Labour Law Amendments
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The document summarizes recent amendments to several Indian labour laws: 1. The Factories Act was amended to improve welfare measures like canteens and creches and appoint safety officers, and prevent police from filing cases against employers for accidents. 2. The ESI Act's wage ceiling was raised to Rs. 15,000 and conveyance allowance was excluded from wages. Records only need be kept for 5 years. 3. The EPF Act increased death benefit coverage to Rs. 1,30,000. 4. The Workmen Compensation Act raised compensation minimums and maximums and extended the calculation wage ceiling. It may also be renamed the Employees Compensation Act.
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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.
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POST-SBI-VRS SCENARIO
SBI-VRS is not as per expectation of management .. because
STRATEGIES FOR PROPER STAFF COST REDUCTION
Lessons from the case…
CONCLUSION
Hr With Business Strategy 1
The document discusses the evolution of human resource management from an administrative function to a strategic partner aligned with business strategy. It emphasizes that people are the most valuable resource for organizations and that viewing HR as an investment rather than expense can increase business performance. Finally, it outlines the key roles and priorities of strategic HR in partnering with business leaders to ensure the organization has the right talent and culture to achieve its goals.
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The document discusses the requirements for corporate compliance programs according to federal and state laws. It notes that health care entities that bill or pay out over $5 million annually in Medicaid must establish a compliance program. The focus of compliance programs is ethics, integrity, and compliance with fraud and abuse laws. Key components of compliance programs include a compliance officer, training, and anonymous reporting mechanisms. The document reviews several federal and state laws pertaining to fraud, kickbacks, and false claims. Employees' responsibilities to adhere to compliance policies and report any issues are emphasized.
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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.
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Labour laws applicable to the hospital
This document contains answers to 5 questions about labor laws applicable to hospitals in India. It discusses key provisions of acts like the Industrial Disputes Act, 1947, Industrial Employment (Standing Orders) Act, 1946, Workmen Compensation Act, 1923, Maternity Benefit Act, 1961, Minimum Wages Act, 1948, Payment of Bonus Act, 1965, and Payment of Gratuity Act, 1972. The answers provide details on authorities for dispute resolution, misconduct definitions, compensation eligibility and benefits, maternity benefits, minimum wage fixing process, bonus payment provisions, and gratuity payment terms. The document is soliciting students to contact for fully solved assignments.
Labour laws ppt
The document discusses various labour laws in India including those related to wages, social security, and industrial relations. It provides details about the Payment of Wages Act, Minimum Wages Act, Employees' Provident Fund & Miscellaneous Provisions Act, and Employees' State Insurance Act. These laws govern issues like minimum wages, working hours, social security benefits, and compliance requirements for employers like maintaining proper records and making timely contributions. The document also categorizes different labour laws and outlines the purpose, applicability and key compliance aspects of the aforementioned acts.
Payment of bonus act 1965
The Payment of Bonus Act 1965 aims to provide for the payment of bonus to employees in certain establishments based on profits or productivity. It applies to establishments employing 20 or more persons. Eligible employees must have worked for at least 30 days in an accounting year and earn less than Rs. 3,500 per month. The minimum bonus is 8.33% of salary and the maximum is 20%. Bonus must be paid within 8 months of the accounting year in cash. Employers must maintain registers and file annual returns. Non-compliance can result in fines or imprisonment. Bonus is calculated based on available surplus after accounting for profits, taxes, and other amounts as specified in the Act.
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Labour Codes.pptx
The document summarizes key changes brought about by four Labour Codes passed in India:
1. The Industrial Relations Code, 2020 consolidates laws regarding industrial disputes, trade unions and working conditions. Key changes include expanding the definition of 'worker' and allowing fixed-term contracts without retrenchment benefits.
2. The Occupational Safety, Health and Working Conditions Code, 2020 consolidates various safety and working condition laws. It expands the definition of a 'factory' and ensures no charges are levied on employees for safety measures.
3. The Social Security Code, 2020 consolidates social security laws. It adds new categories of workers like gig workers and expands social security schemes like EPF to more workers.
