What’s Labour Law
Origins of Labour Laws
Individual Labour Law
Labour Policy in India
Duties of Employer under the Act
Working Hours under the Act
Important Acts of Indian Labour Law
The Employees Provident Fund and Miscellaneous Provisions Act, 1952 was passed to provide social security to employees in industries by establishing a compulsory provident fund. The Act applies to establishments with 20 or more employees across industries like cement, cigarettes, engineering etc. It requires both employers and employees to contribute 12% each of the employee's basic wages to the provident fund. Several amendments have been made over time to introduce provisions like family pension schemes and deposit linked insurance schemes. The Act is administered by the Central Board of Trustees, Employees Provident Fund Organisation with representation from government, employers and employees.
The Payment of Wages Act regulates the payment of wages to workers in certain industries. It requires wages to be paid regularly and prohibits unauthorized deductions. The Act defines wages and applies to factories, railways, and other establishments. It specifies rules for fixing wage periods, timely payment of wages including upon termination, and permissible deductions such as for fines and loans. Employers must maintain registers with details of workers, work, wages paid, and deductions made. The Act aims to ensure proper and prompt payment of wages to workers.
The document summarizes the key aspects of the Payment of Wages Act, 1936 in India. It outlines the applicability of the Act, definitions, responsibilities for wage payment, fixation of wage periods at a maximum of one month, timelines for payment within 7-10 days of the wage period, methods of payment, authorized deductions including fines and loans, and procedures for appeals. The purpose of the Act is to ensure timely and full payment of wages to employees without unauthorized deductions.
The document discusses the key aspects of gratuity as per the Payment of Gratuity Act, 1972. It provides definitions for gratuity, continuous service, and eligibility criteria. It states that gratuity is payable for continuous service of 5 years or more (or in case of death/disablement) and the maximum amount is Rs. 10 lakhs. The document outlines procedures for nomination, application for gratuity, penalties for non-compliance, and methods to calculate gratuity for different types of employees.
The document is the Payment of Gratuity Act of 1972. It provides a scheme for payment of gratuity to employees in factories, mines, ports and other establishments with 10 or more employees. Some key points:
- Gratuity is payable to employees with 5+ years of continuous service on superannuation, retirement, resignation, death or disablement.
- The maximum gratuity payable is Rs. 10 lakhs as per the latest amendment.
- Employers must obtain insurance from LIC or other insurers to cover their gratuity liability.
- Controlling authorities are appointed to administer the Act.
This material is a part of our PGPSE programe. Our programme is available for any student after class 12th / graduation. AFTERSCHO☺OL conducts PGPSE, which is available free to all online students. There are no charges. PGPSE is a very rigorous programme, designed to give a comprehensive training in social entrepreneurship / spiritual entrepreneurship. This programme is aimed at those persons, who want to ultimately set up their own business enterprises which can benefit society substantially. PGPSE is a unique programme, as it combines industry consultancy, business solutions and case studies in addition to spirituality and social concerns. You can read the details at www.afterschoool.tk or at www.afterschool.tk
The Employees Provident Fund and Miscellaneous Provisions Act, 1952 was passed to provide social security to employees in industries by establishing a compulsory provident fund. The Act applies to establishments with 20 or more employees across industries like cement, cigarettes, engineering etc. It requires both employers and employees to contribute 12% each of the employee's basic wages to the provident fund. Several amendments have been made over time to introduce provisions like family pension schemes and deposit linked insurance schemes. The Act is administered by the Central Board of Trustees, Employees Provident Fund Organisation with representation from government, employers and employees.
The Payment of Wages Act regulates the payment of wages to workers in certain industries. It requires wages to be paid regularly and prohibits unauthorized deductions. The Act defines wages and applies to factories, railways, and other establishments. It specifies rules for fixing wage periods, timely payment of wages including upon termination, and permissible deductions such as for fines and loans. Employers must maintain registers with details of workers, work, wages paid, and deductions made. The Act aims to ensure proper and prompt payment of wages to workers.
The document summarizes the key aspects of the Payment of Wages Act, 1936 in India. It outlines the applicability of the Act, definitions, responsibilities for wage payment, fixation of wage periods at a maximum of one month, timelines for payment within 7-10 days of the wage period, methods of payment, authorized deductions including fines and loans, and procedures for appeals. The purpose of the Act is to ensure timely and full payment of wages to employees without unauthorized deductions.
The document discusses the key aspects of gratuity as per the Payment of Gratuity Act, 1972. It provides definitions for gratuity, continuous service, and eligibility criteria. It states that gratuity is payable for continuous service of 5 years or more (or in case of death/disablement) and the maximum amount is Rs. 10 lakhs. The document outlines procedures for nomination, application for gratuity, penalties for non-compliance, and methods to calculate gratuity for different types of employees.
The document is the Payment of Gratuity Act of 1972. It provides a scheme for payment of gratuity to employees in factories, mines, ports and other establishments with 10 or more employees. Some key points:
- Gratuity is payable to employees with 5+ years of continuous service on superannuation, retirement, resignation, death or disablement.
- The maximum gratuity payable is Rs. 10 lakhs as per the latest amendment.
- Employers must obtain insurance from LIC or other insurers to cover their gratuity liability.
- Controlling authorities are appointed to administer the Act.
