The document discusses the Trade Unions Act of 1926 in India. Some key points:
- The Act provides for the registration of trade unions and defines the law relating to registered trade unions. It aims to regulate relations between workers and employers.
- A trade union is defined as any combination of workers or employers formed to regulate their relations. It can include federations of multiple trade unions.
- To register, a trade union must have at least 7 members and apply to the Registrar. The Registrar will register it and maintain records. A registered trade union is a corporate body that can own property.
- The Act provides various protections and immunities to registered trade unions, such as
The document summarizes key aspects of trade unions and the Trade Unions Act of 1926 in India, including:
1) It defines a trade union and outlines their objectives of improving wages, terms/conditions, employment, and voice in government.
2) It discusses the registration process for trade unions with the Registrar of Trade Unions, including application requirements and obligations after registration.
3) It provides immunity protections for registered trade unions, preventing prosecution for conspiracy or civil suits relating to trade union activities.
The document discusses the Industrial Employment (Standing Orders) Act of 1946 in India. The Act was passed to require employers to formally define conditions of employment in order to minimize friction between management and workers. It describes the key aspects of employment that must be covered by standing orders, such as work hours, leave, hiring/firing, and matters of discipline. Additional items specific to coal mines are also outlined.
Excellent material for Students of PGPSE / CS / CA / LAW for preparation. Join AFTERSCHOOOL - it is free. Become social entrepreneur and change the world
The Employees* Slate Insurance Act (ESI Act) was enacted with the object of introducing a scheme of health insurance for industrial workers. The scheme envisaged by it is one of compulsory State Insurance providing for certain benefits in the event of sickness, maternity and employment injury to workmen employed in or in connection with the work in factories other than seasonal factories. The ESI Act, which has replaced the Workmen's Compensation
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Presentation template by SlidesCarnival
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Backgrounds by SubtlePatterns
contract labour regulation abolition act 1970Raj Bisen
The Contract Labour (Regulation and Abolition) Act, 1970 aims to prevent exploitation of contract labour and improve their working conditions. The Act applies to establishments employing 20 or more contract workers and any contractor with 20 or more workers. It regulates the registration of these establishments and licensing of contractors. The Act defines key terms like contractor and contract labour. It provides provisions regarding welfare, health, penalties and administration of contract labour. Other labour laws like Minimum Wages Act and Employees' State Insurance Act also apply to contract workers covered under this Act.
The document provides information on trade union acts and regulations in India across 22 pages. It defines what a trade union is and outlines the scope and coverage of related acts. It describes the process for trade union registration, including requirements for applications, rules, and certificates. It also discusses provisions regarding funds, political activities, amalgamation of unions, and dissolution. The document serves to inform about the legal framework governing trade unions in India.
The document summarizes the key aspects of the Trade Union Act of 1926 in India. [1] It provides definitions of key terms like trade union and outlines the objectives and functions of trade unions such as improving workers' wages and working conditions. [2] It also describes the rights and liabilities of registered trade unions regarding their funds and political activities. [3] The registration process for trade unions is explained, along with details about amalgamation or dissolution of unions.
The document summarizes key aspects of trade unions and the Trade Unions Act of 1926 in India, including:
1) It defines a trade union and outlines their objectives of improving wages, terms/conditions, employment, and voice in government.
2) It discusses the registration process for trade unions with the Registrar of Trade Unions, including application requirements and obligations after registration.
3) It provides immunity protections for registered trade unions, preventing prosecution for conspiracy or civil suits relating to trade union activities.
The document discusses the Industrial Employment (Standing Orders) Act of 1946 in India. The Act was passed to require employers to formally define conditions of employment in order to minimize friction between management and workers. It describes the key aspects of employment that must be covered by standing orders, such as work hours, leave, hiring/firing, and matters of discipline. Additional items specific to coal mines are also outlined.
Excellent material for Students of PGPSE / CS / CA / LAW for preparation. Join AFTERSCHOOOL - it is free. Become social entrepreneur and change the world
The Employees* Slate Insurance Act (ESI Act) was enacted with the object of introducing a scheme of health insurance for industrial workers. The scheme envisaged by it is one of compulsory State Insurance providing for certain benefits in the event of sickness, maternity and employment injury to workmen employed in or in connection with the work in factories other than seasonal factories. The ESI Act, which has replaced the Workmen's Compensation
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
Backgrounds by SubtlePatterns
contract labour regulation abolition act 1970Raj Bisen
The Contract Labour (Regulation and Abolition) Act, 1970 aims to prevent exploitation of contract labour and improve their working conditions. The Act applies to establishments employing 20 or more contract workers and any contractor with 20 or more workers. It regulates the registration of these establishments and licensing of contractors. The Act defines key terms like contractor and contract labour. It provides provisions regarding welfare, health, penalties and administration of contract labour. Other labour laws like Minimum Wages Act and Employees' State Insurance Act also apply to contract workers covered under this Act.
The document provides information on trade union acts and regulations in India across 22 pages. It defines what a trade union is and outlines the scope and coverage of related acts. It describes the process for trade union registration, including requirements for applications, rules, and certificates. It also discusses provisions regarding funds, political activities, amalgamation of unions, and dissolution. The document serves to inform about the legal framework governing trade unions in India.
The document summarizes the key aspects of the Trade Union Act of 1926 in India. [1] It provides definitions of key terms like trade union and outlines the objectives and functions of trade unions such as improving workers' wages and working conditions. [2] It also describes the rights and liabilities of registered trade unions regarding their funds and political activities. [3] The registration process for trade unions is explained, along with details about amalgamation or dissolution of unions.
This document discusses Indian labor legislation and its constitutional basis. It covers the objectives of labor laws, which include maintaining industrial peace and protecting workers. Labor laws are categorized into those related to working conditions, wages, industrial relations, and social security. Key principles of labor legislation include social justice and national economy. The Indian Constitution establishes rights like equality, freedom of speech, and abolition of child labor that labor laws uphold. Directives like right to livelihood, equal pay for equal work, and living wages further guide labor policy.
This document discusses India's Standing Orders Act of 1946 which regulates the employment conditions in industrial establishments with 100 or more workers. It outlines matters that must be included in standing orders like work hours, leaves, termination etc. It describes the procedures for drafting, certifying, modifying standing orders and the roles of the certifying officer and appellate authority. It also discusses payment of subsistence allowance during suspensions and penalties for non-compliance. The overall purpose is to bring uniformity in employment conditions and promote industrial peace through written standing orders.
Section 3 to 6 of the Trade Union Act 1926 gives details about Registration of Trade Union and section 7 to 10 of the Act gives details about Registration , Certificate and Cancellation of Registration.
The document provides details about the Trade Union Act of 1926 in India. It discusses the history of trade unions in India and the reasons for passing the Trade Union Act. It defines key terms under the act like trade union, registered trade union, trade dispute, etc. It also summarizes the procedures for registration of trade unions including appointment of registrar, registration process, rights and duties of registrar, and legal status conferred post-registration. The document also outlines the rules for registered trade unions, their rights and liabilities, penalties for non-compliance, and concludes with images related to an all India strike.
