREE AFFIDAVITS AND NOTICES FORMATS
FREE AGREEMENTS AND CONTRACTS FORMATS
FREE LLB LAW NOTES
FREE CA ICWA NOTES
FREE LLB LAW FIRST SEM NOTES
FREE LLB LAW SECOND SEM NOTES
FREE LLB LAW THIRD SEM NOTES
FREE LLB LAW FOURTH SEM NOTES
FREE LLB LAW FIFTH SEM NOTES
FREE LLB LAW SIXTH SEM NOTES
FREE CA ICWA FOUNDATION NOTES
FREE CA ICWA INTERMEDIATE NOTES
FREE CA ICWA FINAL NOTES
KANOON KE RAKHWALE INDIA
HIRE LAWYER ONLINE
LAW FIRMS IN DELHI
CA FIRM DELHI
VISIT : https://www.kanoonkerakhwale.com/
VISIT : https://hirelawyeronline.com/
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.
An introduction to the most important labour laws in India. The presentation gives just an idea of what is the Act all about. It acts like a handbook to a budding HR executive.
Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355
HR Policies & Employment Legislation
Employment Legislation and Standards
Employment standards are the minimum standards of employment for workplaces required by law. Employment standards cover many aspects of employment including, but not limited to, the following topic areas:
Minimum wage
Minimum daily pay
Meal breaks
Payment of earnings (paydays)
Hours of work
Overtime
Statutory holidays
Annual vacation
Vacation pay
Employment of people under 18
Leave from work
Resolving disputes
Termination
Maternity leave
Weekly day of rest
Deductions
Keeping records
Sexual harassment
Probationary periods
Parental leave
Definition of "employee"
Any HR policies that you develop around the above topics, and any others covered by employment standards, must not provide less than what is offered in the legislation and/ or regulations. The employment standards legislation offers minimum standards; employers are free to develop policies or practices that enhance (provide better standards) than what is allowed for in the law.
HR Policies & Employment Legislation
Human Rights Legislation
Human rights legislation is put in place to protect people from discrimination. It seeks to guarantee people equal treatment regardless of certain identified characteristics (called “prohibited grounds of discrimination”) that have attracted historical stereotyping or bias in relation to employment.
Employers, including nonprofit organizations, need to be aware of human rights legislation as it applies to all practices of employment, including:
Recruitment ads
Application forms
Interviews
Hiring
Dismissal/termination
Promotion
Demotion
Benefits
Wages
Workplace harassment
As organizations strive to create a better world through their missions, it is important that they also work at creating inclusive workplaces that are respectful and welcoming of diversity. Most of the sites below have excellent resources and tools that your organization can use in creating policies, in the hiring process, and in building a more diverse and respectful workforce. We encourage you to explore several of the websites below as they offer a wealth of information that can often be applied across provincial/territorial lines. Particular attention should be paid to the employer’s duty to accommodate an employee in the workplace.
C H A P T E R 15 Collective BargainingEmployees join unions TawnaDelatorrejs
C H A P T E R 15 Collective Bargaining
Employees join unions to gain some influence over their working conditions and wages; that influence is achieved through the process called collective bargaining. Section 8(d) of the National Labor Relations Act (NLRA) defines collective bargaining as [t]he performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment, or the negotiation of an agreement or any question arising thereunder. . . . This process of meeting and discussing working conditions is actually a highly stylized and heavily regulated form of economic conflict. Within the limits of conduct spelled out by the National Labor Relations Board (NLRB) under the NLRA, the parties exert pressure on each other to force some concession or agreement. The union’s economic pressure comes from its ability to withhold the services of its members—a strike. The employer’s bargaining pressure comes from its potential to lock out the employees or to permanently replace striking workers. The NLRB and the courts, through their interpretation and administra- tion of the NLRA, have limited the kinds of pressure either side may exert and how such pressure may be applied. This chapter examines the collective bargaining process and the legal limits placed on that process.
15-1 The Duty to Bargain
An employer is required to recognize a union as the exclusive bargaining representa- tive of its employees when a majority of those employees support the union. The union may demonstrate its majority support either through signed authorization cards or by winning a representation election. Once aware of the union’s majority support, the employer must recognize and bargain with the union according to the process spelled out in Section 8(d). Section 8(a)(5) makes it an unfair labor practice for an employer to refuse to bargain with the representative of its employees, and Section 8(b)(3) makes it an unfair practice for a union representing a group of employees to refuse to bargain with their employer. Although the NLRA imposes an obligation to bargain collectively upon both employer and union, it does not control the results of the bargaining process. Section 8(d) makes it clear that the obligation to bargain “does not compel either party to agree to a proposal or require the making of a concession.” The act thus reflects an ambivalence regarding the duty to bargain in good faith. The parties, to promote industrial relations harmony, are required to come together and negotiate, but in deference to the principle of freedom of contract, they are not required to reach an agreement. This tension between the goal of promoting industrial peace and the principle of freedom of contract underlies the various NLRB and court decisions dealing with the duty to bargain. The accommodation of these conflicting ideas makes the ar ...
