The document summarizes proposed amendments to South African labour laws contained in the Labour Relations Amendment Bill of 2012. Key points include:
- Requiring unions and employers to hold ballots before strikes or lockouts and obtain compliance certificates.
- Granting some organizing rights to non-majority unions.
- Limiting fixed-term contracts to 6 months unless employers can justify longer periods.
- Regulating contract work and temporary employment agencies to prevent abuse of short-term contracts.
- Broadening employer definitions to prevent avoidance of legal obligations.
This document provides a summary of key labour laws in India for entrepreneurs, including the Payment of Bonus Act, Employees' Provident Funds and Miscellaneous Provisions Act, Workmen's Compensation Act, Minimum Wages Act, and an overview of how minimum wages are determined. Key points covered include requirements around paying bonuses, managing provident funds, reporting workplace accidents, minimum compensation amounts, and fixing minimum wages through committees or government notifications. The document aims to educate entrepreneurs on their essential responsibilities under major Indian labour laws.
Amendments to the LRA and the BCEA: Werksmans Labour & EmploymentWerksmans Attorneys
The draft Labour Relations Amendment Bill aims to protect vulnerable employees, regulate subcontracting and outsourcing, and extend the jurisdiction of the Labour Court. It proposes changes to organizational rights, the right to strike, lockouts, picketing rules, essential services, dispute resolution processes, and the review of arbitration awards. It also introduces regulations for temporary employment services and high-income dismissals.
The document discusses Indian employment and labour laws that foreign investors must be aware of. It provides an overview of key labour laws such as the Industrial Disputes Act, Factories Act, Contract Labour Regulation Act, and Trade Unions Act. It also differentiates between laws applicable to workmen (blue collar workers) versus non-workmen (white collar workers). The document aims to help foreign investors understand India's complex labour law system and how it can impact hiring, firing, and other employment matters.
The Apprentices Act outlines obligations for employers to take on apprentices in prescribed ratios. Apprentices must be at least 14 years old and meet education and fitness standards. Training duration ranges from 6 months to 4 years depending on the trade. Apprentices sign contracts and are entitled to leave, but are not considered workmen and most labour laws do not apply to them. Employers are not obligated to hire apprentices after training.
The Contract Labour Regulation and Abolition Act regulates the use of contract labour and provides for its abolition in some cases. It applies to establishments employing 20 or more contract workers. Contractors must be licensed and follow certain rules regarding wages, amenities for workers, and
Industrial relation and dispute redressal mechanism in indiaAnand Rai
The document discusses industrial relations and dispute resolution mechanisms in India. It defines key terms like industrial relations and industrial disputes. It outlines the main statutory guidelines that regulate industrial relations which include the Industrial Dispute Act, 1947, Industrial Employment Act 1946, and Trade Unions Act 1926. It describes the main parties involved in industrial relations like employers, employees, trade unions and the government. It also discusses the different mechanisms for resolving industrial disputes, which include conciliation, arbitration, and adjudication. It provides details on how each of these mechanisms work under the relevant laws.
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.
The document discusses various aspects of labour legislation in India. It begins by defining labour legislation as the body of laws enacted by the government to deal with employment, wages, working conditions, and welfare of workers. It then discusses the objectives of labour legislation as improving workers' living standards and promoting industrial peace. The document further elaborates on different types of labour laws covering areas like working conditions, social security, wages, and industrial relations. It also provides examples and brief descriptions of major labour laws in India like the Factories Act, Payment of Wages Act, and Industrial Disputes Act.
Critical Review of the Recent Amendments in Indian Labor LegislationsApurva Mittal
The document summarizes recent amendments made to key Indian labor laws between 2010 and 2014, including the Workmen Compensation Act, Employee State Insurance Act, Payment of Gratuity Act, Industrial Disputes Act, Factories Act, and Contract Labour Act. The amendments were made in an effort to increase India's competitiveness by providing more flexibility to employers. However, critics argue the changes weaken worker protections and that labor market flexibility alone will not solve issues of stagnating manufacturing output and employment. The document concludes that while some changes aim to streamline regulations for businesses, others seem to reduce security for workers.
This document provides a summary of key labour laws in India for entrepreneurs, including the Payment of Bonus Act, Employees' Provident Funds and Miscellaneous Provisions Act, Workmen's Compensation Act, Minimum Wages Act, and an overview of how minimum wages are determined. Key points covered include requirements around paying bonuses, managing provident funds, reporting workplace accidents, minimum compensation amounts, and fixing minimum wages through committees or government notifications. The document aims to educate entrepreneurs on their essential responsibilities under major Indian labour laws.
Amendments to the LRA and the BCEA: Werksmans Labour & EmploymentWerksmans Attorneys
The draft Labour Relations Amendment Bill aims to protect vulnerable employees, regulate subcontracting and outsourcing, and extend the jurisdiction of the Labour Court. It proposes changes to organizational rights, the right to strike, lockouts, picketing rules, essential services, dispute resolution processes, and the review of arbitration awards. It also introduces regulations for temporary employment services and high-income dismissals.
The document discusses Indian employment and labour laws that foreign investors must be aware of. It provides an overview of key labour laws such as the Industrial Disputes Act, Factories Act, Contract Labour Regulation Act, and Trade Unions Act. It also differentiates between laws applicable to workmen (blue collar workers) versus non-workmen (white collar workers). The document aims to help foreign investors understand India's complex labour law system and how it can impact hiring, firing, and other employment matters.
The Apprentices Act outlines obligations for employers to take on apprentices in prescribed ratios. Apprentices must be at least 14 years old and meet education and fitness standards. Training duration ranges from 6 months to 4 years depending on the trade. Apprentices sign contracts and are entitled to leave, but are not considered workmen and most labour laws do not apply to them. Employers are not obligated to hire apprentices after training.
The Contract Labour Regulation and Abolition Act regulates the use of contract labour and provides for its abolition in some cases. It applies to establishments employing 20 or more contract workers. Contractors must be licensed and follow certain rules regarding wages, amenities for workers, and
Industrial relation and dispute redressal mechanism in indiaAnand Rai
The document discusses industrial relations and dispute resolution mechanisms in India. It defines key terms like industrial relations and industrial disputes. It outlines the main statutory guidelines that regulate industrial relations which include the Industrial Dispute Act, 1947, Industrial Employment Act 1946, and Trade Unions Act 1926. It describes the main parties involved in industrial relations like employers, employees, trade unions and the government. It also discusses the different mechanisms for resolving industrial disputes, which include conciliation, arbitration, and adjudication. It provides details on how each of these mechanisms work under the relevant laws.
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.
The document discusses various aspects of labour legislation in India. It begins by defining labour legislation as the body of laws enacted by the government to deal with employment, wages, working conditions, and welfare of workers. It then discusses the objectives of labour legislation as improving workers' living standards and promoting industrial peace. The document further elaborates on different types of labour laws covering areas like working conditions, social security, wages, and industrial relations. It also provides examples and brief descriptions of major labour laws in India like the Factories Act, Payment of Wages Act, and Industrial Disputes Act.
Critical Review of the Recent Amendments in Indian Labor LegislationsApurva Mittal
The document summarizes recent amendments made to key Indian labor laws between 2010 and 2014, including the Workmen Compensation Act, Employee State Insurance Act, Payment of Gratuity Act, Industrial Disputes Act, Factories Act, and Contract Labour Act. The amendments were made in an effort to increase India's competitiveness by providing more flexibility to employers. However, critics argue the changes weaken worker protections and that labor market flexibility alone will not solve issues of stagnating manufacturing output and employment. The document concludes that while some changes aim to streamline regulations for businesses, others seem to reduce security for workers.
This document provides study material for the Executive Programme Industrial, Labour and General Laws module. It covers 19 lessons on various Indian labour laws like the Factories Act, Minimum Wages Act, Payment of Wages Act, and general laws like the Constitution of India and Interpretation of Statutes. The document gives an overview of the objectives, scope, definitions and key provisions of the labour laws discussed in the syllabus. It emphasizes that sole reliance on this material may not be enough to prepare for the examination and advises students to refer to original Acts, rules, case laws and other recommended readings.