This document provides an overview of the Trade Union Act of 1926 in India through a presentation. It discusses the history of trade unions in India and the reasons for establishing the Trade Union Act. Key points covered include definitions in the act, procedures for registering trade unions, rights and responsibilities of registered unions, and penalties for non-compliance. The presentation was given to a professor and covers topics such as the meaning of the act, registration process, roles of the registrar, legal status and rules of registered unions, their rights and liabilities, and penalties under the act.
The Trade Union Act of 1926 aimed to relieve trade unions of civil and criminal liabilities and require proper accounting rules. It established a process for registering trade unions with at least 7 members by submitting an application to the Registrar. The Registrar would then issue a registration certificate after reasonable inquiry. A registration could later be cancelled if obtained by fraud or if the union ceased to exist. Trade unions could also change names or amalgamate with consent of members. Annual returns had to be filed and penalties were established for failures to comply. The Registrar and aggrieved persons could file prosecutions.
HRM - The employment exchanges Act 1959Ranjeet Singh
This document summarizes the Employment Exchanges (Compulsory Notification of Vacancies) Act of 1959 in India. The key points are:
1. The act aims to help unemployed persons find suitable jobs by making it compulsory for employers to notify vacancies to employment exchanges.
2. It applies to establishments with 25 or more workers in non-agricultural activities in both public and private sectors.
3. Employers must notify vacancies to the relevant employment exchange at least a week before interviews for local exchanges and 3 weeks before for central exchanges.
The industrial emp.(standing order) 1946 Chandan Raj
The Industrial Employment (Standing Orders) Act, 1946 aims to provide clear conditions of employment in industrial establishments with 100+ workers. It requires employers to submit draft standing orders to the certifying officer within 6 months of the act applying. The certifying officer may modify the draft and certify the final orders. Certified standing orders can be modified every 6 months with approval and must be displayed for workers. The act defines key terms, sets procedures for certification and modification of orders, and penalties for non-compliance.
The Equal Remuneration Act 1976 aims to provide equal pay for equal work between men and women. It prohibits discrimination in employment and payment of remuneration on the basis of gender. The key features include applying to all employers across India, requiring equal pay for same or similar work, and prohibiting discrimination in recruitment, training or promotions. It established authorities to hear complaints and inspectors to investigate compliance. Employers who violate the provisions can face fines, imprisonment, or both. The Act aims to advance equal opportunity and treatment for women in employment.
The trade unions act 1926.ppt final presentation.uesSunit Kapoor
A trade union is an association of workers formed to protect and improve the socio-economic status of its members through collective action. Key features include being a democratic institution ultimately controlled by members. A registered trade union receives legal status and protections for acts done in contemplation of a trade dispute. There are also restrictions on how union funds can be spent and requirements for financial disclosures, office bearer qualifications, and membership rights. While registration is not required, it provides benefits like immunity and stronger recognition for collective bargaining.
The Trade Union Act of 1926 was passed to provide for the registration of trade unions and define laws relating to registered trade unions. Some key points:
- It established rules for forming a trade union, including a minimum membership requirement.
- Registered trade unions were given certain protections, like being recognized as a legal entity and immunity from civil suits relating to trade union activities.
- Obligations of registered trade unions included maintaining financial records, allowing broad membership, and filing annual reports.
The Act aimed to strengthen labour organizations and recognize unions as legal entities while establishing guidelines for their formation and operations.
The Factories Act of 1948 aimed to regulate labor conditions and protect worker health and safety in factories across India. The key goals of the act were to ensure proper sanitation, cleanliness, ventilation, lighting and drinking water in factories. It also had provisions around safety measures for machinery, restrictions on hazardous work by children and women, and regulated working hours for adults, children and women. The act applied to any premises with 10 or more workers using power-driven machines or 20 or more workers without power-driven machines.
The document provides an overview of trade unions in India, including definitions, objectives, advantages, rights, and liabilities of trade unions. It discusses key aspects such as recognition of trade unions, amalgamation, and dissolution. It also outlines some limitations of Indian trade unions and remedial measures to address problems like maintaining unity, reducing political influences, providing worker education, ensuring adequate funds, and prioritizing welfare activities.
The document discusses various aspects of strikes, lockouts, layoffs and retrenchment under Indian labor law. It defines key terms like strikes, lockouts, illegal strikes, layoffs and retrenchment. It outlines prohibitions, conditions and procedures regarding strikes, lockouts and layoffs. It discusses penalties for illegal strikes and lockouts. It also covers retrenchment compensation, continuous service, reinstatement of retrenched workers and penalties for unauthorized layoffs and retrenchment. Finally, it provides an overview of laws relating to standing orders in establishments.
The document discusses the history and evolution of trade unionism in India. It begins by explaining how trade unions arose as a result of the industrial revolution and factory system. It then provides definitions of trade unions from various sources. The objectives, functions, and problems of trade unions are described. The growth of the trade union movement in India is discussed in phases from the pre-1918 period up until the present day, noting key events, organizations formed, and acts passed. Finally, it addresses recognition of trade unions and their rights.
The document discusses trade unions under Indian law. It defines a trade union as any combination of workers formed primarily to regulate relations between employers and employees. A trade union must be registered and have a minimum number of members engaged in a particular industry. Registration provides legal status and benefits like the ability to own property and sue others. The rules of a trade union must address matters like membership, leadership, finances, and dissolution. Advantages of trade unions are outlined for workers, employers and society as a whole, such as better wages and working conditions for workers and industrial peace for employers. Challenges faced by Indian trade unions include political divisions and a lack of democratic practices in some unions.
The document discusses the Industrial Dispute Act of 1947 in India, which aims to prevent and settle disputes between employers and employees. It establishes mechanisms like conciliation officers, boards, and labour courts to resolve industrial disputes. The act also covers topics like notices of change, references of disputes to resolution bodies, voluntary arbitration agreements, and procedures for conciliation and dispute resolution.
The Trade Unions Act, 1926 provides the legal framework for the registration of trade unions in India. Some key points:
1) Before this act, trade union activities were considered unlawful but this act was passed to protect bona fide trade union activities.
2) It establishes procedures for registering trade unions with registrars appointed by state governments. Registered trade unions are provided certain legal protections.
3) The act defines important terms like "trade union", "workman", sets rules for maintenance of funds, and provides immunity from civil suits for registered trade unions involved in trade disputes.
4) It has been amended several times since introduction to update definitions and processes for unions to follow.
An Act to prohibit the engagement of children in all occupations and to prohibit the engagement of adolescents in hazardous occupations and processes and the matters.
connected therewith or incidental thereto.
By
Centre for Child and the Law
National Law School of India University, Bengaluru
Contact with
HAQ: Center for Child Rights
B1/2, Ground Floor,
Malviya Nagar
New Delhi - 110017
Tel: +91-26677412,26673599
Fax: +91-26674688
Website: www.haqcrc.org
FaceBook Page: https://www.facebook.com/HaqCentreForChildRights
This document summarizes key aspects of Bangladesh's labor law, including definitions of terms like adolescent, adult, and child. It outlines classifications of workers such as apprentice, badli, casual, and permanent. It discusses regulations around working hours, leaves, maternity benefits, and termination of employment. Punishments for worker misconduct are also described. The document provides an overview of labor laws in Bangladesh governing various workplace issues.