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The document discusses the Labour Department and its aims to improve working conditions, maintain industrial relations, and enforce labour laws through 29 legislations. It also aims to provide welfare benefits to workers like minimum wages, overtime pay, and ensure occupational health and safety. The department is responsible for enforcing legislation, conciliation of disputes, and maintaining industrial peace. It discusses strengthening various divisions within the department to handle the growing workload and implement its goals more effectively.
Labour Law
The document summarizes key Indian labour laws including the Factories Act, Payment of Wages Act, Workmen's Compensation Act, Minimum Wages Act, Employees' State Insurance Act, Industrial Disputes Act, Bonus Act, Payment of Gratuity Act, and Employees' Provident Fund & Miscellaneous Provisions Act. It discusses the objectives and provisions of these acts regarding issues like working conditions and hours, wages, compensation for injuries, minimum wages, social security benefits, dispute resolution, and retirement benefits. Examples are provided of contribution rates under ESI and EPF acts.
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The document discusses various labor law compliances that must be ensured by companies. It outlines the key responsibilities of the principal employer and contractors under acts like the Contract Labour Act, Minimum Wages Act, and Building and Other Construction Workers Act. Major compliances include registering establishments, obtaining licenses, maintaining registers and records, displaying notices, making statutory payments and returns, and ensuring payment of minimum wages. Strict penalties are prescribed for non-compliance with the labor laws. Principal employers must oversee that contractors are also fulfilling their compliance obligations.
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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.
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The document provides an introduction and overview of the proposed Labour Codes in India. It summarizes the four proposed codes covering wages, industrial relations, social security, and occupational safety. The codes aim to consolidate 29 existing labour laws to simplify and modernize regulation while protecting workers' rights. Key aspects include expanding coverage, setting thresholds for layoffs, strengthening enforcement, and promoting flexible work and collective bargaining.
Labour reforms, 31st dec, 2015
Labour Laws Covered in Reforms
The Employee’s Compensation Act, 1923
The Industrial Disputes Act, 1947
The Minimum Wages Act, 1948
The Contract Labour (Regulation and Abolition) Act, 1970
The Payment Of Bonus Act, 1965
The Unorganized Worker Social Security Act, 2008
The Payment Of Gratuity Act, 1972
The Motor Transport Worker Act, 1961
The Beedi Cigar Worker’s (Condition Of Services) Act, 1966
The Equal Remuneration Act, 1976
The Factories Act, 1948
The Building And Other Construction Workers (Regulation Of Employment And Conditions Of Services) Act, 1996
Ppt of wages act by rajib
The Wages Act of 1936, as amended, establishes the minimum wages that must be paid to workers in India. Some key points covered in the document include:
- The Act covers workers whose average wages are below Rs. 1600
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- Employers must maintain registers recording employee details, work performed, wages paid, deductions made, and receipts given.
- Claims regarding unpaid wages can be heard by labor courts, industrial tribunals, compensation commissioners or civil court judges.
- Claims can be made by employees, legal representatives, union officials, inspectors, or others
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IR 1.pptx
The document discusses labour legislation in India. It begins by defining labour legislation and outlining its objectives such as protecting workers and promoting cordial workplace relations. It then provides details on the evolution and scope of labour laws in India, including regulating industrial relations, employment standards, and workplace health and safety. The document also classifies Indian labour laws into six categories and lists many central and state acts related to wages, working conditions, social security, and vulnerable groups. In closing, it outlines key central laws dealing with labour issues in India.
Payment of wages act, 1936
This document provides an overview of the Payment of Wages Act of 1936 in India. It discusses the history and amendments of the act since 1936. The act aims to regulate payment of wages and ensure they are paid on time without unauthorized deductions. It applies to various industries and establishes authorities like inspectors to enforce the act. The act benefits employees by specifying wage payment timelines, limiting deductions, and establishing penalties for non-compliance.
Labour legislations
The document discusses Indian labor legislation. It provides definitions and outlines the objectives, principles, scope, and classification of labor laws in India. Key points covered include:
- Labor legislation protects workers' rights and promotes healthy employer-employee relations.
- Major labor laws in India relate to industrial relations, wages, working conditions, welfare, and social security.
- Labor laws aim to prevent exploitation of workers, preserve their health and safety, and establish productive employment relationships.