This material is a part of our PGPSE programe. Our programme is available for any student after class 12th / graduation. AFTERSCHO☺OL conducts PGPSE, which is available free to all online students. There are no charges. PGPSE is a very rigorous programme, designed to give a comprehensive training in social entrepreneurship / spiritual entrepreneurship. This programme is aimed at those persons, who want to ultimately set up their own business enterprises which can benefit society substantially. PGPSE is a unique programme, as it combines industry consultancy, business solutions and case studies in addition to spirituality and social concerns. You can read the details at www.afterschoool.tk or at www.afterschool.tk
The Industrial Disputes Act, 1947 governs industrial relations in India. It defines key terms like strikes, lock-outs, lay-offs, and retrenchment. The Act prohibits illegal strikes and lock-outs and outlines penalties for violations. It establishes authorities to deal with industrial disputes through conciliation, arbitration, and adjudication to promote harmonious relations in workplaces.
Lockouts are defined as the temporary closing of employment or suspension of work by an employer, refusing to employ workers. Employers are prohibited from lockouts without proper notice and during conciliation proceedings. Illegal lockouts can result in imprisonment or fines.
Retrenchment is defined as termination of a worker's service for any reason other than punishment. Employers must give one month's notice, pay compensation equivalent to 15 days wages per year of service, and notify the government within 3 days.
The Payment of Gratuity Act of 1972 outlines rules for gratuity payments in India. It applies to companies with 10 or more employees. Gratuity is payable after 5 years of continuous service and is calculated as 15 days of last drawn wages for each completed year of service. Employers must make payment within 30 days of application or face penalties including interest on late payments. Disputes are handled by a controlling authority and there is a process for appeals.
Labour administration is concerned with labour welfare and social policy implementation. It establishes the framework for developing, implementing, coordinating, and enforcing national labour policies and laws. The key areas of national labour policy include employment and training, labour protection, inspection, and relations. Labour administration covers activities related to labour, employment, information/research, and labour-management relations. At the central level in India, the Ministry of Labour is responsible for administration and the Chief Labour Commissioner's office assists with enforcement. Other agencies include social insurance organizations, a labour education board, and industrial tribunals.
This document provides an overview of the Employees Compensation Act of 1923 in India. It begins with background on the need for the act to provide relief for workmen and/or their dependents in cases of death, disability, or injury due to workplace accidents or occupational diseases. It then discusses key definitions, rules, and scope of the act. Specifically, it outlines the employer's liability for compensation in different injury cases and calculations for determining compensation amounts for death, permanent total disablement, and permanent partial disablement based on factors like monthly wages and relevant age factor. The document aims to simplify the act for undergraduate students and seeks feedback to improve its presentation of this important labor law topic.
The Payment of Gratuity Act of 1972 provides a scheme for gratuity payments to employees in India. Key points:
- It applies to employees of factories, mines, ports and other establishments with 10+ employees.
- Gratuity is a lump sum reward for past service paid when employment ends. It is calculated as 15 days wages for each completed year of service (up to Rs. 10 lakhs).
- If an employee dies, gratuity is paid to their nominee or legal heirs. Employers must determine and notify eligible persons of gratuity amounts within 30 days. Disputes are resolved by controlling authorities through inquiry and appeal processes.
A PPT THAT EXPLAINS LABOUR WELFARE FUNDS AND ITS TYPES:
Beedi Workers Welfare Cess Act,1976
Cine Workers Welfare Cess Act,1981
The Iron Ore, Manganese Ore & Chrome Ore Mines Labour Welfare Cess Act ,1976
The Limestone and Mines Labour Welfare Fund Act, 1972
Mica Mines Labour Welfare Fund Act, 1946
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work between men and women. Key objectives include preventing discrimination against women in employment and increasing opportunities for women. The Act applies to all employers across India and mandates equal remuneration for men and women performing the same or similar work. It also prohibits discrimination in recruitment, training, or promotions based on sex. Advisory committees provide recommendations to increase women's employment. Authorities appointed by the government hear complaints and claims regarding violations and direct appropriate actions such as payment of unequal wages.
The document summarizes key aspects of the Trade Union Act of 1926 in India. It discusses the objectives of establishing legal protections for trade unions, how unions are defined, and requirements for registration. Key points include:
- The Act aimed to provide legal status to trade unions by establishing a registration system.
- A trade union is defined as a combination of workers/employers formed to regulate their relations or impose conditions on businesses.
- At least 7 members can apply to register a union, providing details like member names and addresses, union name and rules.
- Registered unions must operate within certain duties like notifying address changes and submitting annual audited financial reports.
- Funds are raised
The Payment of Bonus act, 1965. this PPT has inclusion recent amendments and is done from the view point of students. If anything has been missed out, do let us know through comments.
ThankYou
The document summarizes the key aspects of the Employees Compensation Act, 1923 in India. It outlines the objectives of the act, which is to provide quick compensation to employees or their dependents for work-related injuries or diseases. It covers the definitions, scope, procedures for calculating compensation amounts for death, injury types, employer liability including when contractors are involved, penalties for non-compliance, and prohibited contracting-out of compensation. The act aims to provide social security to employees in a faster manner than civil court proceedings.
The Payment of Wages Act, 1936 regulates payment of wages to certain classes of employees in industries. Its objectives are to ensure wages are paid within prescribed time periods and without unjustified deductions. It applies to factories, railways, and other establishments specified in the Act employing workers earning up to Rs. 18,000 per month. Wages must be paid within 7-10 days of the end of the wage period, which cannot exceed one month. Only limited deductions are permitted from wages.