This document discusses Indian labor legislation and its constitutional basis. It covers the objectives of labor laws, which include maintaining industrial peace and protecting workers. Labor laws are categorized into those related to working conditions, wages, industrial relations, and social security. Key principles of labor legislation include social justice and national economy. The Indian Constitution establishes rights like equality, freedom of speech, and abolition of child labor that labor laws uphold. Directives like right to livelihood, equal pay for equal work, and living wages further guide labor policy.
This document discusses India's Standing Orders Act of 1946 which regulates the employment conditions in industrial establishments with 100 or more workers. It outlines matters that must be included in standing orders like work hours, leaves, termination etc. It describes the procedures for drafting, certifying, modifying standing orders and the roles of the certifying officer and appellate authority. It also discusses payment of subsistence allowance during suspensions and penalties for non-compliance. The overall purpose is to bring uniformity in employment conditions and promote industrial peace through written standing orders.
Section 3 to 6 of the Trade Union Act 1926 gives details about Registration of Trade Union and section 7 to 10 of the Act gives details about Registration , Certificate and Cancellation of Registration.
The document provides details about the Trade Union Act of 1926 in India. It discusses the history of trade unions in India and the reasons for passing the Trade Union Act. It defines key terms under the act like trade union, registered trade union, trade dispute, etc. It also summarizes the procedures for registration of trade unions including appointment of registrar, registration process, rights and duties of registrar, and legal status conferred post-registration. The document also outlines the rules for registered trade unions, their rights and liabilities, penalties for non-compliance, and concludes with images related to an all India strike.
This document provides an overview of the Trade Union Act of 1926 in India through a presentation. It discusses the history of trade unions in India and the reasons for establishing the Trade Union Act. Key points covered include definitions in the act, procedures for registering trade unions, rights and responsibilities of registered unions, and penalties for non-compliance. The presentation was given to a professor and covers topics such as the meaning of the act, registration process, roles of the registrar, legal status and rules of registered unions, their rights and liabilities, and penalties under the act.
The Trade Union Act of 1926 aimed to relieve trade unions of civil and criminal liabilities and require proper accounting rules. It established a process for registering trade unions with at least 7 members by submitting an application to the Registrar. The Registrar would then issue a registration certificate after reasonable inquiry. A registration could later be cancelled if obtained by fraud or if the union ceased to exist. Trade unions could also change names or amalgamate with consent of members. Annual returns had to be filed and penalties were established for failures to comply. The Registrar and aggrieved persons could file prosecutions.
HRM - The employment exchanges Act 1959Ranjeet Singh
This document summarizes the Employment Exchanges (Compulsory Notification of Vacancies) Act of 1959 in India. The key points are:
1. The act aims to help unemployed persons find suitable jobs by making it compulsory for employers to notify vacancies to employment exchanges.
2. It applies to establishments with 25 or more workers in non-agricultural activities in both public and private sectors.
3. Employers must notify vacancies to the relevant employment exchange at least a week before interviews for local exchanges and 3 weeks before for central exchanges.
The industrial emp.(standing order) 1946 Chandan Raj
The Industrial Employment (Standing Orders) Act, 1946 aims to provide clear conditions of employment in industrial establishments with 100+ workers. It requires employers to submit draft standing orders to the certifying officer within 6 months of the act applying. The certifying officer may modify the draft and certify the final orders. Certified standing orders can be modified every 6 months with approval and must be displayed for workers. The act defines key terms, sets procedures for certification and modification of orders, and penalties for non-compliance.
The Equal Remuneration Act 1976 aims to provide equal pay for equal work between men and women. It prohibits discrimination in employment and payment of remuneration on the basis of gender. The key features include applying to all employers across India, requiring equal pay for same or similar work, and prohibiting discrimination in recruitment, training or promotions. It established authorities to hear complaints and inspectors to investigate compliance. Employers who violate the provisions can face fines, imprisonment, or both. The Act aims to advance equal opportunity and treatment for women in employment.
The trade unions act 1926.ppt final presentation.uesSunit Kapoor
A trade union is an association of workers formed to protect and improve the socio-economic status of its members through collective action. Key features include being a democratic institution ultimately controlled by members. A registered trade union receives legal status and protections for acts done in contemplation of a trade dispute. There are also restrictions on how union funds can be spent and requirements for financial disclosures, office bearer qualifications, and membership rights. While registration is not required, it provides benefits like immunity and stronger recognition for collective bargaining.
The Trade Union Act of 1926 was passed to provide for the registration of trade unions and define laws relating to registered trade unions. Some key points:
- It established rules for forming a trade union, including a minimum membership requirement.
- Registered trade unions were given certain protections, like being recognized as a legal entity and immunity from civil suits relating to trade union activities.
- Obligations of registered trade unions included maintaining financial records, allowing broad membership, and filing annual reports.
The Act aimed to strengthen labour organizations and recognize unions as legal entities while establishing guidelines for their formation and operations.
The Factories Act of 1948 aimed to regulate labor conditions and protect worker health and safety in factories across India. The key goals of the act were to ensure proper sanitation, cleanliness, ventilation, lighting and drinking water in factories. It also had provisions around safety measures for machinery, restrictions on hazardous work by children and women, and regulated working hours for adults, children and women. The act applied to any premises with 10 or more workers using power-driven machines or 20 or more workers without power-driven machines.
The document provides an overview of trade unions in India, including definitions, objectives, advantages, rights, and liabilities of trade unions. It discusses key aspects such as recognition of trade unions, amalgamation, and dissolution. It also outlines some limitations of Indian trade unions and remedial measures to address problems like maintaining unity, reducing political influences, providing worker education, ensuring adequate funds, and prioritizing welfare activities.
The document discusses various aspects of strikes, lockouts, layoffs and retrenchment under Indian labor law. It defines key terms like strikes, lockouts, illegal strikes, layoffs and retrenchment. It outlines prohibitions, conditions and procedures regarding strikes, lockouts and layoffs. It discusses penalties for illegal strikes and lockouts. It also covers retrenchment compensation, continuous service, reinstatement of retrenched workers and penalties for unauthorized layoffs and retrenchment. Finally, it provides an overview of laws relating to standing orders in establishments.
The document discusses the history and evolution of trade unionism in India. It begins by explaining how trade unions arose as a result of the industrial revolution and factory system. It then provides definitions of trade unions from various sources. The objectives, functions, and problems of trade unions are described. The growth of the trade union movement in India is discussed in phases from the pre-1918 period up until the present day, noting key events, organizations formed, and acts passed. Finally, it addresses recognition of trade unions and their rights.
The document discusses trade unions under Indian law. It defines a trade union as any combination of workers formed primarily to regulate relations between employers and employees. A trade union must be registered and have a minimum number of members engaged in a particular industry. Registration provides legal status and benefits like the ability to own property and sue others. The rules of a trade union must address matters like membership, leadership, finances, and dissolution. Advantages of trade unions are outlined for workers, employers and society as a whole, such as better wages and working conditions for workers and industrial peace for employers. Challenges faced by Indian trade unions include political divisions and a lack of democratic practices in some unions.