GOLDEN OPPORTUNITIES OF PRACTISING BEFORE TRIBUNAL - By CA. (Dr.) Rajkumar Ad...CA. (Dr.) Rajkumar Adukia
The author strongly believes that the professional should go beyond their traditional areas by expanding themselves to serve and not settle for less. The article provides you with such goldmines of opportunities in the litigation field wherein addition to advocates, non-advocate professionals such as the Chartered Accountants, Company Secretary, Cost Accountants also can have their fair share.
Vskills certification for Labour Law Analyst assesses the candidate as per the company’s need for compliance to labour laws and assistance in labour cases. The certification tests the candidates on various areas in industrial relations basics, trade unions, employers’ federation, collective bargaining, employee grievances, discipline, industrial conflict, ILO, labour welfare and social security
1. PG- 134
LABOUR LEGISLATION
Learning Objective:
To make aware the students regarding the legal provisions which are a direct impact on the day
to day working of labour organizations.
Knowledge Level: Expert
Unit I: Apprentices Act, 1961
Definitions
Apprentices and their training
Authorities
Offences and Penalties
Credit Hours: Lectures Four 4
Case One 1
Total Five 5
Unit II: The Factories Act, 1948
Definitions
Rules regarding approval licensing and registration
Inspecting staff
Powers and duties of Inspector
Safety of workers
Provisions regarding welfare health,, hazardous
process, holidays, annual leave with wages
Penalties and offences
Credit Hours: Lectures Seven 7
Case One 1
Total Eight 8
Unit III: The Industrial Dispute Act, 1947
Definitions
Authorities under the Act
Procedure, Powers and Duties of Authorities
Strikes and Lockouts
Lay off and Retrenchment
Penalties, offences by companies etc.
Cognizance of offences
Protection of persons
2. Representation of parties
Credit Hours: Lectures Seven 7
Case One 1
Total Eight 8
Unit IV: Minimum Wages Act, 1948
Object and scope of the Act
Definitions
Fixation and revision of minimum wages
Advisory and Central Advisory Boards
Inspectors and Authority
Penalties for various offences
Credit Hours: Lectures Five 5
Case One 1
Total Six 6
Unit V: The Employees State Insurance Act, 1948
Definitions
Constitution powers and duties of ESI Corporations
Officers and staff ESI fund
Benefits provided to Insured persons
Rules regarding mode of recovery
Adjudication of Disputes and Claims
Penalties
Credit Hours: Lectures Six 6
Case One 1
Total Seven 7
Unit VI: The Workmen’s Compensation Act, 1923
Definitions
Employees liability for Compensation,
Monthly wages and method of their calculation
Review
Commutation of half monthly payments
Notice and Claims
Powers of Commissioner
Appeal to the High Court
Credit Hours: Lectures Six 6
Case One 1
Total Seven 7
Unit - VII: Trade Unions Act, 1926
3. Definitions
Registration of Trade Union
Rights and Liabilities of registered Trade Unions
Penalties and Procedure
Credit Hours: Lectures Four 4
Case One 1
Total Five 5
Unit-VIII: The Employee Provident Fund and Miscellaneous Provident Act, 1952
Object of the Act
Definitions
Inspectors and their Powers
Appellate Tribunal
Procedure for determination
Review and recovery of money
Protection of P.F money against attachment
Exemptions
Penalties and Offences
Credit Hours: Lectures Six 6
Case One 1
Total Seven 7
Text Book:
1. Kapoor N.D., "Elements of Industrial law"
2. Malik , P.C., "Labour & Industrial Law", Eastern Book Company
Reference Books:
1. Misra S. N. " Labour Industrial Laws", Allahabad Law Agency Allahabad
2. Srivastava S., Labour Law & Industrial Relations, Vikas
3. Tripathi N.M.," Labour Laws and Labour Relations: Cases & Materials, Indian Law Institute,
Bombay.
4. Sharma A.M., Industrial Relations - Conceptual and Legal Framework', Himalya
5. Labour Law, Arora,Reshma, Himalaya Publication
6. Industrial and Labour Law, Sasane, Anil P. AITBS Publication
7. Labour Laws for Managers, Singh,B.D, Excel Books
Journals:
1. Labour Law Reporter
2. Current Labour Reports
3. International Journal of Comparative Labour Laws & Industrial Relations
4. Indian Journal of Labour Economics, A.N. Sinha Institute of Social Sciences, Patna.
5. Indian Journal of Training & Development, ISTD New Delhi.
6. Management & Labour Studies, XLRI, Jamsedpur.
4. 7. Personal Today, NIPM, Calcutta
Study Materials:
1. PGDBM Programs, AIMA-CME, Delhi
2. MBA Course, IGNOU, Delhi