The document summarizes the key aspects of the Employee Compensation Act, 1923 in India. The Act provides for payment of compensation by certain classes of employers to their workmen who suffer injury or disease arising out of and in the course of employment. Some of the main points covered include definitions of employee, wages and disablement; employer's liability for compensation in cases of death, injury or occupational disease; procedures for claiming compensation; and calculation of compensation amounts for death, permanent total or partial disablement.
The document summarizes key changes between old and new labor legislation in India. It discusses 3 new labor codes that consolidate previous acts: the Industrial Relations Code, Occupational Safety, Health and Working Conditions Code, and Social Security Code. Some major changes include expanding the definition of "worker", allowing fixed-term contracts without retrenchment benefits but with other statutory benefits, increasing the threshold for lay-off and closure approvals, introducing a universal social security system for gig and platform workers, and establishing a single registration and inspection system to reduce compliance burden for businesses.
The Payment of Gratuity Act of 1972 requires that employers pay gratuity to employees who have worked continuously for at least 5 years upon termination of employment. Gratuity is calculated as 15 days wages for each completed year of service, up to a maximum of 3.5 lakhs rupees. Employers must determine gratuity payable and notify employees and controlling authorities within 30 days. The act applies to shops, establishments, factories and other organizations employing 10 or more people. It specifies penalties for non-payment of gratuity or knowingly providing false information to avoid payment.
The document discusses the Employees' Provident Fund (EPF), a mandatory retirement benefit plan in India. Some key points:
- The EPF is managed by the Employees' Provident Fund Organization (EPFO) and requires equal contributions from employers and employees up to a specified rate.
- To be eligible, one must work for an establishment with 20 or more employees that has registered with the EPFO. Establishments with fewer than 20 employees can opt-in voluntarily.
- The EPF scheme provides partial and full withdrawals for needs like housing, education, marriage, medical expenses. On retirement at age 58, the accumulated contributions can be withdrawn.
- Other schemes under the Act include the Employees
The Payment of Gratuity Act of 1972 establishes rules for the payment of gratuities to employees in India. The act applies to factories, mines, oilfields, plantations, ports, and railway companies with 10 or more employees. It requires that gratuity be paid to employees who have worked continuously for at least 5 years upon superannuation, retirement, resignation, or death. Gratuity is calculated based on last wages and years of service. The act defines employees and wages and outlines when gratuity can be withheld. It also addresses nominations, determinations, penalties, and exemption powers. Various forms are provided to facilitate nominations and applications related to gratuity.
The document discusses labour laws and employment laws. It defines labour laws as laws dealing with the relationship between employers, employees, and labour organizations, while employment laws deal with issues like employment contracts and workplace discrimination. It provides origins and examples of key labour laws in India like the Factories Act, Payment of Wages Act, Workmen's Compensation Act, and Apprentices Act. It also discusses the objectives, applicability and guidelines of some of these important acts.
Labour law addresses the relationship between employers, employees, and unions. It deals with issues in both public law, like the right to organize, and private law, like employment contracts. The goal of labour law is to balance the interests of employers and employees. Labour laws first emerged when employers tried to restrict unions and keep wages low, while workers demanded better conditions. Governments enacted labour laws to intervene in this conflict. Key Indian labour laws cover wages, working conditions, disputes, compensation, child labour, and equal pay. Labour policy aims to promote both economic development and social justice. Major laws regulate apprenticeships, wage payment, workplace safety, disputes, social security, bonuses, and severance pay.
The Industrial Disputes Act, 1947 governs industrial relations in India. It defines key terms like strikes, lock-outs, lay-offs, and retrenchment. The Act prohibits illegal strikes and lock-outs and outlines penalties for violations. It establishes authorities to deal with industrial disputes through conciliation, arbitration, and adjudication to promote harmonious relations in workplaces.
Lockouts are defined as the temporary closing of employment or suspension of work by an employer, refusing to employ workers. Employers are prohibited from lockouts without proper notice and during conciliation proceedings. Illegal lockouts can result in imprisonment or fines.
Retrenchment is defined as termination of a worker's service for any reason other than punishment. Employers must give one month's notice, pay compensation equivalent to 15 days wages per year of service, and notify the government within 3 days.
The Payment of Gratuity Act of 1972 outlines rules for gratuity payments in India. It applies to companies with 10 or more employees. Gratuity is payable after 5 years of continuous service and is calculated as 15 days of last drawn wages for each completed year of service. Employers must make payment within 30 days of application or face penalties including interest on late payments. Disputes are handled by a controlling authority and there is a process for appeals.
Labour administration is concerned with labour welfare and social policy implementation. It establishes the framework for developing, implementing, coordinating, and enforcing national labour policies and laws. The key areas of national labour policy include employment and training, labour protection, inspection, and relations. Labour administration covers activities related to labour, employment, information/research, and labour-management relations. At the central level in India, the Ministry of Labour is responsible for administration and the Chief Labour Commissioner's office assists with enforcement. Other agencies include social insurance organizations, a labour education board, and industrial tribunals.
This document provides an overview of the Employees Compensation Act of 1923 in India. It begins with background on the need for the act to provide relief for workmen and/or their dependents in cases of death, disability, or injury due to workplace accidents or occupational diseases. It then discusses key definitions, rules, and scope of the act. Specifically, it outlines the employer's liability for compensation in different injury cases and calculations for determining compensation amounts for death, permanent total disablement, and permanent partial disablement based on factors like monthly wages and relevant age factor. The document aims to simplify the act for undergraduate students and seeks feedback to improve its presentation of this important labor law topic.
The Payment of Gratuity Act of 1972 provides a scheme for gratuity payments to employees in India. Key points:
- It applies to employees of factories, mines, ports and other establishments with 10+ employees.