- Major central acts discussed are the Industrial Disputes Act, Employees' Compensation Act, Payment of Gratuity Act, and Minimum Wages Act.
Factories act,bonus act,trade union act presentation-hareesh
This document summarizes key aspects of three important labor laws in India: the Factories Act, Bonus Act, and Trade Union Act.
The Factories Act establishes standards for occupational safety, health, and welfare of workers. It defines a factory and sets maximum limits on working hours. The Bonus Act requires qualifying establishments to pay an annual bonus to employees based on profits. It specifies eligibility, minimum/maximum bonus amounts, and exemptions. The Trade Union Act protects the right to form unions. It outlines registration requirements and sets rules around union funds, membership, and immunity from civil suits.
4. wage fixation & legislation
The document summarizes key aspects of several Indian labor laws:
1) The Minimum Wages Act establishes minimum wage rates to prevent exploitation and applies to permanent, contract, and casual workers.
2) The Payment of Wages Act regulates wage payment, deductions, and timing to ensure timely and full payment.
3) The Equal Remuneration Act provides for equal pay for equal work between men and women to prevent gender-based discrimination.
4) The Employee State Insurance Act and Employees' Provident Fund Act establish social security schemes administered by autonomous bodies that provide medical, pension and other benefits funded by mandatory employer and employee contributions.
factories act, bonus act, trade union act- industrial relations
This document summarizes key aspects of three important labor laws in India: the Factories Act of 1948, Bonus Act of 1965, and Trade Union Act of 1926. The Factories Act focuses on health, safety, welfare and working hours for factory workers. The Bonus Act mandates that eligible employees receive an annual bonus based on profits or productivity. The Trade Union Act protects workers' rights to form unions and engage in collective bargaining.
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一比一原版(Lincoln毕业证)新西兰林肯大学毕业证如何办理
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留信网认证的作用:
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3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
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本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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Matthew Professional CV experienced Government Liaison
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
From Promise to Practice. Implementing AI in Legal Environments
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Labour Law Amendments
- 1. Labour Law Amendments: 2016 The following amendments and latest provisions related under Labour Laws. 1.The Factories Act -1948 :- Lot of changes to be comes under such as in Welfare Measures i.e.Canteen, Creche etc., Appointment of Safety Officers etc., Do not take any action against the employer by Police to FIR, If any accident takes place leads to death etc. 2. The ESI Act - 1948 :- 1.Wage ceiling for coverage of employees is up to Rs.15,000/-per month.Conveyance Allowance is excluded under the part of wage.3. Maintenance of Previous Records for Inspection up to 5 years only. 3. The EPF Act - 1952 :- 1.Under EDLI - The Benifit has been extended from Rs.1,00,000/- to Rs.1,30,000/- 4. The Workmen Compensation Act - 1923 :- Compensation under1. Death i.e.Minimum is 1,20,000, Maximum is Rs.4,25,000/- 2. Permanent Disablement - Minimum - Rs.1,40,000, Maximum is 5,40,000/- 2. Computation for calculation of compensation on wages has been extended from Rs.4,000/- to Rs.8,000/-.3. The Act can be amended as Employees Compensation Act. 4. Casual Labour are also covered under the act as per latest amendment. 5. The Payment of Wages Act - 1936 :- Wages to be paid either through deposit in Bank or by cheque. 6. The Payment of Bonus Act - 1965 :- Amendment has been proposed to extend wage ceiling from Rs.10,000/- to Rs.15,000/- and also for computation of Bonus from Rs.3,500/- to Rs.5,000/-.Minimum Bonus has also extended from 8.33% to 11%. 7. The Payment of Gratuity Act - 1972 :- Maximum Payment under Gratuity has been extended from RS.3,50,000 to Rs.10,00,000/- 2. Compulsory Insurance coverage for employees under Gratuity Act. 8. The Industrial Dispute Act - 1947 :- U/s 11a and impact of Sec2 a, any workmen will directly approaches to Labour Court and Tribunal Directly with out concilliation , if they are discharged, dismissed, terminated from service. 9. The Contract Labour Act - 1970 :- Non Compliance under statutory provisions , contract labour to be deemed as employees of the priniciple employer.