The document discusses the Industrial Dispute Act of 1947 in India, which aims to prevent and settle disputes between employers and employees. It establishes mechanisms like conciliation officers, boards, and labour courts to resolve industrial disputes. The act also covers topics like notices of change, references of disputes to resolution bodies, voluntary arbitration agreements, and procedures for conciliation and dispute resolution.
The Trade Unions Act, 1926 provides the legal framework for the registration of trade unions in India. Some key points:
1) Before this act, trade union activities were considered unlawful but this act was passed to protect bona fide trade union activities.
2) It establishes procedures for registering trade unions with registrars appointed by state governments. Registered trade unions are provided certain legal protections.
3) The act defines important terms like "trade union", "workman", sets rules for maintenance of funds, and provides immunity from civil suits for registered trade unions involved in trade disputes.
4) It has been amended several times since introduction to update definitions and processes for unions to follow.
An Act to prohibit the engagement of children in all occupations and to prohibit the engagement of adolescents in hazardous occupations and processes and the matters.
connected therewith or incidental thereto.
By
Centre for Child and the Law
National Law School of India University, Bengaluru
Contact with
HAQ: Center for Child Rights
B1/2, Ground Floor,
Malviya Nagar
New Delhi - 110017
Tel: +91-26677412,26673599
Fax: +91-26674688
Website: www.haqcrc.org
FaceBook Page: https://www.facebook.com/HaqCentreForChildRights
This document summarizes key aspects of Bangladesh's labor law, including definitions of terms like adolescent, adult, and child. It outlines classifications of workers such as apprentice, badli, casual, and permanent. It discusses regulations around working hours, leaves, maternity benefits, and termination of employment. Punishments for worker misconduct are also described. The document provides an overview of labor laws in Bangladesh governing various workplace issues.
Передовые технологии и решения в области комплексного обеспечения информацион...Лейла А
Наиболее востребованным предложением в настоящее время для информационных и многофункциональных дата-центров, а также для индустриальных и информационно-коммуникационных технологических парков является создание территориально-распределенных систем автоматизации и мониторинга любой сложности и любой конфигурации, которые управляются с Диспетчерского Пункта. Компания T&TT совместно со своим партнёром ТЕCО создаёт такие решения и технологии, которые не только конкурентны по отношению к аналогичной продукции многих других брендов, но и во многом (особенно в инновационных технологиях) значительно превосходят их.
Complete Entertainment guide in Hyderabad. Here you can find theaters, Interviews, culture, dance, gaming, outdoors, resorts. Visti our website for more details cluburb.com
Самое современное оборудование на защите тоннелейЛейла А
Тоннели и другие подземные сооружения являются жизненно важной частью современной инфраструктуры. Защита людей от огня и других рисков является одной из главных задач операторов и разработчиков тоннелей и метро. Статистика чрезвычайных ситуаций в авто и железнодорожных тоннелях показывает, что они являются объектами повышенного риска. Пожары и аварии сопровождаются выделением тепла, быстрой потерей видимости на путях эвакуации вследствие их задымления.
This document discusses footwear options for women during the rainy monsoon season in Hyderabad, India. It provides 5 slip-on shoe recommendations from various brands that are suitable for rain, including jelly slippers from Aldo and bejeweled jelly slippers from Steve Madden. It also mentions more durable foam clog options from Crocs and affordable and comfortable jelly slip-ons from Mochi and Ipanema. The recommendations suggest pairings for different occasions like brunches, dates, and everyday wear to keep feet protected yet stylish during the wet weather.
This document summarizes the key aspects of the Employees' State Insurance Act of 1948 in India. The act established the Employees' State Insurance Corporation to provide certain benefits to employees such as sickness, maternity and employment injury benefits. It applies initially to all factories with 10 or more employees. The act defines important terms related to employees, wages, family members and types of benefits. It establishes the Employees' State Insurance Corporation as a body corporate to administer the scheme. The Corporation consists of representatives from central and state governments, employers, employees and medical professionals.
2016 National Performance Report - Territory SummaryMichelle Lee
This document appears to be a report on sales performance for various geographic regions. It provides the attainment percentage and ranking for 183 different sales regions. The top performing regions were in Los Angeles, Knoxville, and Lubbock with attainment over 130%. Lower performing regions were in areas like Omaha, Lafayette, and Dallas with attainment between 90-100%. The document also includes thresholds for different performance levels that determine incentive payouts.
Robert Clark Graham spent much of his fortune developing a sperm bank that would preserve the genetics of Nobel Prize winners. In 2004, APJ Abdul Kalam broke the tradition of Indian presidents living in the presidential palace. Ferrite beads are commonly found in electronic devices to prevent electromagnetic interference. The experiment at MIT showed that the specific gravity of substance X was lower than substance Y. The book that broke all sales records in India in 2014 was the autobiography of Sachin Tendulkar titled "Playing It My Way".
This candidate has over 20 years of experience in textile sourcing and management. She has held roles such as Office Manager, General Manager, Senior Merchandiser, and Fabric Purchasing Manager. She is proficient in areas like business development, budgeting, team leadership, supplier relationship management, and ensuring quality and delivery standards are met. She has a Bachelor's degree in Textile Engineering and is seeking a role where she can enjoy her work and feel respected.
Автоматическая система пожарной сигнализации TELEFIREЛейла А
С 1979 года компания Telefire Fire & Gas Detectors Ltd (Израиль) специализируется в области раннего обнаружения, сигна-лизации и эффективного контроля пожаров любого типа и их автоматического тушения.
Сотрудники компании постоянно проводят исследования в области физики горения и обнаружения пожара на ранних его стадиях. Telefire – одна из немногих компаний в мире, имеющих базу для разработки, производства и внедрения совре-менных технологий для выпуска высоконадёжных извещателей и панелей управления, обеспечивающих пожаробезопасность объекта. Telefire производит широкий спектр систем обнаружения пожара и утечки газа – от простых безадресных до современных адресно-аналоговых систем (firecom® технология) c надёжной защитой от ложных тревог и простым, доступным для оператора и обслуживающего персонала интерфейсом.
Технологии очистки воды становятся доступнее, дешевле, экологичнееЛейла А
Обеспечение мира пресной водой является одним из глобальных вызовов нашего времени. Для сохранения этих ресурсов предпринимается особенно активные усилия. Поэтому очищение воды находится в центре внимания всех исследований и разработок по всем распространённым технологиям.
Нашими партнерами по проектам (TREITEL) впервые была предложена и практически реализована технология структурированной воды. Технологии опреснения TREITEL используют многие компании. Поставки 80% питьевой воды Израиля осуществляется через 3000 установок системы Treitel по всей стране. Крупнейший завод по опреснению воды создан в бухте в Хайфе. Основа – местная морская вода. Мощность завода составляет 80 тысяч л/час опресненной воды. Завод также выполняет функцию очистки сточных вод до уровня 80% чистоты.
Оборудование TIBA – это революция в парковочной отраслиЛейла А
В настоящее время автоматизированные парковки и парковочные системы стали неотъемлемым символом крупных ком-плексов различного назначения.