- Gratuity is a lump sum reward for past service paid when employment ends. It is calculated as 15 days wages for each completed year of service (up to Rs. 10 lakhs).
- If an employee dies, gratuity is paid to their nominee or legal heirs. Employers must determine and notify eligible persons of gratuity amounts within 30 days. Disputes are resolved by controlling authorities through inquiry and appeal processes.
A PPT THAT EXPLAINS LABOUR WELFARE FUNDS AND ITS TYPES:
Beedi Workers Welfare Cess Act,1976
Cine Workers Welfare Cess Act,1981
The Iron Ore, Manganese Ore & Chrome Ore Mines Labour Welfare Cess Act ,1976
The Limestone and Mines Labour Welfare Fund Act, 1972
Mica Mines Labour Welfare Fund Act, 1946
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work between men and women. Key objectives include preventing discrimination against women in employment and increasing opportunities for women. The Act applies to all employers across India and mandates equal remuneration for men and women performing the same or similar work. It also prohibits discrimination in recruitment, training, or promotions based on sex. Advisory committees provide recommendations to increase women's employment. Authorities appointed by the government hear complaints and claims regarding violations and direct appropriate actions such as payment of unequal wages.
The document summarizes key aspects of the Trade Union Act of 1926 in India. It discusses the objectives of establishing legal protections for trade unions, how unions are defined, and requirements for registration. Key points include:
- The Act aimed to provide legal status to trade unions by establishing a registration system.
- A trade union is defined as a combination of workers/employers formed to regulate their relations or impose conditions on businesses.
- At least 7 members can apply to register a union, providing details like member names and addresses, union name and rules.
- Registered unions must operate within certain duties like notifying address changes and submitting annual audited financial reports.
- Funds are raised
The Payment of Bonus act, 1965. this PPT has inclusion recent amendments and is done from the view point of students. If anything has been missed out, do let us know through comments.
ThankYou
The document summarizes the key aspects of the Employees Compensation Act, 1923 in India. It outlines the objectives of the act, which is to provide quick compensation to employees or their dependents for work-related injuries or diseases. It covers the definitions, scope, procedures for calculating compensation amounts for death, injury types, employer liability including when contractors are involved, penalties for non-compliance, and prohibited contracting-out of compensation. The act aims to provide social security to employees in a faster manner than civil court proceedings.
The Payment of Wages Act, 1936 regulates payment of wages to certain classes of employees in industries. Its objectives are to ensure wages are paid within prescribed time periods and without unjustified deductions. It applies to factories, railways, and other establishments specified in the Act employing workers earning up to Rs. 18,000 per month. Wages must be paid within 7-10 days of the end of the wage period, which cannot exceed one month. Only limited deductions are permitted from wages.
The document summarizes the key aspects of the Employee Compensation Act, 1923 in India. The Act provides for payment of compensation by certain classes of employers to their workmen who suffer injury or disease arising out of and in the course of employment. Some of the main points covered include definitions of employee, wages and disablement; employer's liability for compensation in cases of death, injury or occupational disease; procedures for claiming compensation; and calculation of compensation amounts for death, permanent total or partial disablement.
The document summarizes key changes between old and new labor legislation in India. It discusses 3 new labor codes that consolidate previous acts: the Industrial Relations Code, Occupational Safety, Health and Working Conditions Code, and Social Security Code. Some major changes include expanding the definition of "worker", allowing fixed-term contracts without retrenchment benefits but with other statutory benefits, increasing the threshold for lay-off and closure approvals, introducing a universal social security system for gig and platform workers, and establishing a single registration and inspection system to reduce compliance burden for businesses.
The Payment of Gratuity Act of 1972 requires that employers pay gratuity to employees who have worked continuously for at least 5 years upon termination of employment. Gratuity is calculated as 15 days wages for each completed year of service, up to a maximum of 3.5 lakhs rupees. Employers must determine gratuity payable and notify employees and controlling authorities within 30 days. The act applies to shops, establishments, factories and other organizations employing 10 or more people. It specifies penalties for non-payment of gratuity or knowingly providing false information to avoid payment.
The document discusses the Employees' Provident Fund (EPF), a mandatory retirement benefit plan in India. Some key points:
- The EPF is managed by the Employees' Provident Fund Organization (EPFO) and requires equal contributions from employers and employees up to a specified rate.
- To be eligible, one must work for an establishment with 20 or more employees that has registered with the EPFO. Establishments with fewer than 20 employees can opt-in voluntarily.
- The EPF scheme provides partial and full withdrawals for needs like housing, education, marriage, medical expenses. On retirement at age 58, the accumulated contributions can be withdrawn.
- Other schemes under the Act include the Employees
The Payment of Gratuity Act of 1972 establishes rules for the payment of gratuities to employees in India. The act applies to factories, mines, oilfields, plantations, ports, and railway companies with 10 or more employees. It requires that gratuity be paid to employees who have worked continuously for at least 5 years upon superannuation, retirement, resignation, or death. Gratuity is calculated based on last wages and years of service. The act defines employees and wages and outlines when gratuity can be withheld. It also addresses nominations, determinations, penalties, and exemption powers. Various forms are provided to facilitate nominations and applications related to gratuity.
The document discusses labour laws and employment laws. It defines labour laws as laws dealing with the relationship between employers, employees, and labour organizations, while employment laws deal with issues like employment contracts and workplace discrimination. It provides origins and examples of key labour laws in India like the Factories Act, Payment of Wages Act, Workmen's Compensation Act, and Apprentices Act. It also discusses the objectives, applicability and guidelines of some of these important acts.