This document contains answers to 5 questions about labor laws applicable to hospitals in India. It discusses key provisions of acts like the Industrial Disputes Act, 1947, Industrial Employment (Standing Orders) Act, 1946, Workmen Compensation Act, 1923, Maternity Benefit Act, 1961, Minimum Wages Act, 1948, Payment of Bonus Act, 1965, and Payment of Gratuity Act, 1972. The answers provide details on authorities for dispute resolution, misconduct definitions, compensation eligibility and benefits, maternity benefits, minimum wage fixing process, bonus payment provisions, and gratuity payment terms. The document is soliciting students to contact for fully solved assignments.
The document outlines Indian laws governing recruitment and selection. It explains the Equal Remuneration Act, which prohibits pay discrimination based on gender and mandates equal pay for equal work. It also explains the Employee State Insurance Act, which provides social insurance benefits like medical care, sickness benefits, maternity benefits, and disability or dependent benefits for employees. Finally, it notes that while recruitment policies in the private sector are largely unregulated in India, employers must ensure non-discriminatory and fair policies in compliance with Indian law.
The document summarizes several key labor laws in India, including the Industrial Disputes Act, Trade Unions Act, Minimum Wages Act, Payment of Wages Act, Payment of Bonus Act, Employees' Provident Funds and Miscellaneous Provisions Act, and Employees' State Insurance Act. It provides details on the scope and requirements of each law, such as definitions of employees and wages, minimum wage rates, timely payment of wages, bonus eligibility and calculation, provident fund contributions and transfers, and medical benefits for employees.
The document discusses several key aspects of Indian employment and labour laws:
1) It provides an overview of major labour laws in India like the Industrial Disputes Act, Factories Act, Contract Labour Act, and highlights laws governing workmen versus those applicable to non-workmen.
2) It summarizes some of the key provisions of important labour laws like working hours and leave rules, health and safety standards, third party contracting regulations.
3) It also discusses the implications of labour laws on foreign investments in India and the need for foreign investors to understand restrictions on workforce management under Indian laws.
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.
The document discusses key labour laws in India that regulate various aspects of industry and employment. It outlines laws related to industrial safety and health, regulatory compliance, industrial relations, wages, social security, and protections for unorganized labour. Some of the major acts mentioned include the Factories Act, 1948, Minimum Wages Act, 1948, Industrial Disputes Act, 1947, Employees' Provident Funds and Miscellaneous Provisions Act, 1952, and Contract Labour (Regulation and Abolition) Act, 1970. The document provides an overview of the classification and scope of key labour laws in India.
Acts and Laws (objectives and key provisions):
1. The Industrial Disputes Act, 1947
2. The Industrial Employment (Standing Orders) Act, 1946
3. The Maternity Benefit Act, 1961
4. The Payment of Bonus Act, 1965
5. The Payment of Gratuity Act, 1972
6. The Payment of Wages Act, 1936
7. The Trade Unions Act, 1926
8. The Employees Provident Fund and Miscellaneous
Provisions Act, 1952
9. The Employees Compensation Act, 1923
10. The Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013
Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355
The document discusses Indian employment and labour laws as they relate to foreign direct investment. It notes that while India allows investment in most sectors, foreign investors must be aware of the complex labour laws. The laws place restrictions on employers' ability to reduce workforce or close factories. Several key labour laws are then outlined, including the Industrial Disputes Act, Factories Act, Contract Labour Regulation Act, and Trade Unions Act. The document also differentiates between laws applying to workmen versus management employees.
This document summarizes important labor laws in India. It discusses four key acts: 1) The Employees State Insurance Act of 1948 which provides medical and cash benefits for workers in case of sickness, maternity or injury; 2) The Employees Provident Fund And Misc. Provisions Act of 1952 which requires employers to make contributions to employees' provident and pension funds; 3) The Employment Exchanges (Compulsory Notification of Vacancies) Act of 1959 which mandates employers notify employment exchanges of vacancies; and 4) The Payment of Bonus Act of 1965 which requires employers to pay annual bonuses to eligible employees based on profits or productivity. The document provides details on the applicability and benefits of each act.
Top 10 labour laws in india you should knowcomply4hr00
India, at present, stands at an area wherein being a rustic of superpower is not that tough if taken care of certain aspects. The main obstacle that stands in among the ambitious initiatives meant for the country is Labour rules in india.
This subject matter of labour laws in India and its reforms have always been a topic of a chief debate or a subject of important concern. For this reason, it’s crucial for people running in private as well as the public areas (organized or unorganized) to recognize the winning laws and rights as well as the reforms.
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
This document provides an overview of key employment laws in India. It discusses labor legislation that was influenced by British law and aims to protect worker rights. The constitution gives powers around labor issues to both central and state governments. Several important acts are covered, including those related to trade unions, industrial disputes, wages, working hours/conditions, equality/empowerment of women, and social security. Laws like the Maternity Benefit Act and Equal Remuneration Act promote gender equality. Acts like ESI and EPF provide social security benefits to workers.
The document discusses the definition of "industry" under the Industrial Disputes Act. It covers:
1) How courts have interpreted industry broadly in the first phase (1953-1962) but narrowly in the second phase (1963-1978).
2) The landmark 1978 BWSSB v Rajappa case defined industry in the widest terms, including any systematic activity organized by employer-employee cooperation for production/distribution of goods/services.
3) Parliament amended the definition in 1982 to align with BWSSB but exclude some employments; the definition remains debated today.
An introduction to the most important labour laws in India. The presentation gives just an idea of what is the Act all about. It acts like a handbook to a budding HR executive.
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.
Long run aggregate supply is determined by factors that affect an economy's potential output over the long run, including: labor supply and quality, capital investment, productivity, technology advances, and institutions. An outward shift of the LRAS curve represents an increase in potential output and real economic growth. Productivity, defined as output per hour worked, is the main driver of the UK's potential output growth in the long run according to forecasts.
In 1800s, Boganda had a lot of power and it was ruled by King or Kabaka. Boganda was one of the richest and most sophisticated kingdoms in Africa. Up to 1890, British Colonial rule. In 1962, Uganda gained independence from the British. In 1966, leader of the ruling party – Uganda People’s Congress, Milton Obote drafted a new Constitution for the country. In 1971, Idi Amin toppled Obote’s government. In 1986, due to the Civil War about a million people were dead and about 600,000 were injured. The economy was virtually bankrupt. People wanted a change and they supported a new party called the National Resistance Movement (NRM). NRM seized power. In 2002, Museveni became the President.
This report evaluates USAID's counter-Lord's Resistance Army (C-LRA) programming in the Democratic Republic
of Congo (DRC) and Central African Republic (CAR) from 2010-2015. It finds that LRA-affected communities
have been empowered since 2010 through increased effectiveness of early warning systems and community
protection programs. However, the specific impact of USAID-funded C-LRA programming compared to non-
USAID programming is unclear due to a lack of baseline data and a well-defined theory of change. The report
assesses needs, evaluates the Secure, Empowered, Connected Communities (SECC) program, and provides
recommendations to inform
This document provides an overview of Lara Exploration Ltd., a mineral exploration company with projects in Brazil, Peru, Chile and Colombia. It summarizes Lara's business model of prospect generation through partnerships and joint ventures that fund exploration, limiting its financial risk. Key points include Lara having a multi-commodity portfolio covering gold, silver, tin, copper, nickel, iron, zinc, lead, potassium, phosphorus and coal. Recent exploration successes are highlighted, such as a copper-gold discovery in Brazil through a joint venture with Codelco.
This document provides study material for the Executive Programme Industrial, Labour and General Laws module. It covers 19 lessons on various Indian labour laws like the Factories Act, Minimum Wages Act, Payment of Wages Act, and general laws like the Constitution of India and Interpretation of Statutes. The document gives an overview of the objectives, scope, definitions and key provisions of the labour laws discussed in the syllabus. It emphasizes that sole reliance on this material may not be enough to prepare for the examination and advises students to refer to original Acts, rules, case laws and other recommended readings.