Эксплуатируя автоматизированный паркинг (системы парковок), владельцы получают возможность производить учет авто-транспорта и денежных потоков. Задача по организации для торгового, офисного или развлекательного центра требует особого профессионального подхода. Успех предприятия во многом зависит от месторасположения парковки и её доступ-ности для клиентов.
То, насколько удачно организована парковочная зона, напрямую влияет на количество потребителей, которые будут посещать торговый/развлекательный/офисный центр. Вряд ли современному человеку захочется оставлять свое авто в далеких закоулках. Автоматизированная парковка с современным оборудованием позволит бизнесу получать большую прибыль.
This document discusses several trivia questions and their answers:
1. It discusses Johan Cruyff performing the first penalty kick assist in a 1982 soccer match.
2. A pigeon found in India in 2010 with a phone number and address on it that identified it as coming from Pakistan.
3. The symbols on the margins of stamp sheets are called traffic lights.
4. The Rice Bucket Challenge, a social media fad in India inspired by the ALS Ice Bucket Challenge.
5. In Stephen King's novel 11/22/63, the main character renames a play of "12 Angry Men" to "The Jury" so he can cast female students.
This document contains the resume of Ayafa Boloueb Shadrach, who has over 10 years of experience as a scaffold inspector, supervisor, and trainer. He aims to ensure all scaffolding and working at height activities comply with international health and safety standards to achieve zero accidents. He lists his professional qualifications and achievements in inspecting and supervising scaffolding projects for oil and gas companies in Nigeria.
This document discusses various cricket-related topics such as players, terms, records and events. Some key details include:
- Navjot Sidhu was dismissed for a "Diamond Duck" against Bangladesh in 1998, which refers to getting out for a run out without facing a ball.
- Zimbabwe's Duncan Fletcher top scored with 69 runs and took 4 wickets to help his team upset Australia in 1983, aiding India's World Cup victory.
- In 1975 World Cup finals, Australia's No. 10 and 11 batsmen Dennis Lillee and Jeff Thompson added 41 runs in a last wicket partnership to help their team despite one batsman being caught off a no-ball.
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Передовые технологии в области альтернативных источников энергииЛейла А
Возобновляемая или регенеративная энергия («Зеленая энергия») — энергия из источников, которые, по человеческим масштабам, являются неисчерпаемыми. Основной принцип использования заключается в её извлечении из постоянно
происходящих в окружающей среде процессов – сияния солнца, течения рек, движения ветра, приливов и геотермальных источников. В 2014 году около 30% мирового энергопотребления было удовлетворено из возобновляемых источников энергии.
The Trade Union Act of 1926 provides the legal framework for the registration and functioning of trade unions in India. Some key points:
- It requires a minimum number of 10% or 100 workers of an establishment to be members for a union to register.
- Unions must have rules regarding their name, objectives, funds usage, and membership lists.
- Registered unions receive protections like perpetual succession, owning property, ability to sue and be sued.
- Funds can only be used for specified purposes like administration, disputes, and allowances. Separate political funds are also allowed.
- Immunity is provided from criminal conspiracy charges related to proper usage of funds. Civil suits are also restricted
The Trade Union Act of 1926 defines a trade union and outlines the process for registration of trade unions. It establishes the position of Registrar of Trade Unions and sets forth the required particulars for an application of registration. Once satisfied with the application, the Registrar will issue a certificate of registration as proof of being duly registered. The Act also specifies permissible uses of general funds and allows for separate political funds to be raised. It provides protection from criminal conspiracy charges for legitimate trade union activities and grants immunity from certain civil suits relating to lawful trade disputes.
The document outlines key aspects of trade union law and registration in India based on the Trade Unions Act of 1926 and its subsequent amendments. It defines terms like appropriate government, trade dispute, workmen and trade union. It describes the process for trade union registration including requirements, application process, grounds for refusal or cancellation of registration, and rights conferred upon registration. It also discusses permitted trade union objects and funds, immunity from civil suits, and offenses and penalties.
The Trade Unions Act of 1926 aims to regulate trade unions in India. Its key objectives are to improve workers' conditions and status, secure living wages, regulate hours and conditions of work. The Act applies to all of India and covers unions of both workers and employers. It establishes rules for registering trade unions and outlines their rights and responsibilities, including maintaining financial records and submitting annual returns. The Act also protects the lawful activities of registered unions and their members.
The document summarizes key aspects of the Trade Union Act of 1926 in India. It outlines how the Act established a framework for the registration of trade unions to protect bona fide union activities. Some key points covered include requirements for union registration; rights and responsibilities conferred to registered unions including corporate entity status; provisions regarding funds, membership, and dissolution; and the establishment of registrars to oversee compliance. The document also reviews chapters and sections of the Act governing its title, definitions, registration process, and regulations.
The Trade Union Act of 1926 provides the legal framework for the registration of trade unions in India. Some key points:
1. It establishes the process for trade unions to register and become recognized legal entities, including requirements for leadership and membership.
2. Registered trade unions gain protections and abilities to operate legally, such as owning property, entering into contracts, and managing funds for member benefits.
3. The Act also outlines penalties for trade unions that do not comply with reporting requirements or provide false information. Appeals processes are included for disputed registrations.
The Trade Union Act of 1926 provides the legal framework for the registration and regulation of trade unions in India. Some key points:
- A trade union is a voluntary organization of workers formed to protect their interests through collective action like securing fair wages and improving working conditions.
- The Act allows 7 or more workers to apply for registration of their trade union by submitting its rules and details to the Registrar.
- Registered trade unions receive legal protections like the ability to own property, enter contracts, and sue/be sued in their own name. They must follow requirements regarding their rules and finances.
- The Registrar can cancel a union's registration if it violates the Act. Appeals can be
This document provides an overview of trade unions in India. It defines a trade union and outlines their key objectives, functions, advantages, rights and liabilities. It discusses the recognition process for trade unions and covers their registration requirements. The document also examines problems faced by Indian trade unions and remedial measures to strengthen the trade union movement, such as maintaining unity, reducing political influences, providing worker education, ensuring adequate funds, and engaging in welfare activities.
Trade unions are voluntary organizations formed by workers to protect their rights and interests. The key points covered in the document are:
1. There are several recognized trade union governing bodies in India like INTUC, NMU, AITUC, BMS and CITU.
2. The Trade Unions Act 1926 defines important terms like registered trade union, registrar, trade dispute, and workmen.
3. It outlines procedures for registration of trade unions, requirements for their rules, and provisions for cancellation of registration. Appeals can be made to labor courts.
4. Trade unions are allowed to maintain political funds for certain political activities in addition to general funds for other purposes.
The document summarizes the key aspects of the Trade Union Act of 1926 in India. It defines what a trade union is and outlines the objectives of forming trade unions. It discusses the registration process for trade unions including the requirements for registration, application process, and certificate provided upon registration. The document also covers the rights and privileges of registered trade unions such as protections from legal liability, and rights to own property and enter into contracts. It concludes by describing the liabilities of trade unions regarding proper use and auditing of funds.