Labour law addresses the relationship between employers, employees, and unions. It deals with issues in both public law, like the right to organize, and private law, like employment contracts. The goal of labour law is to balance the interests of employers and employees. Labour laws first emerged when employers tried to restrict unions and keep wages low, while workers demanded better conditions. Governments enacted labour laws to intervene in this conflict. Key Indian labour laws cover wages, working conditions, disputes, compensation, child labour, and equal pay. Labour policy aims to promote both economic development and social justice. Major laws regulate apprenticeships, wage payment, workplace safety, disputes, social security, bonuses, and severance pay.
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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.
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Labour law addresses the relationship between employers, employees, and unions. It deals with issues in both public law, like the right to organize, and private law, like employment contracts. The goal of labour law is to balance the interests of employers and employees. Labour laws first emerged when employers tried to restrict unions and keep wages low, while workers demanded better conditions. Governments enacted labour laws to intervene in the conflict between employers and workers. Key Indian labour laws regulate wages, working conditions, disputes, bonuses, gratuities, and more. The Apprenticeship Act promotes skills training through contracts between apprentices and employers. The Payment of Wages Act regulates wage payments and prohibits unauthorized deductions.
Labour law addresses the relationship between employers, employees, and unions. It deals with issues in both public law, like the right to organize, and private law, like employment contracts. The goal of labour law is to balance the interests of employers and employees. Labour laws first emerged when employers tried to restrict unions and keep wages low, while workers demanded better conditions. Governments enacted labour laws to intervene in the conflict between employers and workers. Key Indian labour laws regulate wages, working conditions, disputes, bonuses, gratuities, and more. The Apprenticeship Act promotes skills training through contracts between apprentices and employers. The Payment of Wages Act regulates wage payments and prohibits unauthorized deductions.
Labour law addresses the relationship between employers, employees, and labour organizations, dealing with issues of public and private law. Labour laws emerged to restrict worker organizations and keep labour costs low, while workers demanded better conditions and the right to organize. The goal of labour laws is to balance the interests of employers and employees. Key Indian labour laws regulate wages, working conditions, industrial disputes, compensation, child labour, equal remuneration, and more. Legislation like the Apprentices Act aims to promote skills training, while the Payment of Wages Act regulates wage payment and deductions.
Labour law addresses the relationship between employers, employees, and labour organizations, dealing with issues of public and private law. The goal of labour laws is to balance the interests of employers and employees. Labour laws emerged as employers tried to restrict unions while keeping costs low, while workers demanded better conditions and the right to organize. Major labour laws in India include the Factories Act, Industrial Disputes Act, Employees' Provident Fund Act, and more. These cover issues like working conditions, dispute resolution, social security, and more. The Apprenticeship Act promotes skills training through contracts between apprentices and employers. The Payment of Wages Act regulates wage payment to ensure timely and full payment without unauthorized deductions.
The document provides an overview of key Indian labor laws. It begins with defining labor law and explaining the origins of labor laws due to tensions between employers and workers. It then outlines several important acts like the Factories Act, 1948 which regulates safety, welfare and working hours; the Payment of Wages Act, 1936 which regulates wage payments; the Employees' Provident Funds & Miscellaneous Provisions Act, 1952 which provides post-retirement benefits; and the Payment of Bonus Act, 1965 which provides workers a share of company profits. The document aims to educate about laws governing rights of Indian workers.
This document summarizes several key Indian labor laws that apply to construction laborers, including the Payment of Wages Act, Minimum Wages Act, Workmen's Compensation Act, and Factories Act. It provides an overview of the purpose and provisions of each act, such as regulating wage payments and ensuring minimum wages, providing compensation for work-related injuries, and establishing safety and welfare standards for factory workers. The document also discusses the importance and necessity of labor laws in improving industrial relations, protecting workers from exploitation, and promoting a safe working environment.
human resource management
A presentation on the different labour laws in India. It includes the need, role, principles of labour law in emplyee management and Human resource management. This presentation specially focuses on the child Labour Law (1986)
The document summarizes key aspects of the new Industrial Relations Code, 2020 in India. It consolidates existing labour laws covering trade unions, industrial employment, and industrial disputes. Key changes include recognizing a single negotiating union, new definitions of employee and industry, strengthening grievance mechanisms, requiring notice for all strikes, and increasing thresholds for standing orders. The code aims to modernize labour regulations while balancing interests of workers and employers.
This document summarizes key aspects of labour laws and industrial relations in India. It outlines the various labour laws in India related to areas like industrial relations, wages, working conditions, and social security. These laws are enacted by both central and state governments. The document also describes the industrial disputes resolution process in India, which involves preventive and settlement machinery like works committees, conciliation, arbitration, and labour courts/tribunals. Recent amendments to labour laws aim to increase coverage of workers, enhance dispute resolution mechanisms, and streamline the establishment of employment regulations.
This document provides an overview of labour laws in India. It begins with defining labour law and tracing the origins of labour laws in India under British rule. It then classifies Indian labour laws into 8 categories and lists some of the key central labour laws. The document notes that labour is a concurrent subject, allowing for laws by both central and state governments. It provides details on the constitutional status of labour and highlights some fundamental rights relating to equality of opportunity and employment under the Indian constitution. In summary, the document provides a comprehensive introduction and overview of the Indian labour law system.