This document contains answers to 5 questions about labor laws applicable to hospitals in India. It discusses key provisions of acts like the Industrial Disputes Act, 1947, Industrial Employment (Standing Orders) Act, 1946, Workmen Compensation Act, 1923, Maternity Benefit Act, 1961, Minimum Wages Act, 1948, Payment of Bonus Act, 1965, and Payment of Gratuity Act, 1972. The answers provide details on authorities for dispute resolution, misconduct definitions, compensation eligibility and benefits, maternity benefits, minimum wage fixing process, bonus payment provisions, and gratuity payment terms. The document is soliciting students to contact for fully solved assignments.
The document outlines Indian laws governing recruitment and selection. It explains the Equal Remuneration Act, which prohibits pay discrimination based on gender and mandates equal pay for equal work. It also explains the Employee State Insurance Act, which provides social insurance benefits like medical care, sickness benefits, maternity benefits, and disability or dependent benefits for employees. Finally, it notes that while recruitment policies in the private sector are largely unregulated in India, employers must ensure non-discriminatory and fair policies in compliance with Indian law.
The document summarizes several key labor laws in India, including the Industrial Disputes Act, Trade Unions Act, Minimum Wages Act, Payment of Wages Act, Payment of Bonus Act, Employees' Provident Funds and Miscellaneous Provisions Act, and Employees' State Insurance Act. It provides details on the scope and requirements of each law, such as definitions of employees and wages, minimum wage rates, timely payment of wages, bonus eligibility and calculation, provident fund contributions and transfers, and medical benefits for employees.
The document discusses several key aspects of Indian employment and labour laws:
1) It provides an overview of major labour laws in India like the Industrial Disputes Act, Factories Act, Contract Labour Act, and highlights laws governing workmen versus those applicable to non-workmen.
2) It summarizes some of the key provisions of important labour laws like working hours and leave rules, health and safety standards, third party contracting regulations.
3) It also discusses the implications of labour laws on foreign investments in India and the need for foreign investors to understand restrictions on workforce management under Indian laws.
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.
The document discusses key labour laws in India that regulate various aspects of industry and employment. It outlines laws related to industrial safety and health, regulatory compliance, industrial relations, wages, social security, and protections for unorganized labour. Some of the major acts mentioned include the Factories Act, 1948, Minimum Wages Act, 1948, Industrial Disputes Act, 1947, Employees' Provident Funds and Miscellaneous Provisions Act, 1952, and Contract Labour (Regulation and Abolition) Act, 1970. The document provides an overview of the classification and scope of key labour laws in India.
Acts and Laws (objectives and key provisions):
1. The Industrial Disputes Act, 1947
2. The Industrial Employment (Standing Orders) Act, 1946
3. The Maternity Benefit Act, 1961
4. The Payment of Bonus Act, 1965
5. The Payment of Gratuity Act, 1972
6. The Payment of Wages Act, 1936
7. The Trade Unions Act, 1926
8. The Employees Provident Fund and Miscellaneous
Provisions Act, 1952
9. The Employees Compensation Act, 1923
10. The Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013
Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355
The document discusses Indian employment and labour laws as they relate to foreign direct investment. It notes that while India allows investment in most sectors, foreign investors must be aware of the complex labour laws. The laws place restrictions on employers' ability to reduce workforce or close factories. Several key labour laws are then outlined, including the Industrial Disputes Act, Factories Act, Contract Labour Regulation Act, and Trade Unions Act. The document also differentiates between laws applying to workmen versus management employees.
This document summarizes important labor laws in India. It discusses four key acts: 1) The Employees State Insurance Act of 1948 which provides medical and cash benefits for workers in case of sickness, maternity or injury; 2) The Employees Provident Fund And Misc. Provisions Act of 1952 which requires employers to make contributions to employees' provident and pension funds; 3) The Employment Exchanges (Compulsory Notification of Vacancies) Act of 1959 which mandates employers notify employment exchanges of vacancies; and 4) The Payment of Bonus Act of 1965 which requires employers to pay annual bonuses to eligible employees based on profits or productivity. The document provides details on the applicability and benefits of each act.
Top 10 labour laws in india you should knowcomply4hr00
India, at present, stands at an area wherein being a rustic of superpower is not that tough if taken care of certain aspects. The main obstacle that stands in among the ambitious initiatives meant for the country is Labour rules in india.
This subject matter of labour laws in India and its reforms have always been a topic of a chief debate or a subject of important concern. For this reason, it’s crucial for people running in private as well as the public areas (organized or unorganized) to recognize the winning laws and rights as well as the reforms.
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
This document provides an overview of key employment laws in India. It discusses labor legislation that was influenced by British law and aims to protect worker rights. The constitution gives powers around labor issues to both central and state governments. Several important acts are covered, including those related to trade unions, industrial disputes, wages, working hours/conditions, equality/empowerment of women, and social security. Laws like the Maternity Benefit Act and Equal Remuneration Act promote gender equality. Acts like ESI and EPF provide social security benefits to workers.
The document discusses the definition of "industry" under the Industrial Disputes Act. It covers:
1) How courts have interpreted industry broadly in the first phase (1953-1962) but narrowly in the second phase (1963-1978).
2) The landmark 1978 BWSSB v Rajappa case defined industry in the widest terms, including any systematic activity organized by employer-employee cooperation for production/distribution of goods/services.
3) Parliament amended the definition in 1982 to align with BWSSB but exclude some employments; the definition remains debated today.
An introduction to the most important labour laws in India. The presentation gives just an idea of what is the Act all about. It acts like a handbook to a budding HR executive.
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.
Long run aggregate supply is determined by factors that affect an economy's potential output over the long run, including: labor supply and quality, capital investment, productivity, technology advances, and institutions. An outward shift of the LRAS curve represents an increase in potential output and real economic growth. Productivity, defined as output per hour worked, is the main driver of the UK's potential output growth in the long run according to forecasts.
In 1800s, Boganda had a lot of power and it was ruled by King or Kabaka. Boganda was one of the richest and most sophisticated kingdoms in Africa. Up to 1890, British Colonial rule. In 1962, Uganda gained independence from the British. In 1966, leader of the ruling party – Uganda People’s Congress, Milton Obote drafted a new Constitution for the country. In 1971, Idi Amin toppled Obote’s government. In 1986, due to the Civil War about a million people were dead and about 600,000 were injured. The economy was virtually bankrupt. People wanted a change and they supported a new party called the National Resistance Movement (NRM). NRM seized power. In 2002, Museveni became the President.
This report evaluates USAID's counter-Lord's Resistance Army (C-LRA) programming in the Democratic Republic
of Congo (DRC) and Central African Republic (CAR) from 2010-2015. It finds that LRA-affected communities
have been empowered since 2010 through increased effectiveness of early warning systems and community
protection programs. However, the specific impact of USAID-funded C-LRA programming compared to non-
USAID programming is unclear due to a lack of baseline data and a well-defined theory of change. The report
assesses needs, evaluates the Secure, Empowered, Connected Communities (SECC) program, and provides
recommendations to inform
This document provides an overview of Lara Exploration Ltd., a mineral exploration company with projects in Brazil, Peru, Chile and Colombia. It summarizes Lara's business model of prospect generation through partnerships and joint ventures that fund exploration, limiting its financial risk. Key points include Lara having a multi-commodity portfolio covering gold, silver, tin, copper, nickel, iron, zinc, lead, potassium, phosphorus and coal. Recent exploration successes are highlighted, such as a copper-gold discovery in Brazil through a joint venture with Codelco.
