The document discusses various labour laws and legislation in India, including the Factories Act of 1948, Industrial Employment Act of 1946, and laws around discipline and codes of discipline. The objective of labour legislation is to provide social and economic security to workers, reduce production losses from disputes, ensure timely wages and amenities, promote industrial relations and peace, and protect worker health, safety and welfare.

1. LABOUR
LEGISLATION
•INTRODUCTION
•CATEGORIZATION OF LABOUR
LEGISLATION
•INDUSTRIAL EMPLOYMENT ACT 1946
•THE FACTORY ACT 1948
•DISCIPLINE
•CODE OF DISCIPLINE

2. •THE TERM “LABOUR LEGISLATION” IS USE
TOCOVER ALL THE LAWS WHICH HAS BEEN
ENACTEDTO DEAL WITH EMPLOYMENT AND
NONEMPLOYMENT,WAGES,WORKING
CONDITION,9NDUSTRIAL RELATION,SOCIAL
SECURITY AND WELFARE OF PERSON EMPLOYED
IN INDUSTRY.
•THUS “LABOUR LEGISLATION” REFERS TO ALL LAW O
GOVERNMENT TO PROVIDE SOCIAL AND ECONOMIC
SECURITY TO THE WORKERS.THESE ACT ARE AIMED
REDUCTION OF PRODUCTION LOSES DUE TO INDUST
DISPUTES AND TO ENSURE TIMELY PAYMENT
WAGESAND OTHER MINIMUM AMENTIES TO
WORKERS.

3. • TO PROMOTE INDUSTRIAL
RELATION AND INDUSTRIAL
PEACE .
• PRESERVE HEALTH,SAFETY
AND WELFARE OF WORKER.
OBJECTIVE
• TO PROTECT CHILD LABOUR.
• TO MAINTAIN DIGNITY OF
EMPLOYEES.
OBJECTIVE
• TO IMPROVE AND REGULATE
WORKING CONDITION.OBJECTIVE

4. PROTECTIVE
REGULATIVE
SOCIAL
SECURITY
WELFARE

6.  THE ACT HAS 15 SECTION AND A SCHEDULE .
 IT COVER ALL MATTER SPECIFIED IN THE SCHEDULE
OF ACT.
 STANDING ORDERS ARE APPROVED BY THE COMPETENT
AUTHORITY.
 THE WORKERS CAN BE FAMILIAR WITH THEM.
 MOST OF THE MUTUAL RIGHT AND DUTIES OF
WORKERS AND MANAGEMENT ARE CLEARLY DEFINED.
• Classification of workman( temporary or permanent ).
• Shift working.
• Attendance And Laic coming.
• Disciplinary action for misconduct.
• Means of redress of workman against unfair treatment.

7.  In India, the First factories Act was passed in 1881.
 This Act was basically designed to protect children
and to provide few measures for health and safety of
the workers.
 This law was applicable to only those factories,
which employed 100 or more workers.
 In 1891 another Factories Act was passed which
extended to the factories employee 50 or more
workers.

8. The main objective of Factories Act, 1948 is to ensure adequate
safety measures and to promote the health and safety and
welfare of the workers employed in factories. The act also
makes provisions regarding employment of women and young
persons (including children & adolescents), annual leave with
wages etc.
The Act extended to whole of India including Jammu &
Kashmir and covers all manufacturing processes and
establishments falling within the definitions of “factory” as
defined u/s 2(m) of the act. Unless otherwise provided it is
also applicable to factories belonging to Central/State
Government (section 116)

9. A court can take cognizance of the offence onlywhen the complaint is made within3
months of the date on whichthe alleged commission of the offence came to the
knowledge of the inspector, but where the offence consist of disobeyinga written order
made by an Inspector, complaint may be made within6 months of the commission of
the offence.
General penalties for offence.
Penalty for the contravention of Provisions Relating to Hazardous process.
Penalty for obstructing Inspector.
Penalty for wrongfully Disclosing Results of Analysis.
Penalty relating to casing of new machinery.
Penalties for Offences by workers & Parents.
Penalty for offence by a medical practitioner.
Penalty for employing child labour.

10. Discipline is the orderly conduct of affairs
by the members of an organisation who
adhere to its necessary regulation
because the desire to co-operate are
harmoniously in forwarding the end which
the group has in view and willingly
recognised to do this, Their wishes must
be brought in to a reasonable unions with
the requirement of group in action.

11. DISCIPLINE
IS FORCE
DISCIPLINE
IS MENTAL
ATTITUDE
CHARACTERISTIC
DISCIPLINE
MAY BE
POSITIVE OR
NEGATIVE
DISCIPLINE
MAY BE
FORMAL OR
IMFORMAL
CHARACTERISTIC

12.  Maintain peace and order in industry.
 Avoid work stoppage in industry .
 Secure the settlement of disputes.
 Faciliate a free growth of trade union.
 Eliminate all form of violences of rules and regulation.
• There should be no strikes or lockout without prior notice.
• No onesided decision should be taken.
• A grievance handling procedure should be adopted.
• Burden of work should not be increased.
• All the decision and agreement of the labour union should be followed
all employees.