This document provides an overview of labour laws in India. It begins by defining labour law and tracing the origins of labour laws in India under British colonial rule. It then classifies Indian labour laws into 8 categories and lists some of the key central labour laws. The document notes that labour is a concurrent subject, allowing for laws by both central and state governments. It provides details on the constitutional status of labour and highlights some fundamental rights relating to equality of opportunity and employment under the Indian constitution. Overall, the document serves as an introduction to India's complex framework of labour laws.
The document summarizes key changes being introduced through three new labour codes covering organized, unorganized, and self-employed workers. Some of the major changes include expanding the definition of worker, introducing fixed term contracts, increasing the threshold for requiring government approval of layoffs/closures, strengthening social security benefits for gig and platform workers, and consolidating various labour laws into three simplified codes to improve ease of compliance. The codes are aimed at improving the labour market flexibility while enhancing social security coverage for all workers.
Concepts of Industrial Relations, Whats is Industrial Relations from a worker's, employer's, society &govt perspective? Trade Union , What Industrial Disputes?
The document summarizes key aspects of several important labor laws in India:
The Industrial Disputes Act of 1947 aims to promote industrial peace through negotiation over strikes. The Factories Act of 1948 addresses occupational safety and health. The Payment of Wages Act of 1936 regulates timely payment of wages without unauthorized deductions. The Minimum Wages Act of 1948 aims to prevent exploitation of unorganized labor by setting minimum wage rates. These laws establish mechanisms for dispute resolution, standards for work conditions and wages, and protections for workers.
ABSTRACT
INTRODUCTION
LITERATURE REVIEW
BASIC HYDROPONIC SYSTEM
HYDROPONIC GROW MEDIA
LIST OF CROPS
ADVANTAGES OF HYDROPONIC TECHNOLOGY
DISADVANTAGES OF HYDROPONIC TECHNOLOGY
FUTURE SCOPE OF HYDROPONIC TECHNOLOGY
CASE STUDY
CONCLUSION
REFERENCES
MATERIAL MANAGEMENT AND HUMAN RESOURCE MANAGEMENTAishwarya Phalke
Material flow system
Role of material management in construction management
Vendor networking
Logistic & supply chain management
Role of ERP
Human resource in the construction sector
Staffing policy & pattern
HR management process
Performance appraisal& job evaluation
Training and career planning
Material codification
ELEMENTS OF RISK MANAGEMENT AND VALUE ENGINEERINGAishwarya Phalke
RISK MANAGEMENT
TYPES OF RISK
STEPS INVOLVE IN RISK
Identification of risk
Risk management
Risk mitigation
Risk monitoring
ROLE OF RISK MANAGER
BENEFITS OF VALUE ENGINEERING
SOURCES OF ENERGY
Construction Scheduling, Work Study & Work Measurement Aishwarya Phalke
DEFINITION OF PROJECT SCHEDULING
KEY POINTS OF SCHEDULING
PURPOSE OF SCHEDULING
Internal factors affecting scheduling
Work Breakdown Structure Diagram
LINE OF BALANCE
ADVANTAGES OF LOB
WORK STUDY
Role of Work-Study
Objectives of Work-Study
BASIC PROCEDURE OF WORK STUDY
METHOD STUDY ( MOTION STUDY)
Flow chart of method study
The document discusses construction management. It notes that the construction industry contributes significantly to the Indian economy and GDP. Construction management is important for large-scale capital projects to control time, cost, and quality. Effective construction management is necessary for economic growth. Construction projects require managing many resources and involve various disciplines, making management and planning essential. Reasons for project overruns include poor cost estimates, resource planning, and schedule management. The document also outlines Henri Fayol's 14 principles of management.
Using recycled concrete aggregates (RCA) for pavements is crucial to achieving sustainability. Implementing RCA for new pavement can minimize carbon footprint, conserve natural resources, reduce harmful emissions, and lower life cycle costs. Compared to natural aggregate (NA), RCA pavement has fewer comprehensive studies and sustainability assessments.
CHINA’S GEO-ECONOMIC OUTREACH IN CENTRAL ASIAN COUNTRIES AND FUTURE PROSPECTjpsjournal1
The rivalry between prominent international actors for dominance over Central Asia's hydrocarbon
reserves and the ancient silk trade route, along with China's diplomatic endeavours in the area, has been
referred to as the "New Great Game." This research centres on the power struggle, considering
geopolitical, geostrategic, and geoeconomic variables. Topics including trade, political hegemony, oil
politics, and conventional and nontraditional security are all explored and explained by the researcher.
Using Mackinder's Heartland, Spykman Rimland, and Hegemonic Stability theories, examines China's role
in Central Asia. This study adheres to the empirical epistemological method and has taken care of
objectivity. This study analyze primary and secondary research documents critically to elaborate role of
china’s geo economic outreach in central Asian countries and its future prospect. China is thriving in trade,
pipeline politics, and winning states, according to this study, thanks to important instruments like the
Shanghai Cooperation Organisation and the Belt and Road Economic Initiative. According to this study,
China is seeing significant success in commerce, pipeline politics, and gaining influence on other
governments. This success may be attributed to the effective utilisation of key tools such as the Shanghai
Cooperation Organisation and the Belt and Road Economic Initiative.
Presentation of IEEE Slovenia CIS (Computational Intelligence Society) Chapte...University of Maribor
Slides from talk presenting:
Aleš Zamuda: Presentation of IEEE Slovenia CIS (Computational Intelligence Society) Chapter and Networking.