This document provides a 3 paragraph summary of Lara Exploration Ltd., a mineral exploration company listed on the TSX Venture Exchange. Lara utilizes a prospect generator business model where it acquires mineral prospects, defines targets, and then brings in joint venture partners to fund exploration and development while retaining interests. A key project is the Liberdade copper-gold discovery in Brazil where drilling indicates a large system and Lara's JV partner Codelco will carry out additional drilling and resource definition work. The company has a multi-commodity project portfolio across Brazil, Peru, Chile and Colombia and 14 partnerships that could potentially deliver over $70 million in third-party funded exploration.
The document describes the OpenSMT solver, an open source Satisfiability Modulo Theories (SMT) solver. It discusses how SMT solvers combine Boolean satisfiability solving (SAT) with solvers for specific theories. OpenSMT uses a DPLL-based approach and integrates various theory solvers such as for linear real arithmetic and bit-vectors. The document outlines OpenSMT's architecture and discusses how its variable elimination procedures, like the Davis-Putnam procedure, can be extended to support new theories.
This document provides information about fables by defining what a fable is, listing common elements of fables such as animals as main characters and lessons, and providing examples of famous fables from Aesop. It explains that fables are short stories that teach a moral lesson and often feature anthropomorphized animals. Some classic fables summarized include The Grasshopper and the Ants, The Tortoise and the Hare, and The Lion and the Mouse.
Aggregate supply is the total domestic production at a given price level. There are two types of aggregate supply: short-run and long-run. Short-run aggregate supply assumes fixed input prices, while long-run aggregate supply allows for changing input prices. The Keynesian view is that the long-run aggregate supply curve slopes upward due to increasing costs as full employment is approached. Shifts in aggregate supply are due to changes in productive capacity from factors like education, labor force size, or reductions from events like war.
LRA Pesidential Address for 2013, Richard Beach, PresidentRichard Beach
This document summarizes Richard Beach's presidential address to the Literacy Research Association (LRA) on understanding and creating digital texts through social practices. Beach discusses how digital texts allow for new affordances like multimodality, revision, and interactivity. He also examines how social practices are mediated by the uses of digital texts, including contextualizing information, making intertextual connections, collaborating, and constructing identities. The document outlines Beach's research questions and methods for studying how social practices are constructed through engagement with digital texts.
This document discusses a theory solver for linear rational arithmetic (LRA). It begins with an overview of the basic solving process, including preprocessing to separate formulas into equations and bounds, and storing equations in a tableau data structure. It then describes how bounds are asserted on variables, which may tighten bounds or require updating the model if a bound conflicts with the current value assigned to a variable. Asserting a bound on a non-basic variable in particular may cause the values of basic variables to be adjusted. The document provides examples to illustrate these concepts.
This document provides a status report on the Land Reutilization Authority (LRA) through fiscal year 2012. It discusses common misperceptions about the LRA, provides background on the LRA and its operations, compares it to best practices of similar organizations, and makes recommendations. The LRA acts as land trustee for tax-foreclosed properties in St. Louis, maintains and sells properties to return them to productive use. It owns over 10,000 parcels and has sold over 4,000 since 2000 while continuing to receive new properties.
Citizens of the World: Finding Joy through International Picture Bookstreyveazey
This document appears to be a 45 slide presentation titled "Citizens of the World (LRA 2015)". The presentation contains sections for name/nickname, embedded YouTube videos, links to other websites, and images. The overall topic of the presentation is about citizens of the world and was likely presented at an event in 2015, but no other contextual information is provided.
The document discusses risk assessment requirements and strategies for conducting risk assessments in a less prescriptive regulatory environment. It outlines the need to conduct overarching, local, medical surveillance, emergency response, and communication risk assessments. Local risk assessments require identifying hazards, likelihood of occurrence, and consequences for specific experimental protocols. Considerations for viral vector systems include potential for replication-competent viruses and effects of foreign proteins. A less prescriptive approach requires more documentation to justify flexibility in work environments and procedures.
El documento trata sobre la lesión renal aguda (LRA). Define la LRA y describe sus criterios de diagnóstico según KDIGO. Explica su epidemiología, factores de riesgo, etiología, patogénesis e incluye tablas sobre las causas prerenales, renales y postrenales. Finalmente, aborda el diagnóstico diferencial, exámenes de laboratorio y nuevos biomarcadores para la detección temprana de LRA como la cistatina C, NGAL e IL-18.
The document discusses the role of eco-design in achieving a circular economy, noting that ACR+ is a network of over 90 local and regional authorities from 23 countries that works to promote circular economy principles. It explains that local and regional authorities can support the circular economy through eco-design by establishing permitting criteria, providing training, and engaging in green public procurement to boost eco-innovation among small and medium enterprises.
Institutional Repositories: What the Open Access agenda means for a modern in...Gaz Johnson
First and third parts of a lecture delivered to 2009/10 Library post graduates at Loughborough University (March 25th 2010). Covers general open access and the response from the University of Leicester.
Lara Exploration provides a summary of its South American prospect generator business model and mineral property portfolio. It utilizes joint ventures and partnerships to fund exploration while limiting financial risk. Key projects discussed include the Maravaia copper project in Brazil, where Tessarema is developing a small mine, and the Corina gold project in Peru, which is under option to Hochschild. Lara also discusses its Liberdade copper discovery in Brazil where title issues are ongoing in court. The company sees catalysts in 2017 from project developments and drill programs.
This document discusses several issues related to human resources, training, labor, and statutory insurance in Vietnam. It provides recommendations to revise key aspects of Vietnam's Labor Code, including allowing more flexibility in contract terms and overtime hours. It also recommends clarifying termination procedures and expanding the scope of activities that can result in dismissal. The document recommends reconsidering the definition of salary used for social insurance contributions to reduce costs. It suggests making social and health insurance contributions optional for non-Vietnamese employees if they have coverage elsewhere. Finally, it addresses the benefits of international education for Vietnamese students.
P-951 RM-PRESENTATION -1 -Contract Labour, Issues and challenges (NJA).pptdepakmechanical
This document discusses issues related to contract labour in India. It provides perspectives from judicial commissions and rulings on this topic. Some key points:
- Contract labour systems are seen as outdated and deprive workers of job security and benefits. However, abolition is not always possible and regulation of conditions is necessary.
- The Contract Labour (Regulation and Abolition) Act of 1970 aims to abolish contract labour where possible based on criteria, and regulate conditions to ensure welfare where abolition is not possible.
- The law establishes registration requirements, prohibits contract labour in certain cases, and makes principal employers responsible for contractor defaults to protect worker rights.
P-951 RM-PRESENTATION -1 -Contract Labour, Issues and challenges (NJA).pptHRForYou1
The document discusses issues related to contract labour in India, including:
1) Key cases that examined the system of contract labour and its impact on workers' rights. Several judgments found contract labour deprived workers of job security and benefits.
2) The Contract Labour (Regulation & Abolition) Act, 1970 was passed to regulate contract labour and abolish it in certain cases. It requires registration of contractors and provides some welfare measures for contract workers.
3) A specific case involving sweepers employed on contract at BHEL is discussed. Notifications by central and state governments to abolish contract labour for sweeping led to disputes over appropriate authority and absorption of workers. Courts examined the matter in light of changing economic
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.
In our first edition of 2014, we:
• continue with our series on the new public procurement directive, this month analysing subcontracting under the new directive
• include articles on conflicts of interest in the shared services context and the new state aid de minimis regulation
• Anja Beriro discusses what is on the legal horizon for 2014.
The document provides an overview of proposed amendments to South African labour laws following negotiations in NEDLAC. Key points include:
- The proposed amendments address issues like atypical employment (temporary workers, fixed-term contracts, part-time work), dispute resolution, collective bargaining, and compliance/enforcement.
- Debate has occurred over 6 themes, with disagreement remaining between business and government representatives.
- The amendments could impact employers by deeming temporary staff to be direct employees after 6 months, requiring equal treatment of fixed-term and part-time workers, increasing security deposits for dispute reviews, and expanding trade union rights.