The Trade Union Act of 1926 provides for the registration of trade unions in India. Some key points:
- It aims to provide legal status and corporate identity to registered trade unions.
- Unions must have minimum number of members and adhere to requirements regarding their constitution, funds, objects, and rules to qualify for registration.
- Registered unions become bodies corporate that can own property, enter contracts, sue and be sued.
- Funds can only be used for specified objects like administration, disputes, member welfare. Separate political funds are allowed.
- Registered unions are provided certain immunities from civil and criminal prosecution regarding trade dispute activities of members.
The document summarizes key aspects of the Trade Union Act of 1926 in India, including its objectives to register trade unions and establish their legal status. It outlines various principles and functions of trade unions, including their basic, economic, welfare, legal, and political roles. It also describes the classification of trade unions based on purpose, membership, trade, and registration requirements. Finally, it discusses the rights and liabilities of registered trade unions, such as how their funds can be used and how separate political funds can be constituted.
The Trade Union Act 1926 established the legal framework for trade unions in India. Some key points:
- It defined what constitutes a trade union and outlined the process for registration with the Registrar.
- Registered trade unions receive certain protections under law, such as exemptions from criminal conspiracy charges and protections from civil suits related to trade disputes.
- The Act specifies the required contents of trade union rules regarding governance, finances, membership requirements and more. It also covers rights of minors to join unions.
- Provisions address changing names, amalgamating unions, dissolving unions and related notification requirements to the Registrar.
The Trade Union Act 1926 established the regulatory framework for trade unions in India. Some key points:
- It defined what constitutes a trade union and outlined the process for registration with the Registrar.
- Registered trade unions are provided certain protections under the law, such as immunity from civil suits in certain cases related to trade disputes.
- The Act also established rights for trade unions, such as the right to inspect books, change names, and amalgamate with other unions.
- It put in place penalties for failures to submit required returns or supplying false information about a trade union. The appropriate government was authorized to make regulations to implement the Act.
The document discusses concepts related to trade unions in India including their definition, history, features, registration process, and funds. It defines a trade union as a combination of workers formed primarily to regulate relations between employers and employees. The first organized Indian trade union was formed in 1918 in Madras. Registered trade unions gain legal status and protections. They can establish general funds for administrative costs and member benefits, and political funds to promote members' political interests, with contributions to each collected separately.
This slides shows the important definitions of Trade union. And gives an idea about recognition and registration of trade union & the differences between them.
The Trade Union Act 1926 defines a trade union as a combination of workers formed to regulate relations between employers and workers. It provides for the registration of trade unions which gives them certain protections and rights. The objectives of trade unions include securing fair wages, improving working conditions, resolving disputes, and promoting workers' welfare. The Act specifies requirements for registration such as a minimum number of members and rules regarding membership, finances, elections and dissolution. Registered trade unions have rights such as perpetual succession, holding property, and immunity from civil and criminal liability in certain matters.
The document summarizes key aspects of the Trade Unions Act of 1926 in India. It discusses how trade unions are formed to represent workers' interests, and how the Act regulates their mechanisms. The Act defines a trade dispute and outlines the registration process for trade unions. Unions must have a minimum number of members and apply to the registrar with their rules and details. Registered unions receive legal status and can hold property, enter contracts, and are immune from some legal proceedings. The powers of the registrar to register or amend unions are also described, as well as provisions for amalgamation, dissolution of unions, and the rights they receive upon registration.
Similar to registration of trade union of india (20)
2. After the outbreak of World War 1, the labour organizations appeared in the
form of modern trade unions. Subsequently, as their numbers increased,
membership expanded and they became active in seeking to promote and
safeguard the interests of workers, they had to face the open hostilities of the
employers and the public authorities. In the year 1921, the local governments
are requested to ascertain the view of public bodies and private persons on
certain connected issues such as the principles of proposed legislation,
recognition of strikes, protection of trade unions from civil and criminal
liabilities, management of unions and others.
After receiving the views of the local governments, the government of India
drew up a bill in 1925. The Bill was passed the next year as the Indian Trade
Union Act, 1926. The Act with subsequent amendments is still in force in the
country. The object of Trade Unions Act, 1926 is to provide for registration of
Trade unions and to define law relating to registered trade unions in certain
aspects. This Act extends to the whole of India.
3. Under the Trade Union Act, 1926, Trade Union means any
combination, whether temporary or permanent, formed primarily for
the purpose of regulating the relations between workmen and
employers or between workmen and workmen, or between employers
and employers, or for imposing restrictive conditions on the conduct of
any trade or business. It includes federation of two or more trade
unions. [Section 2(h)]. Thus, technically, there can be ‘union’ of
employers also, though, almost universally, the term ‘trade union’ is
associated with union of workmen or employees.
The Objectives of a trade union are:
a) Improved wages
b) Improved terms & conditions
c) Full employment
d) Industrial democracy
e) Voice in government
4. Appropriate Government shall appoint a person as Registrar of Trade Unions
for each State. [Section 3(1)]. Application for registration is required to be
made signed by at least 7 members. Application should be accompanied by
rules of trade union and other required details. [section 5]. Rules should
contain provisions as prescribed in section 6. Registrar shall register Trade
Union and enter particulars in the register maintained by him. [section 8].
Trade Union will have a registered office. [section 12].
Any seven or more members of the union can form a trade union and apply
to the Registrar for its registration by subscribing their names to its rules.
Any seen or more members of a trade union may, by subscribing their names
to the rules of the trade union and by otherwise complying with the
provisions of this Act with respect to registration, apply for registration of the
trade union under this Act.
Provided that no Trade Union of workmen shall be registered unless at least
ten percent or hundred of the workmen, whichever is less, engaged or
employed in the establishment or industry with which it is connected are the
members of such trade Union on the date of making of application for
registration:
Provided further no Trade Union of workmen shall be registered unless it
has on the date of making application not less than 7 persons as its members,
who are workmen engaged or employed in the establishment or industry with
which it is connected.
5. Trade Union is a body corporate: Registered Trade Union shall be a body corporate by the
name under which it is registered. It will have perpetual succession and a common seal. It can
acquire both movable and immovable property in its own name and contract in its own name.
Fund for political purposes: Trade Union can constitute separate fund for political purposes.
Executive Committee and Office Bearers of Union: The management of trade union will be
conducted by ‘executive’. It is a body by whatever name called. [section 2(a)]. Thus, controlling
body of Trade Union may be called as ‘Executive Body’ or ‘Governing Body’ or ‘Managing
Committee’ or any such name. The members of the executive body are termed as ‘Officer
Bearers’. [section 2(b)]. At least 50% of office bearers of registered trade union shall be
persons actually engaged or employed in an industry with which the trade union is connected.
Annual Returns: Every registered trade union will prepare a general statement of assets and
liabilities of trade Union as on 31st December. The statement will be sent to Registrar along
with information about change of office bearers during the year.
6. Immunity from provision of criminal conspiracy in trade disputes: Office
bearer of a trade union shall not be liable to punishment u/s 120B(2) of
Indian Penal Code in respect of agreement made between members for
purpose of object of trade union, unless the agreement is agreement to
commit an offence. [section 17]. - - Thus, office bearer of trade union
cannot be prosecuted for criminal conspiracy in respect of agreement
relating to object of trade union.