Presentation at IcETRAN 2024 session:
"Inter-Society Networking Panel GRSS/MTT-S/CIS
Panel Session: Promoting Connection and Cooperation"
IEEE Slovenia GRSS
IEEE Serbia and Montenegro MTT-S
IEEE Slovenia CIS
11TH INTERNATIONAL CONFERENCE ON ELECTRICAL, ELECTRONIC AND COMPUTING ENGINEERING
3-6 June 2024, Niš, Serbia
Literature Review Basics and Understanding Reference Management.pptxDr Ramhari Poudyal
Three-day training on academic research focuses on analytical tools at United Technical College, supported by the University Grant Commission, Nepal. 24-26 May 2024
Electric vehicle and photovoltaic advanced roles in enhancing the financial p...IJECEIAES
Climate change's impact on the planet forced the United Nations and governments to promote green energies and electric transportation. The deployments of photovoltaic (PV) and electric vehicle (EV) systems gained stronger momentum due to their numerous advantages over fossil fuel types. The advantages go beyond sustainability to reach financial support and stability. The work in this paper introduces the hybrid system between PV and EV to support industrial and commercial plants. This paper covers the theoretical framework of the proposed hybrid system including the required equation to complete the cost analysis when PV and EV are present. In addition, the proposed design diagram which sets the priorities and requirements of the system is presented. The proposed approach allows setup to advance their power stability, especially during power outages. The presented information supports researchers and plant owners to complete the necessary analysis while promoting the deployment of clean energy. The result of a case study that represents a dairy milk farmer supports the theoretical works and highlights its advanced benefits to existing plants. The short return on investment of the proposed approach supports the paper's novelty approach for the sustainable electrical system. In addition, the proposed system allows for an isolated power setup without the need for a transmission line which enhances the safety of the electrical network
Harnessing WebAssembly for Real-time Stateless Streaming PipelinesChristina Lin
Traditionally, dealing with real-time data pipelines has involved significant overhead, even for straightforward tasks like data transformation or masking. However, in this talk, we’ll venture into the dynamic realm of WebAssembly (WASM) and discover how it can revolutionize the creation of stateless streaming pipelines within a Kafka (Redpanda) broker. These pipelines are adept at managing low-latency, high-data-volume scenarios.
We have compiled the most important slides from each speaker's presentation. This year’s compilation, available for free, captures the key insights and contributions shared during the DfMAy 2024 conference.
6th International Conference on Machine Learning & Applications (CMLA 2024)ClaraZara1
6th International Conference on Machine Learning & Applications (CMLA 2024) will provide an excellent international forum for sharing knowledge and results in theory, methodology and applications of on Machine Learning & Applications.
2. Labour Law is the “Body of Laws, Administrative Rulings, & Precedents”
which address the Relationship between & among “Employers, Employees &
Labour Organizations”, often dealing with issues of Public Law. The terms
Labour Laws & Employment Laws, are often interchanged in the usage. This
has led to a big confusion as to their meanings. Labour Laws are different
from Employment laws which deal only with employment contracts and
issues regarding employment and workplace discrimination & other Private
Law issues.
“Labour Laws” harmonize many angles of the Relationship between “Trade
Unions, Employers & Employees”. In some countries (like Canada),
Employment Laws Related to Unionised workplaces are different from those
relating to particular Individuals. In most countries however, no such
distinction is made.
The “Final Goal” of Labour Laws is to bring both “Employer & Employee” on
the same Level, thereby mitigating the differences between the two everwarring
groups.
3. “Labour Laws” emerged when the Employers tried to Restrict the Powers of
Worker’s
Organisations & keep Labour Costs Low. The Workers began Demanding better
Conditions & the Right to Organise so as, to improve their Standard of Living.
Employer’s costs increased due to workers demand. This led to a chaotic situation
which required the Intervention of Government. In order to put an end, the
“Government” enacted many Labour Laws in the Country.
The History of Labour Legislation in India can be traced back to the History of
British
Colonialism. In the beginning it was difficult to get enough Regular Indian workers
to run “British Establishments” & hence Laws for chartering workers became
necessary. This was obviously Labour Legislation in order to protect the interests of
British employers.
The “Factories Act” was first introduced in 1883 because of the pressure brought
on
the British Parliament by the textile moguls of Manchester and Lancashire. Thus we
Received the First Stipulation of Eight (08) Hours of work, the abolition of Child
Labour, & the Restriction of Women in Night employment, and the introduction of
“Overtime Wages” for work beyond Eight Hours.
4. The Basic Feature of “Labour Law” in almost Every Country is that the
“Rights &
Obligations” of the “Employee & Employer” between One-another are
mediated
through the “Contract of Employment” between them. This has been the
case since the
collapse of feudalism & is the core reality of Modern Economic Relations.
Many terms
& conditions of the contract are however implied by Legislation or
Common Law, in
such a way as to restrict the freedom of people to agree to certain things
to protect
employees, and facilitate a fluid Labour Market.
In the “United State of America” for example, Majority of State Laws allow
for
Employment to be “At Will“ meaning the Employer can Terminate an
Employee from
a Position for any Reason, so long as the Reason is not an “Illegal Reason”,
including a Termination in Violation of Public Policy.
5. “Labour Policy in India” has been evolving in response to specific needs of the
situation to suit requirements of planned “Economic Development & Social
Justice” has two-fold Objectives, viz., Labour Policies are devised to maintain
Economic Development, Social Justice, Industrial Harmony & Welfare of
Labour in the countryHighlights of Labour Policy:-
Creative Measures to attract Public & Private Investment.
Creating New Jobs with New Social Security Schemes for workers.