- Business representatives argue the amendments should be tested against an earlier regulatory impact
A study of contract labour regulation and abolition act, 1970Mainan Ray
The document discusses the Contract Labour (Regulation and Abolition) Act of 1970 in India. It was enacted to regulate contract labour and protect them from exploitation, as they often performed the same work as regular employees but without the same wages and benefits. The courts have struggled to consistently interpret whether the act provides contract workers the right to employment after their positions are abolished. While some rulings supported absorption, others only followed the text of the act which does not mention this right. The issue remains ongoing as contract workers continue facing precarious conditions.
A brief introduction to The Bill Code on Wages, 2019 Act. This will help people in various ways.
The Code has subsumed four labor laws -- Minimum Wages Act, Payment of Wages Act, Payment of Bonus Act and Equal Remuneration Act. After the enactment of the Code, all the four Acts stand repealed.
Its date of enforcement is yet to be notified in the Official Gazette, upon which, the Current Laws relating to wages will stand repealed.
This document outlines an agreement between the Government of St. Lucia and the St. Lucia Civil Service Association regarding terms of employment for civil servants. It recognizes the Association as the representative of civil servants and outlines various employee rights and benefits such as paid time off, allowances, and representation on committees. The agreement is effective from April 2010 to March 2013 and includes 61 articles covering topics such as grievance procedures, training, overtime compensation, and contributions to the Association's medical and education funds.
This document outlines Kuwaiti labor law concerning the private sector. It establishes definitions of key terms, the scope of the law's application, and exclusions. It covers various aspects of employment such as employment of juveniles, women, expatriates, apprenticeships, and individual work contracts. Key points addressed include work hours, leaves, health and safety protections, contract requirements, obligations of employers and employees, and disciplinary processes. The law aims to protect worker rights while allowing for economic activity in the private sector.
The document provides an introduction and overview of the proposed Labour Codes in India. It summarizes the four proposed codes covering wages, industrial relations, social security, and occupational safety. The codes aim to consolidate 29 existing labour laws to simplify and modernize regulation while protecting workers' rights. Key aspects include expanding coverage, setting thresholds for layoffs, strengthening enforcement, and promoting flexible work and collective bargaining.
The document discusses contract labor in India. It notes that contract workers are hired by contractors and perform work for establishments. However, contract labor should not be used for permanent, necessary work. The Contract Labor Act of 1970 regulates and aims to abolish contract labor in some cases. It requires establishments and contractors with over 20 workers to follow rules on wages, working conditions, and amenities for contract laborers. There is debate around balancing flexibility for employers with protections for contract workers.
The document discusses the Contract Labour (Regulation and Abolition) Act of 1970 in India. It provides context on the prevalence of contract labor, the poor conditions they faced, and the act's purpose to regulate contract labor and abolish it in some circumstances. It summarizes key aspects of the act including its application, requirements for registration of establishments and licensing of contractors, welfare provisions for contract workers, payment of wages, and penalties for noncompliance. It also discusses views on reforming the act from employer associations who wish for more flexibility, and trade unions who oppose contracting of permanent jobs.
Legal Implication of Labour Laws due to COVID 19 and Interpretation thereofGreytip Software
The traders and Industry were expecting more packages from the Central Govt. to reduce the burden of employers. The applicability of several labour laws has been explained here.
The document provides an overview of India's labor laws and industrial relations system. It discusses key labor laws covering areas like industrial relations, wages, working conditions, and social security. It also summarizes amendments made to certain laws. The industrial disputes resolution process involves preventive and settlement machinery, including conciliation officers, boards of conciliation, labor courts, and tribunals. The Industrial Disputes Act of 1947 governs industrial relations and disputes, establishing procedures for strikes, lockouts, and dispute resolution.
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 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.
Similar to South African Labour Law Amendments 2012 (20)
The document is a newsletter from the Chartered Institute for the Management of Assessment Practice (CIMAP) providing an update on their activities.
The key points are:
1. CIMAP is actively involved in shaping the skills development landscape in South Africa through participation in various quality councils and SETA task teams.
2. The skills development landscape is undergoing changes to advance public FET provision and introduce more coherence to private provision under the Quality Council for Trades and Occupations (QCTO).
3. CIMAP is in the process of registering as a professional body with SAQA and an assessment quality partner with the QCTO.
The Chartered Institute for the Management of Assessment Practice (CIMAP) aims to professionalize the field of assessment practice in South Africa. As a non-profit organization and professional body, CIMAP represents practitioners in education, training, and development. It offers various membership levels and professional designations to practitioners including trainers, assessors, moderators, and more. CIMAP works to establish standards and conduct for the profession through activities like managing a code of conduct and continuing professional development programs.
This document provides information about the Chartered Institute for the Management of Assessment Practice (CIMAP). It includes the board members and regional conveners. It contains a message from the board welcoming members and wishing them a happy festive season. It also provides notices about upcoming events and deadlines.
The document outlines the history and development of South Africa's qualifications framework from 1922 to 2008. It established apprenticeships initially and then expanded to include more workers and mandatory skills levies. Post-2008, it established three quality councils for different qualification levels and the Quality Council for Trades and Occupations to set standards for qualifications from levels 1-10. The process for developing occupational qualifications is also described.
MACRO & INTERNATIONAL PERSPECTIVE OF OCCUPATIONAL BASED LEARNING CIMAP
The power of institutionalized education despite national acceptance of the NQF
Inherent resistance to change in societies.
The impact of how we have all experienced education
How much has fundamentally changed in education ?
The perceived social value of formal education.
A FISA for the qualification focuses on the extent to which a learner can demonstrate applied competence.
Applied competence, in terms of the NQF is evidenced through learner’s ability to integrate concepts, ideas and actions in authentic, real-life contexts and is expressed as practical, foundational and reflexive competence.
The document is Karen Deller's doctoral thesis submitted in partial fulfilment of the requirements for a Doctor of Philosophy degree from the University of Johannesburg. The thesis examines the design and implementation of a Recognition of Prior Learning (RPL) programme for the South African insurance sector. It presents the background and context for RPL and the research. The methodology used a qualitative programme evaluation approach involving interviews and case studies to understand participants' experiences of the RPL process. Key findings from the data analysis are also summarized.
The document discusses the challenges of implementing recognition of prior learning (RPL) in workplace assessments. It notes that while RPL aims to promote fairness and transformation, assessing experiential learning from different contexts poses difficulties. Specifically, workplace knowledge may differ in language and presentation from academic standards. Traditional assessments also tend to evaluate learning individually rather than considering collaborative workplace learning. Finally, it can be hard for candidates to validate extensive experience through documentation for RPL claims. Overall, the document examines how RPL aspirations can be difficult to achieve in practice due to contextual and methodological challenges.
The Chartered Institute for the Management of Assessment Practice (CIMAP) is a professional body supporting the needs of all stakeholders involved in Assessment, Moderation and ETD Practice in South Africa.
CIMAP is the ideal platform for the professionalisation of assessment practice.
The Chartered Institute for the Management of Assessment Practice (CIMAP) is a professional body supporting the needs of all stakeholders involved in Assessment, Moderation and ETD Practice in South Africa.
CIMAP is the ideal platform for the professionalisation of assessment practice.
The document is a thesis submitted by L. Meyer in partial fulfillment of the requirements for a Doctor of Philosophy degree in Management of Technology and Innovation from The Da Vinci Institute. The thesis explores accreditation and external moderation frameworks for occupationally directed education and training providers in South Africa. It examines challenges faced by providers in the accreditation and moderation processes and proposes alternative frameworks. The research methodology used a qualitative grounded theory approach, collecting data through focus groups, questionnaires, interviews and reviewing accreditation and moderation reports. The analysis suggests that South Africa's current frameworks inhibit innovation and require reforms to be more supportive of social and educational transformation.
The Chartered Institute for the Management of Assessment Practice (CIMAP) is a professional body supporting the needs of all stakeholders involved in Assessment, Moderation and ETD Practice in South Africa.