Immunity from civil suit: A civil suit or other legal proceeding is not
maintainable against any registered trade union or office bearer in
furtherance of trade union activity on the ground that (a) such act induces
some person to break a contract of employment or (b) It is in interference
with the trade, business or employment of some other person.
Registration does not mean recognition: Registration and recognition of
Union by an employer are independent issues. Registration of Trade Union
with Registrar has nothing to do with its recognition in a particular
factory/company. Recognition of Trade Union is generally a matter of
agreement between employer and trade union. In States like Maharashtra
and Madhya Pradesh, there are specific legal provisions for recognition of
a trade union.
7. Any group of 7 or more persons can form a Trade Union.
No Trade Union of the workmen shall be registered unless at
least 10% or 100, whichever is less, persons engaged or
employed in the establishment or industry with which it is
connected are the members of such Trade Union on the date of
making of application for registration.
A registered Trade Union of workmen shall at all time continue
to have not less than 10% or 100 of the workmen, whichever is
less, subject to a minimum of 7,engaged or employed in an
establishment or industry with which it is connected, as its
members.
The minimum age limit for membership of a Trade Union is 18
years unless the rules of a particular trade union provide for
higher age limit.
For being an office bearer the person has to be above 18 years of
age.
8. •Every application for registration of a Trade Union shall be made in form A appended to the Trade
Union Act 1926 before the Registrar of Trade Unions and shall be accompanied by a copy of Rules of
the Trade Union and a statement giving following particulars:
•Names, occupations and address of the members making application.
•The name of the Trade Union and the address of its lead office.
•The titles, names, ages addresses and occupations of the (office bearers) of the trade union as per
format given in form A appended to the Trade Unions Act 1926.
In addition, the following documents are required to be submitted along with the application form:-
•Photocopy of Minutes Book
•Photocopy of Membership Forms
•Photocopy of Membership Register
•Specimen of cash Receipt
•Photocopy of Cash Book
•Two copies of constitution incorporating all items as prescribed in Schedule II of the Trade Unions
Act, 1926.
•Photocopy of Service/ Employment Proof of all members of union.
•Affidavit from general Secretary of Union in prescribed format
•N.O.C. from the owner for Union office.
•Duly paid treasury, challan of Rs. 25/- (Registration fee) in the S.B.I. Old Scett. Branch, delhi-54
under the head “Labour and Employment- Receipts under Labour Law to Registration of Trade
Union”.
•Where a Trade Union is in existence for more than a year before an application to the Registrar the
application should be accompanied by a general statement of assets and liabilities of the trade union
as Form A appended to the Trade Unions Act, 1926.
9. The Registrar can withdraw or cancel registration if it
has been obtained by fraud or mistake, or the trade
union has ceased to exist, or it has contravened any
provision of the Act, or has deleted any rule providing
any matter required under this Act. The trade union
concerned has however, to be given two months’
pervious notice specifying the reasons for withdrawal
or cancellation of registration. The union can appeal
in a Civil Court against the order of the registrar
either for refusing registration or withdrawing or
cancelling registration certificate.
10. The following are the obligations after the registration of trade union:
Keep account books and membership register available for inspection by any
member or officer of the union.
Allow any person of the age of 15 years and above to be a member of the union
subject to any rules of the trade union to the contrary, and enjoy all the
privileges attached to membership.
Have 75% of the office bearers of the union from among the persons actually
engaged or employed in industry with which the trade union is concerned, and
the remaining 1/ 3rd can be outsiders, say lawyers, politicians, social workers
and others who are not in any way connected with the industry/ undertaking, of
which the workers are members of the union.
A person is disqualified to be a member of the executive or any other office-
bearer of registered trade union if he has not attained the age of 18 years, or if
he has been convicted of any offence involving moral turpitude and sentenced
to imprisonment, unless a period of five years has elapsed since his release;
Send to the Registrar on or before the prescribed date an annual statement of
receipts and assets and liabilities of the union audited in the prescribed manner
as on 31st December, together with the statement showing changes in the office
bearers and rules of the union made during the year.
11. Incorporation of registered trade union
Every registered Trade Union shall be a body corporate by
the name under which it is registered, and shall have
perpetual succession and a common seal with power to
acquire and hold both movable and immovable property and
to contract, and shall by the said name sue and be sued.
Rights and Liabilities of Registered Trade Unions
Objects on which general funds may be spent: The general funds of a
registered Trade Union shall not be spent on any other objects than the
following, namely:—
(a) The payment of salaries, allowances and expenses to office-bearers
of the Trade Union;
(b) The payment of expenses for the administration of the Trade Union,
including audit of the accounts of the general funds of the Trade Union;
(c) the prosecution or defense of any legal proceeding to which the Trade
Union or any member thereof is a party, when such prosecution or
defense is undertaken for the purpose of securing or protecting any
rights of the Trade Union as such or any rights arising out of the
relations of any member with his employer or with a person whom the
member employs;
12. (d) The conduct of trade disputes on behalf of the Trade Union or any member thereof;
(e) The compensation of members for loss arising out of trade disputes;
(f) Allowances to members or their dependants on account of death, old age, sickness,
accidents or unemployment of such members;
(g) The issue of, or the undertaking of liability under, policies of assurance on the lives
of members, or (under) policies insuring members against sickness, accident or
unemployment;
(h) The provision of education, social or religious benefits for members (including the
payment of the expenses of funeral or religious ceremonies for deceased members) or
for the dependants of members;
(i) The upkeep of a periodical published mainly for the purpose of discussing questions
affecting employers or workmen as such;
(j) the payment, in furtherance of any of the objects on which the general funds of the
Trade Union may be spent, of contributions to any cause intended to benefit workmen in
general, provided that the expenditure in respect of such contributions in any financial
year shall not at any time during that year be in excess of one-fourth of the combined
total of the gross income which has up to that time accrued to the general funds of the
Trade Union during that year and of the balance at the credit of those funds at the
commencement of that year; and
(k) Subject to any conditions contained in the notification, any other object notified by
the appropriate Government in the Official Gazette.
13. Constitution of a separate fund for political purposes:
(1) A registered Trade Union may constitute a separate fund, from contributions
separately levied for or made to that fund, from which payments may be made,
for the promotion of the civic and political interests of its members, in
furtherance of any of the objects specified in sub-section (2).
(2) The objects referred to in sub-section (1) are—
(a) the payment of any expenses incurred, either directly or indirectly, by a
candidate or prospective candidate for election as a member of any legislative
body constituted under the Constitution or of any local authority, before, during,
or after the election in connection with his candidature or election; or
(b) The holding of any meeting or the distribution of any literature or documents
in support of any such candidate or prospective candidate; or
(c) The maintenance of any person who is a member of any legislative body
constituted under [the Constitution] or for any local authority; or
(d) The registration of electors or the selection of a candidate for any legislative
body constituted under the Constitution or for any local authority; or
14. (e) The holding of political meetings of any kind, or the distribution of political literature
or political documents of any kind.