Unified and Beneficial Management of funds of Welfare Boards.
Model Employee – Employer Relationships with Long Term Settlements.
Vital Industries & Establishments declared as “Public Utilities”.
Special conciliation mechanism for projects with investments of Rs. 150 cr or more.
Industrial Relations committees in more sectors.
Labour Law Reforms with Times. Empowered body of experts to suggest required changes.
Statutory amendments for expediting & streamlining the mechanism of Labour Judiciary.
Efficient functioning of Labour Department. More labour sectors under Min. Wages Act.
Modern Medical Facilities for workers. Rehabilitation packages for displaced workers.
Restructuring in functioning of Employment Exchanges with morden Technology.
Revamping of Curriculum & Course content in Industrial Training.
Joint Cell of Labour & Industries Department to study changes in Laws & Rules.
6. The Apprentices Act - 1961
The Payment of Wages Act -1936
The Workmens’ Compensation Act -1923
The Factories Act -1948
The Industrial Disputes Act - 1947
The Employees PF & MP Act - 1952
The Employees State Insurance Act - 1948
The Maternity Benefit Act - 1961
The Payment of Bonus Act - 1965
The Payment of Gratuity Act - 1972
7. Object of the Act :- The Main Objectives of
Apprentices Act, 1961 is
“Promotion of New Manpower at skills”.
Improvement / Refinement of Old
Skills through Theoretical & Practical Training in
number of “Trades &
Occupation”. The Scheme is also extended to
Engineers & Diploma Holders.
In India the “Apprentices Act” came into force in
1961 and was amended by
the Act 41 of 1986. It’s also a “Statutory
Obligation” on the part of every
Employer covered under the Act.
8. Objective of the Act:- The “Payment of Wages Act 1936” regulates
payment of wages to Employees (Direct & Indirect). The Act is intended to
be
a remedy against unauthorized deductions made by the “Employer” or
unjustified delay in payment of wages. All Employees are covered under
the
Act, those are drawing Average wages Rs:- 10000/- per month.
Applicability of the Act: - The “Payment of Wages Act 1936” is Applicable
to
All Factories, Industrial Establishment, Tramway Service, or Motor
Transport
Service engaged in carrying Passengers or Goods both by road for hire or
reward. Air Transport Service, Dock, Wharf or Jetty, Inland Vessel,
Mechanically propelled, Mines, Quarry or Oil-Field, Plantation, Workshop or
other Establishment, etc..
9. Time of Wages Payment :
If the Employee strength is Less then “1000” in any
Organization, then Wages shall
be paid before the expiry of the 07th Day of the
following month.
If the Employee strength is More then “1000” in
any Organization, then Wages shall
be paid before the expiry of the 10th Day of the
following month.
In case of “Termination” of Employee by the
Employer the wages shall be paid before
the expiry of the Second working day from the
Date of Termination “DOT”.
10. Object of the Act: - This is an Act to provide for
the payment by certain classes
of Employers to their workmen (Employee) of
compensation for injury by
accident during the course of Employment. The Act
is applicable all over the
India & came into force w.e.f. 01st July 1924.
Coverage of Employees:- All Employees of Any
Categories / Capacity
Irrespective of their Status or Salaries either
Directly or hired through
Contractor or a person recruited to work abroad
for the Orgazition
11. Welfare of Employee:
Adequate Facilities for Washing, Sitting, Storing of cloths during
Off Working hours. [Sec - 42].
If a worker has to work in Standing Position, Sitting Arrangement
to take Short Rests. [Sec - 44].
Adequate First Aid Boxes shall be provided & Maintained with all
required medicines. [Sec - 45].
Facilities for Large Factories:
Ambulance Room if 500 or More Workers are Employed in the
Factory.
Canteen if 250 or More workers are employed. [Sec - 46].
Rest Rooms / Shelters with Drinking Water when 150 or More
workmen are Employed. [Sec - 47]
Crèches if 30 or More Women workers are employed. [Sec - 48]
Full time “Welfare Officer” if factory Employs 500 or More workers
[Sec - 49]
12. The Maximum Working hours can’t be more then 48 Hours
in a week. [Sec - 51].
The Maximum Daily Working Hours can’t be more then 09
Hours. [Sec - 54].
One Weekly Holiday is Compulsory which is Sunday. If
Employee works on Sunday, then he
should Compenste with any Other day of the Week. [Sec -
52(1)].
At least Half an hour Rest should be provided after 5 hours
of work. [Sec - 55].
Total period of work inclusive of rest interval cannot be
more than 10.5 hours. [Sec - 56].
A Worker should be given a Weekly Holiday. Overlapping
of Shifts is not Permitted. [Sec - 58].
Notice of Period of Work should be displayed. [Sec - 61].
13.
14. Objective of the Act:- An act to Provide for a Scheme for the Payment of
Gratuity to
Employees engaged in “Factories, Mines, Oilfields, Plantations, Ports,
Railway
Companies, Shops or Other Establishments” and for matters connected
therewith or
incidental thereto, so far as it Relates to “Ports & Plantations” it does not
apply to the
State of Jammu and Kashmir. This Act Extends to the whole of India.
Applicability of the Act:- The Act shall apply to Every “Factory, Mine,
Oilfield,
Plantation, Port, Railway Companies, Every Shop or Establishment within
the Meaning
of any Law for the time being in force in Relation to Shops &
Establishments in a State,
in which Ten (10) or More persons are employed, or were employed, on
any day of the
preceding 01 year. The Act is applicable to “All Employees”, irrespective of
the salary.