The Role of White Label Bookkeeping Services in Supporting the Growth and Sca...YourLegal Accounting
Effective financial management is important for expansion and scalability in the ever-changing US business environment. White Label Bookkeeping services is an innovative solution that is becoming more and more popular among businesses. These services provide a special method for managing financial duties effectively, freeing up companies to concentrate on their main operations and growth plans. We’ll look at how White Label Bookkeeping can help US firms expand and develop in this blog.
Tired of chasing down expiring contracts and drowning in paperwork? Mastering contract management can significantly enhance your business efficiency and productivity. This guide unveils expert secrets to streamline your contract management process. Learn how to save time, minimize risk, and achieve effortless contract management.
Satta matka fixx jodi panna all market dpboss matka guessing fixx panna jodi kalyan and all market game liss cover now 420 matka office mumbai maharashtra india fixx jodi panna
Call me 9040963354
WhatsApp 9040963354
During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Efficient PHP Development Solutions for Dynamic Web ApplicationsHarwinder Singh
Unlock the full potential of your web projects with our expert PHP development solutions. From robust backend systems to dynamic front-end interfaces, we deliver scalable, secure, and high-performance applications tailored to your needs. Trust our skilled team to transform your ideas into reality with custom PHP programming, ensuring seamless functionality and a superior user experience.
AI Transformation Playbook: Thinking AI-First for Your BusinessArijit Dutta
I dive into how businesses can stay competitive by integrating AI into their core processes. From identifying the right approach to building collaborative teams and recognizing common pitfalls, this guide has got you covered. AI transformation is a journey, and this playbook is here to help you navigate it successfully.
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...Niswey
50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
But wait. What happens when you fully integrate your WhatsApp campaigns with HubSpot?
That's exactly what we explored in this session.
We take a look at everything that you need to know in order to deploy effective WhatsApp marketing strategies, and integrate it with your buyer journey in HubSpot. From technical requirements to innovative campaign strategies, to advanced campaign reporting - we discuss all that and more, to leverage WhatsApp for maximum impact. Check out more details about the event here https://events.hubspot.com/events/details/hubspot-new-delhi-presents-unlocking-whatsapp-marketing-with-hubspot-integrating-messaging-into-your-marketing-strategy/
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
1. Labour Law Amendments,
2012
For the SABPP
Presentation by Dr Linda Meyer
CIMAP www.cimap.co.za
October 2012
2. Labour Law Amendments 2012
Labour Relations Amendment Bill, 2012
Basic Conditions Of Employment
Amendment Bill, 2012
Employment Services Bill, – Still to be
presented to Parliament
Employment Equity Amendment Bill, – Still
to be presented to Parliament
11/17/2012 www.cimap.co.za 2
3. Freedom Charter 1955
Key elements of worker rights are succinctly enshrined in the
Freedom Charter, providing:
"All who work shall be free to form trade unions, to elect
their officers and to make wage agreements with their
employers; there shall be a forty-hour working week,
a national minimum wage, paid annual leave, and sick
leave for all workers, and maternity leave on full pay for
all working mothers; miners, domestic workers, farm
workers and civil servants shall have the same rights as
all others who work; child labour, compound labour, the
tot system and contract labour shall be abolished".
11/17/2012 www.cimap.co.za 3
4. Background
2009 ANC Election Manifesto
Avoid exploitation of workers;
Ensure decent work for all workers;
Protect the employment relationship;
Introduce laws to regulate contract work;
Subcontracting and out- sourcing;
Address the problem of labour broking and
prohibit certain abusive practices.
11/17/2012 www.cimap.co.za 4
5. Background
2009 ANC Election Manifesto
Facilitate unionisation of workers and
conclusion of sectoral collective agreements ;
To cover vulnerable workers in these different
legal relationships;
Ensure the right to permanent employment
for affected workers;
Procurement policies and public incentives
will include requirements to promote decent
work."
11/17/2012 www.cimap.co.za 5
6. BCEA & LRA
The NEDLAC negotiations concluded on
amendments to the LRA and the BCEA in
January 2012;
Revised Bills were submitted to Cabinet in April
2012 and they were approved for submission
to the National Assembly;
Public Hearings and submissions are now
complete and submissions have been made to
the Office of the Chief State Law Adviser.
11/17/2012 www.cimap.co.za 6
7. Unemployment & Competiveness
6.4 million unemployed South Africans:
Predominantly youth
Mostly prevalent in previously disadvantaged communities
Typically not previously employed
SA 133rd out of 139 in WEF Competitiveness Report
Average wage settlements 2010 – 8.2% (2009 – 9.3%)*
The number of working days lost due to strike action rose
from 2.9m days in 2009 to 14.6m day in 2010*
The lower level civil servants in South Africa are of the best
paid employees for unskilled and semiskilled in the world
today – Mike Schüssler (Economist.co.za)
8. Unemployment % Education
One’s salary nearly doubles between grade 11 and
Matric.
After completing a bachelors degree, your salary rises by
over 350% when compared to that of a Matriculant
Over a normal lifespan a person with a degree gets a
308% higher return than a person with just matric.
Mike Schüssler (Economist.co.za)
9.
10. Labour Relations
Amendment Bill, 2012
11/17/2012 www.cimap.co.za 10
11. LRA Amendments
Collective Bargaining and Organisational Rights - Section 21
Commissioner may determine Representativity- the
composition of the work-force 21(8)(b)(v), which states
that where there is a dispute regarding whether the trade
union is representative or not, a Commissioner must
consider:
"the composition of the work-force ....taking into account
the extent to which there are employees assigned to work
by temporary employment services, employees engaged in
fixed term contracts, part-time employees or employees in
other categories of non-standard employment".
11/17/2012 www.cimap.co.za 11
12. LRA Amendments
Collective Bargaining and Organisational Rights - Section 21-
1(b) to insert new subsections 21(8A) -(8D).
Commissioner allowed in arbitration to grant a trade union,
that is not a majority union, the rights under sections 14
and 16 - the rights to elect representatives at the
workplace and to disclosure of information.
Commissioner may grant 1 or more unions acting jointly
rights under sections 12 (access to the workplace), 13
(deduction of union fees by employer) and 15 (leave for
trade union activities), provided the union)s) represent a
significant interest or a substantial number of employees
(do not have to represent a majority of employees at the
workplace).
11/17/2012 www.cimap.co.za 12
13. LRA Amendments
Strikes and Lock-outs - Chapter IV of the LRA
Amendments to sections 64; 67 and 69.
To require the holding of ballots by trade unions and
employers’ organisations prior to calling a strike
or lock-out; (must have a majority).
A certificate must be issued by the CCMA, bargaining
council or accredited agency showing compliance with
balloting requirements. (See section 6 of the LRAB, which
amends section 64(1) of the LRA.)
11/17/2012 www.cimap.co.za 13
14. Procedure Strike or Lock Out (S 64)
Compliance
Certificate
30 Days elapses Ballot Strike or Notice of strike
Refer dispute issued by
/ certificate Lock Out / lock out
(CCMA/BC/Acr
Agency
11/17/2012 14
15. LRA Amendments
Strikes and Lock-outs S 69
To strengthen the status of picketing rules and agreements
and to clarify the powers of the Labour Court in respect of
breaches of picketing rules or agreements;
“(6) The rules established by the Commission may
provide for picketing by employees :
(d) in a place contemplated by section 69(2)(a) which is
owned or controlled by a person other than the employer,
if that person has had an opportunity to make
representations to the Commission before the rules are
established;
11/17/2012 www.cimap.co.za 15
16. LRA Amendments
New probationary type clause -
“Provision for a new probationary type clause that would
effectively allow employers to hire and fire employees
during the first six months of employment, during which time
the employee would have no recourse to challenge an
unfair dismissal either on substantive or procedural grounds
of fairness”. (Patrick Craven; COSATU)
11/17/2012 www.cimap.co.za 16
17. LRA Amendments
Essential Services
Section 13 of the LRAB introduces a new section 71A, which
provides for a new category of essential services workers
under the category of "public officials exercising authority in
the name of the State".
In so doing it lists "customs officials, immigration officers,
judicial officers and officials working in the administration of
justice" under this category and deems them to be an
essential service.
