Industrial Relations And Labour Laws India Pdf File

industrial relations and labour laws india pdf file

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In the judicial sphere, there has been a marked shift in the approach of the Indian judiciary in the area of discipline and disciplinary procedure. Question ONE is Compulsory.

Parliament on Wednesday passed the three labour code bills — the Occupational Safety, Health And Working Conditions Code, ; the Industrial Relations Code, ; and the Code on Social Security, — merging 24 central labour laws in a major boost to labour reforms. The National Democratic Alliance government has now merged 29 central laws into four codes. In August , Parliament had passed the first of the codes, the Wage Code.

Industrial Relations

Parliament on Wednesday passed the three labour code bills — the Occupational Safety, Health And Working Conditions Code, ; the Industrial Relations Code, ; and the Code on Social Security, — merging 24 central labour laws in a major boost to labour reforms.

The National Democratic Alliance government has now merged 29 central laws into four codes. In August , Parliament had passed the first of the codes, the Wage Code. The Industrial Relations Code, , bring new rules for hiring and firing of labour in mid-sized and large industries, making retrenchment easier.

The reforms allow industries flexibility in hiring and retrenchment. They will make industrial strikes more difficult by clamping new conditions and also expand the social security net for both formal and informal workers. Under the Industrial Relation Code, the government has allowed companies with up to workers to fire workers or shut plants without the prior approval of the government. Hitherto, prior approval had been required. Firms with more than workers need to still apply for approval.

However, if the authorities do not respond to their request, the retrenchment proposal will be deemed to be approved. In the case of manufacturing units, plantations, and mines with or more workmen, lay-offs also required government approval. Stringent hiring-firing rules applied to firms with over employees, making it virtually impossible to lay off workers.

This adversely acted as an incentive for smaller firms to stay small so they could escape the rules. The Industrial Relation Code lays down new conditions on the right of workers to go on strike. If proceedings are pending before a labour tribunal or the National Industrial Tribunal, workers cannot go on a strike for 60 days after they are concluded. These conditions apply to all industries. Earlier, workers could go on strike by giving between two weeks and six weeks of notice.

Flash strikes are now outlawed. The Occupational Safety, Health and Working Conditions Code, , amends laws regulating occupational safety, health and working conditions of employees. The code empowers a state government to exempt any new factory from the provisions of the Code to create more economic activity and jobs.

It fixes the maximum daily work limit at eight hours a day. Women will be entitled to be employed in all establishments for all types of work and in case they are required to work in hazardous or dangerous operations, the government may require the employer to have adequate safeguards in place prior to employment. The Code on Social Security, promises universal social security for the first time, including for both organised and informal workers as well as gig and platform workers.

The government can tap corporate social responsibility funds within the meaning of the Companies Act, or any other such source as may be specified in the scheme. The social security code lays down the setting up of a National Social Security Board to recommend to the central government suitable schemes for unorganised workers. Sign in Hi, Sign out.

Home India News Cities. HT Photo india news. How will the three codes impact workers? What are the changes in hiring-firing rules? What are the new workplace safety rules? Has the social safety net widened? Enter your email to get our daily newsletter in your inbox Subscribe Now. Get our daily newsletter in your inbox Subscribe. Thank you for subscribing to our daily newsletter.

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Industrial Relations

The four labour code bills that were first introduced in Parliament in , and of which three were replaced in September , consolidate 29 central labour laws. Though the government claims that the new laws will reduce complexities, improve ease of compliance, usher in more transparency and accountability, and help both employers and workers, the actual gains to workers remain suspect. This is because the new laws have further eroded even the limited protection currently available to the workers by expanding the space available to employers to unilaterally close down establishments and retrench workers without even making any effort to provide adequate compensation or protection. The trade unions have already made known their displeasure against various aspects, including the failure to universalise social security benefits and the corporatisation of the social security funds. Unions have also pointed out that legalisation of fixed-term contracts will usher in the hire and fire policy from the backdoor and consequently shrink the number of permanent workers.

As per the Indian Constitution, the Central as well as State Governments are empowered to enact suitable legislation to regulate and protect the interests of employees, as well as to create and increase employment opportunities. Depending on the type of industry, nature of work undertaken, number of employees, location, remuneration of the employees, etc. How are different types of worker distinguished? It excludes those employed in a managerial, administrative or supervisory capacity drawing wages exceeding INR 10, from its purview. Special laws are also enacted for the recognition and protection of certain special kinds of employees such as contract labour and fixed-term employees. If not, do employees have to be provided with specific information in writing? In India, an employer-employee relationship can either be express or implied, written or oral.

Employment and employee benefits in India: overview. Related Content. Scope of employment regulation 1. Do the main laws that regulate the employment relationship apply to:. Foreign nationals working in your jurisdiction? Nationals of your jurisdiction working abroad?


and large the labour law covers the industrial relations, certification of unions, labour 24 of the Constitution of India dealing with Welfare of labour including.


[PDF] EPFO Industrial Relation, Labour Laws & Social Securities In India – Chaudhary’s Publication

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Labour falls under the Concurrent List of the Constitution. Therefore, both Parliament and state legislatures can make laws regulating labour. The central government has stated that there are over state and 40 central laws regulating various aspects of labour such as resolution of industrial disputes, working conditions, social security and wages. In , the Ministry of Labour and Employment introduced four Bills to consolidate 29 central laws. While the Code on Wages, has been passed by Parliament, Bills on the other three areas were referred to the Standing Committee on Labour.

India has enacted three new codes on employment conditions, social security and occupational health, safety and working conditions. Draft rules corresponding to each of the 4 codes have been released by Ministry of Labour and Employment for public comments. India, one of the most labour-intensive countries of the world, has finally taken a leap of faith and codified 29 of its national-level labour laws into 4 codes. This is a bold and progressive move given that several labour laws were almost years old and enacted largely in the industrial era.

INDUSTRIAL, LABOUR AND GENERAL LAWS - ICSI

Politics A. The DW concept stands for Take industrial Relations and Labour Laws Online Test and evaluate your readiness before you appear for any interview or written test. Exam notes labour law. Dear Readers, Welcome to Industrial Law questions with answers and explanation. Interviews, Hiring, and Onboarding: Before you even apply for a job or go to an employment interview, you should know that there are certain questions that it is illegal for hiring committees to ask job candidates.

India Consolidates and Codifies Its National-Level Labour Laws

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[PDF] EPFO Industrial Relation, Labour Laws & Social Securities In India – Chaudhary’s Publication

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