[(2A) In its application to the State of Jammu and Kashmir, references in sub-section (2) to
any legislative body constituted under the Constitution shall be construed as including
references to the Legislature of that State.]
(3) No member shall be compelled to contribute to the fund constituted under sub-section
(1); and a member who does not contribute to the said fund shall not be excluded from any
benefits of the Trade Union, or placed in any respect either directly or indirectly under any
disability or at any disadvantage as compared with other members of the Trade Union
(except in relation to the control or management of the said fund) by reason of his not
contributing to the said fund; and contribution to the said fund shall not be made a
condition for admission to the Trade Union.
Criminal conspiracy in trade disputes:
No office-bearer or member of a Registered Trade Union shall be liable to
punishment under sub-section (2) of section 120B of the Indian Penal Code 1860
(45 of 1860) in respect of any agreement made between the members for the
purpose of furthering any such object of the Trade Union as is specified in section
15, unless the agreement is an agreement to commit an offence.
15. Immunity from civil suit in certain cases:
(1) No suit or other legal proceeding shall be maintainable in any Civil Court
against any registered Trade Union or any office-bearer or member thereof in
respect of any act done in contemplation or furtherance of a trade dispute to which
a member of the Trade Union is a party on the ground only that such act induces
some other person to break a contract of employment, or that it is in interference
with the trade, business or employment of some other person or with the right of
some other person to dispose of his capital or of his labour as he wills.
(2) A registered Trade Union shall not be liable in any suit or other legal
proceeding in any Civil Court in respect of any tortuous act done in contemplation
or furtherance of a trade dispute by an agent of the Trade Union if it is proved that
such person acted without the knowledge of, or contrary to express instructions
given by, the executive of the Trade Union
16. Enforceability of agreements:
Notwithstanding anything contained in any other law for the time being in
force, an agreement between the members of a registered Trade Union shall not
be void or voidable merely by reason of the fact that any of the objects of the
agreement are in restraint of trade:
Provided that nothing in this section shall enable any Civil Court to entertain
any legal proceeding instituted for the express purpose of enforcing or
recovering damages for the breach of any agreement concerning the conditions
on which any members of a Trade Union shall or shall not sell their goods,
transact business, work, employ or be employed.
Right to inspect books of Trade Union:
The account books of a registered Trade Union and the list of members thereof
shall be open to inspection by an office-bearer or member of the Trade Union at
such times as may be provided for in the rules of the Trade Union.
17. Rights of minors to membership of Trade Unions:
Any person who has attained the age of fifteen years may be a member of a
registered Trade Union subject to any rules of the Trade Union to the contrary, and
may, subject as aforesaid, enjoy all the rights of a member and execute all
instruments and give all acquaintances necessary to be executed or given under the
rules:
Disqualifications of office-bearers of Trade Unions:
Disqualifications of office-bearers of Trade Unions.—(1) A person shall be
disqualified for being chosen as, and for being member of the executive or any
other office-bearer of a registered Trade Union if—
(i) He has not attained the age of eighteen years;
(ii) He has been convicted by a Court in India of any offence involving moral
turpitude and sentenced to imprisonment, unless a period of five years has elapsed
since his release.
(2) Any member of the executive or other office-bearer of a registered Trade Union
who, before the commencement of the Indian Trade Unions (Amendment) Act,
1964, has been convicted of any offence involving moral turpitude and sentenced to
imprisonment, shall on the date of such commencement cease to be such member
or office-bearer unless a period of five years has elapsed since his release before
that date.
18. (3) In its application to the State of Jammu and Kashmir, reference in sub-
section (2) to the commencement of the Indian Trade Unions (Amendment) Act,
1964, shall be construed as reference to the commencement of this Act in the said
State.
Proportion of office-bearers to be connected with the industry:
Proportion of office-bearers to be connected with the industry.—(1) Not less than
one-half of the total number of the office-bearers of every registered Trade Union
in an unrecognized sector shall be persons actually engaged or employed in an
industry with which the Trade Union is connected:
Provided that the appropriate Government may, by special or general order,
declare that the provisions of this section shall not apply to any Trade Union or
class of Trade Unions specified in the order. Explanation.—For the purposes of
this section, “unorganized sector” means any sector which the appropriate
Government may, by notification in the Official Gazette, specify.
(2) Save as otherwise provided in sub-section (1), all office-bearers of a registered
Trade Union, except not more than one-third of the total number of the office-
bearers or five, whichever is less, shall be persons actually engaged or employed
in the establishment or industry with which the Trade Union is connected.
Explanation.—for the purposes of this sub-section, an employee who has retired
or has been retrenched shall not be construed as outsider for the purpose of
holding an office in a Trade Union.
19. (3) No member of the Council of Ministers or a person holding an office of
profit (not being an engagement or employment in an establishment or
industry with which the Trade Union is connected), in the Union or a State,
shall be a member of the executive or other office-bearer of a registered Trade
Union.
Change of name:
Any registered Trade Union may, with the consent of not less than two thirds
of the total number of its members and subject to the provisions of section 25,
change its name.
Amalgamation of Trade Unions:
Any two or more registered Trade Unions may become amalgamated together
as one Trade Union with or without dissolution or division of the funds of
such Trade Unions or either or any of them, provided that the votes of at least
one-half of the members of each or every such Trade Union entitled to vote
are recorded, and that at least sixty per cent. Of the votes recorded are in favor
of the proposal.
20. Notice of change of name or amalgamation:
1) Notice in writing of every change of name and of every amalgamation signed, in the
case of a change of name, by the Secretary and by seven members of the Trade Union
changing its name, and in the case of an amalgamation, by the Secretary and by seven
members of each and every Trade Union which is a party thereto, shall be sent to the
Registrar and where the head office of the amalgamated Trade Union is situated in a
different State, to the Registrar of such State.
(2) If the proposed name is identical with that by which any other existing Trade Union
has been registered or, in the opinion of the Registrar, so nearly resembles such name as to
be likely to deceive the public or the members of either Trade Union, the Registrar shall
refuse to register the change of name.
(3) Save as provided in sub-section (2), the Registrar shall, if he is satisfied that the
provisions of this Act in respect of change of name have been complied with, register the
change of name in the register referred to in section 8, and the change of name shall have
effect from the date of such registration.
(4) The Registrar of the State in which the head office of the amalgamated Trade Union is
situated shall, if he is satisfied that the provisions of this Act in respect of amalgamation
have been complied with and that the Trade Union formed thereby is entitled to registration
under section 6, register the Trade Union in the manner provided in section 8, and the
amalgamation shall have effect from the date of such registration.
21. Dissolution:
1) When a registered Trade Union is dissolved, notice of the
dissolution signed by seven members and by the Secretary of the
Trade Union shall, within fourteen days of the dissolution be sent to
the Registrar, and shall be registered by him if he is satisfied that the
dissolution has been effected in accordance with the rules of the
Trade Union, and the dissolution shall have effect from the date of
such registration.
(2) Where the dissolution of a registered Trade Union has been
registered and the rules of the Trade Union do not provide for the
distribution of funds of the Trade Union on dissolution, the Registrar
shall divide the funds amongst the members in such manner as may
be prescribed.