11/17/2012 www.cimap.co.za 17
18. LRA Amendments
Dispute Resolution and Dismissals in the Public Interest
Section 26 of the LRAB replaces the current section 150.
The Commission may "offer" to resolve a dispute that has
not been referred to it, if this would be in the public
interest.
Both parties in this case would need to agree to the
appointment of the Commissioner.
The amendment removes the voluntary nature of the
provision since neither party needs to consent.
11/17/2012 www.cimap.co.za 18
19. LRA Amendments
Dismissal of High Earning Employees
188B into the LRA, which states that an employee who
earns over an amount to be determined by the Minister
and whose dismissal is not automatically unfair will be
deemed to fairly dismissed and in accordance with a fair
procedure.
Provided three months’ notice or three months
compensation was paid.
A longer period can be set out in a contract of
employment.
11/17/2012 www.cimap.co.za 19
20. LRA Amendments
Dismissal of High Earning Employees
The Minister must consult NEDLAC as to the amount in this
section. This section will initially only apply to new contracts
of employment but after two years will apply to contracts
concluded prior to the commencement of the LRAB.
11/17/2012 www.cimap.co.za 20
21. LRA Amendments
Dismissals Based on Operational Requirements
S189 and 189A of the LRA, with the latter being
applicable to employers employing more than 50
employees.
Section 39 of the LRAB amends this by inserting a
new paragraph 189A(2)(d), which provides that a
"consulting party should not unreasonably refuse to
extend the period of consultation" this would ensure
meaningful consultation.
11/17/2012 www.cimap.co.za 21
22. LRA Amendments
Date of Dismissal
Section 190 of the LRA regulates the issue of determining
the date of a dismissal. Section 40 of the LRAB inserts a
new paragraph 190(2)(d), which clarifies the date of a
dismissal if an employee is dismissed on notice.
The effective date will now be the date on which the
notice expires unless "all outstanding salary" is paid on an
"earlier" date, in which case this earlier date will be the
date of dismissal.
11/17/2012 www.cimap.co.za 22
23. LRA Amendments
Distinction is drawn between workers who provide
"temporary services" and those who do not.
Those considered to be providing temporary services will
be subject to the principle of joint and several liability -
similar to section 198.
In other cases the true employer (client) will be deemed to
be the employer.
Workers earning less than the BCEA threshold of R172 000,
are only considered employees of a labour broker if this
involves "temporary services".
11/17/2012 www.cimap.co.za 23
24. LRA Amendments
Temporary services entail the following:
Work not exceeding a six month period;
Substituting for an employee who is away temporarily,
although the period is undefined; and
Categories of work as defined either through a bargaining
council agreement or sectoral determination.
11/17/2012 www.cimap.co.za 24
25. LRA Amendments
ON FIXED TERM CONTRACTS - S186(1)( b)
Separate amendment to which addresses rights around
dismissals for employees subject to fixed term contracts
(See section 35 of the LRAB), which inserts a new
paragraph 186(1)(b)(ii).
Under the existing provision it constitutes a dismissal where
a fixed contract employee reasonably expected a renewal
of the contract on the same or similar conditions and the
employer failed to renew the contract or offered a renewal
on less favourable terms. - Now..
11/17/2012 www.cimap.co.za 25
26. LRA Amendments
FIXED TERM CONTRACTS
Amendment - dismissal where the employee
reasonably expected to be offered an indefinite
contract, and either no such offer was made or it was
offered on less favourable terms.
Courts have tended to make findings that such
employees only have an expectation of another
limited duration contract – will no longer be the case.
11/17/2012 www.cimap.co.za 26
27. LRA Amendments
FIXED TERM CONTRACTS
An employee may only be engaged on a fixed term
contract for a period longer than 6 months only if the
nature of the work entailed is of a limited duration and
there is a justifiable reason for fixing the contract.
Fixed term contract employees employed for longer than
six months must not be treated less favourably than those
employed on a permanent basis.
Justifiable reasons for engaging workers on a fixed terms
beyond six months are contained under section 198B(4)
of the LRAB and include variously substituting for another
worker, being engaged through a public works scheme,
the performance of seasonal work.
11/17/2012 www.cimap.co.za 27
28. LRA Amendments
FIXED TERM CONTRACTS
The new restrictions on fixed-term contracts will not
apply to small businesses or start-ups.
Terminating employment before the end of the six-
month period to avoid having to treat them the same
as a full-time employee will be regarded as a dismissal.
11/17/2012 www.cimap.co.za 28
29. LRA Amendments
ON PART TIME CONTRACTS
Benefits for part time workers under section 198C entail :
Their treatment may on the whole not be less favourable
than conditions for a comparable full-time employee;
Access to training and skills development should on the
whole not be less than favourable than those applicable to
a comparable full-time employee; and
The same access should afforded to apply for vacancies
as would be applicable to full-time employees.
11/17/2012 www.cimap.co.za 29
30. LRA Amendments
Regulating contract work -
Amendment aims to stop the practice of repeated
contracting for short-term periods.
The onus will be on employers to justify the use of short-
term or fixed term contracts, in place of contracting
employees on a permanent basis.
DOL is introducing a new Employment Services Bill which
will address both Private and Public Employment
Services.
11/17/2012 www.cimap.co.za 30
31. LRA Amendments
S 198A now reads:
“An employee deemed to be an employee of the
client in terms of subsection (3)(b) must be treated on
the whole not less favourably than an employee of the
client performing the same or similar work, unless there
is a justifiable reason for different treatment.” (After 6
months).
Does not apply to employees who work less than 24
hours a month.
11/17/2012 www.cimap.co.za 31
32. LRA Amendments
Section 198A: Temporary employment services can
only be engaged for up to six months by businesses
that employ more than 10 people or businesses that
employ less than 50 people but have been in
existence for less than two years.
Section 198B: Contract work is limited to six months
unless an employer can prove the need for longer
term contracted employment.
Section 198C: Temporary workers should be treated,
on the whole, no differently to permanently employed
workers.
11/17/2012 www.cimap.co.za 32
33. LRA Amendments
Liability for Employer's Obligations
Section 46 of the LARB inserts a new section 200B into the
LRA, which broadens the definition of "employer" to
include:
"persons who carry on associated or related activity or
business by or through an employer if the intent or effect
....is to defeat the purposes of the Act or any other
employment law".
11/17/2012 www.cimap.co.za 33
34. LRA Amendments
Review of arbitration awards and rulings
(7) The institution of review proceedings does not suspend the
operation of an arbitration award, unless the applicant furnishes
security to the satisfaction of the Court in accordance with
subsection (8).
(8) Unless the Court directs otherwise, the security must –
(a) in the case of an order of reinstatement or re-
employment, be equivalent to 24 months remuneration;
11/17/2012 www.cimap.co.za 34
35. LRA Amendments
Review of arbitration awards and rulings
(b) in the case of an order of compensation, be equivalent to
the amount of compensation awarded.
(9) An application to set aside an arbitration award in terms of
this section interrupts the running of prescription in terms of the
Prescription Act (Act No.68 of 1969) in respect of that award.”
11/17/2012 www.cimap.co.za 35
37. BCEA Amendments
To prohibit employers requiring employees to
make payments to secure employment and
requiring employees to purchase goods, services or
products in certain circumstances;
To extend the prohibition on work by children to
children engaged to work as independent contractors
S43;
To adjust the powers of the Minister of Labour in
respect of making sectoral determinations;
11/17/2012 www.cimap.co.za 37
38. BCEA Amendments
To revise and streamline the system for enforcement by
labour inspectors;
To increase the penalties that can be imposed for
offences involving child labour or forced labour;
To adjust that maximum fines that can be imposed for
breaches of the Act not involving underpayments.
11/17/2012 www.cimap.co.za 38
39. BCEA Amendments
A proposed enabling provision in the Basic
Conditions of Employment Act will provide the
Minister with the power to determine the
conditions of labour tenants.
Child labour - Amendments are proposed to align
the Basic Conditions of Employment Act with
South Africa's international law obligations in
terms of the International Labour Organisation
Convention (No. 182) on the Worst Forms of
Child Labour.
11/17/2012 www.cimap.co.za 39
40. BCEA Amendments
Strengthening the power of the inspectorate -
Contraventions of certain provisions in monitoring and
enforcement of the Act are criminalised which will
enhance the effectiveness of the inspectorate.
The Bill further seeks to impose heavy penalties for
offences and contraventions of the provisions of the Act
as well as increased prison terms for employers that do
not comply.
11/17/2012 www.cimap.co.za 40
41. BCEA Amendments
" 'contract of employment' means—
(a) a common law contract of employment; or
(b) any other agreement or arrangement under
which a person agrees to work for an employer but
excluding a contract for work as an independent
contractor;“
11/17/2012 www.cimap.co.za 41
43. Employment Services Bill
Employment Services Bill - legal framework that it
provides for the operation of employment services;
Transfer of the skills development functions to the
Department of Higher Education and Training;
Previously, the employment services were provided
for in the Skills Development Act which is now the
mandate of the Department of Higher Education
and Training;
11/17/2012 www.cimap.co.za 43
44. Employment Services Bill
Relevance to labour broking as it makes provision for
the regulation of temporary employment services by
government;
The Bill seeks to provide a legal status for Employment
Services after the transfer of the Skills Development
functions to the Department of Higher Education and
Training (DHET);
The Bill also provides a legal status for the Sheltered
Employment Factories administered by the Department
and Productivity SA.
11/17/2012 www.cimap.co.za 44
45. Employment Services Bill
The Bill defines the role and core functions of public
employment services including governance arrangements via
an Employment Services Board.
Decent work schemes to promote youth employment;
Promotion of employment of people with disabilities;
Employment promotion schemes to respond to economic
recession, company closures and pending retrenchments or
lay-offs;
Regulation of employment of foreign workers;
Private Employment Agencies - provision is made for the
registration and licensing of Private Employment Agencies for
placement and their regulation by the department.
11/17/2012 www.cimap.co.za 45
47. EEA
To amend the EEA to comply with ILO standards;
Promote equity and equality;
Increase fines; and
Align the EEA with other pieces of legislation.
11/17/2012 www.cimap.co.za 47
48. EEA
Designated employees
All citizens are included - even if born after 1994
in South Africa.
Citizens by way of naturalisation before 27 April
1994;
Foreign nationals who were not entitled to
citizenship by 27 April 1994 are still excluded.
Independent contractor - now defined as a person
who works for another or supplies a service to
another as part of his/her business, undertaking or
professional practice.
11/17/2012 www.cimap.co.za 48
49. EEA
Unfair treatment
Equal pay for work of equal value;
Equal pay for equal value;
Prohibits unfair discrimination and harassment;
Unfair for an employer to differentiate between
employees remuneration where those employees
provide work of the same or substantially the same
or equal value – burden on employer
11/17/2012 www.cimap.co.za 49
50. EEA
Burden of proof
The burden of proof will be on the employer to show
that the differentiation is in fact based on fair reasons:
i.e. experience, skill, responsibility and qualifications. -
The bill does not prohibit differentiation. It must be based
on an unfair discriminatory reason before it can be
sanctioned under the bill.
The burden of proof in the Promotion of Equality and
Prevention of Unfair Discrimination Act.
11/17/2012 www.cimap.co.za 50
51. EEA
Burden of proof
An employee must only make out a prima facie case of
unfair discrimination.
The employer must then prove that no discrimination
took place or if discrimination did take place that it was
not on one of the prohibited grounds of section 6(1).
11/17/2012 www.cimap.co.za 51
52. EEA
Psychometric testing & Dispute Resolution
Only psychometric tests that have been certified by
the Health Professions Council can be used in
assessment tests.
Dispute resolution
Employees earning below the threshold of section
6(3) of the BCEA to refer a dispute to arbitration in the
CCMA after conciliation.
11/17/2012 www.cimap.co.za 52
53. EEA
Sanctions
The sanctions in the bill have been simplified -easier
for the Director General to impose sanctions on the
employer for not following the EEA.
Section 20 dealing with the EE plan is amended by
adding a clause allowing the DG to apply to the
Labour Court to impose a fine on an employer who
fails to prepare and implement an EE plan.
11/17/2012 www.cimap.co.za 53
54. EEA
Reporting, Monitoring and enforcement – S 21
No longer a distinction between employers with 150
employees and less - all designated employers must now
submit its first report within 12 months of becoming a
designated employer and thereafter submit annually.
Reports must contain the prescribed information and signed
by the CEO.
A new clause is added to require employers who cannot
submit to inform the DG by end of August if the employer
cannot submit a report in a particular year.
If the employer fails to submit or the DG does not accept
the reasons it can apply to the Labour Court to impose a
fine on the employer.
11/17/2012 www.cimap.co.za 54
55. EEA
FINES
Reporting to the ECC on occupational categories
has been deleted - employers must only report on
the occupational levels.
Failure to comply with section 27 can result in a
fine of between 2 and 10% of annual turnover.
Section 36 dealing with the undertaking of the
employer to comply with a labour inspector’s
request has been deleted.
11/17/2012 www.cimap.co.za 55
56. EEA
Enforcement
Simplifies the enforcement process.
Labour inspectors can still enter, question and inspect
the employment equity actions of employers – no
need for an undertaking any more.
Labour inspectors immediately issue a compliance
order in terms of the new section 37(1) if the
employer failed or refused to consult, conduct an
analysis, publish a summary of its report, assign
responsibility to a senior manager, inform its employees
of the EEA, maintain records and prepare and
implement an EE Plan.www.cimap.co.za
11/17/2012 56
57. EEA
National and regional demographics
Employers cannot choose between national and
regional demographics any more. Sub section 42(a)
(1) has been changed to “demographic profile of the
economic active population”.
Part of the assessment also now includes reasonable
steps by employers to train suitably qualified people
from designated groups.
11/17/2012 www.cimap.co.za 57
58. EEA
Reasonable “efforts”
Reasonable “efforts” has also now been substituted
with “steps” making it stricter as efforts seems not to
be acceptable any more. The accessible pool,
economic factors of the industry and the employer
and the progress of other employers has been
deleted.
It seems that this clause is becoming stricter as several
of the reasons accessible to employers as to why they
are not complying, have now been deleted.
11/17/2012 www.cimap.co.za 58
59. EEA
Review process
The review process of section 43 and 44 mainly
remains the same, however if the employer fails to
comply with a request or recommendation by the DG,
the DG may apply to the Labour Court for an order to
comply or a fine.
Any challenge to the validity of the DG’s request or
recommendation may only be made by the employer
in the process instituted by the DG in the Labour Court.
11/17/2012 www.cimap.co.za 59
60. EEA
Positive obligation
In terms of the current EEA, a designated employer has
a positive obligation to find and eradicate unfair
discrimination.
In terms of the new sub section 27(2) another
positive obligation has been added to take measures
to progressively reduce any disproportionate income
differentials subject to guidance by the Minister on
reducing income differentials.
11/17/2012 www.cimap.co.za 60
61. EEA
Labour Brokers
The section dealing with labour brokers has been
repealed.
Schedules
Schedule 1 is amended by substantively increasing fines.
Section 27 is added and contravention of various of the
sections of the EEA will attract fines of between 2 to 10%
of turnover of the employer. The turnover threshold of
designated employers, schedule 4, is also amended by
increasing agriculture from 2 million to 5 million.
11/17/2012 www.cimap.co.za 61
62. EEA
Summary - EEA
The these amendments aim at reducing income
differentials;
Places an obligation on the employer to investigate
and eradicate disproportionate income differentials
and move towards equal pay for work of equal
value;
Employers who do not comply with this can be fined
by the DG and the Labour Court anything between 2
and 10% of its annual turnover.
11/17/2012 www.cimap.co.za 62