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- Industrial Relations
- [PDF] EPFO Industrial Relation, Labour Laws & Social Securities In India – Chaudhary’s Publication
- Industrial Relations and Labour Laws
- Employment and employee benefits in India: overview | Practical Law
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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.
The efforts to codify our labour laws had originally started in early and finally have seen the light of the day. The effective date of the codes is yet to be notified in order for them to come into force. While the codification exercise was primarily focused on consolidation of the labour laws relating to employment conditions, social security, wages and occupational health and safety and working conditions the exercise has, in this process, also led to:. A closer look at the codes reveals that while consolidating the national level laws, several new changes have been introduced which are likely to have an impact on employers in India.
The Industrial Relations Code, IR Code seeks to consolidate and amend the laws relating to trade unions, conditions of employment in industrial establishment or undertaking, investigation and settlement of industrial disputes. The Code on Social Security, SS Code seeks to amend and consolidate the laws relating to social security with the goal to extend social security to all employees and workers either in the organised or unorganised sector.
The Occupational Safety, Health and Working Conditions Code, OSH Code seeks to consolidate and amend the laws regulating the occupational safety, health and working conditions of the persons employed in an establishment.
While the government intends to implement all the four labour codes by April 6 , each of the codes will need to have corresponding rules that will need to be finalized and notified based on public comments received. Additionally, state governments are also likely to notify separate rules for implementation of the codes, excluding possibly the SS Code.
The look and feel of the codes may appear more as an act of consolidation rather than reform. However, the codes introduce several changes that employers in almost all industry sectors, location and size will need to closely understand and implement. These should certainly have a long-term positive impact on the industry and should contribute towards ease of doing business, an important focus of the current government.
Certain new and interesting concepts have been introduced including provisions in relation to fixed term employees, worker reskilling fund, social security for gig workers and platform workers, definition of core activity for engaging contract labour, recognition of trade union, notice period for strikes, compounding of certain offences, etc.
Practical functionality and implementation of certain provisions such as toll-free helpline, electronic database for migrant workers and related compliance measures may however, remain subject to the proactivity of the policy makers in directing the information received through such avenues to proper channels.
We take this opportunity to congratulate the Indian government for their stupendous efforts towards codification of Indian labour laws. We sincerely hope the codes fulfil the promise of ease doing business in India and at the same time ensure benefits and protection for the workers, thereby ensuring that the Indian economy succeeds and thrives in a post-Covid world. Effective date of applicability yet to be notified. It was subsequently passed by the Rajya Sabha on September 23, , thereafter received Presidential assent on September 28, The Code was published in the government official gazette on September 29, It was published in the government official gazette on September 29, It was subsequently passed by the Rajya Sabha on September 22, thereafter received Presidential assent on September 28, Ajay has been advising a wide range of high-profile multi-national and domestic clients on complex Indian employment law issues.
Ajay also advises and assists NASSCOM, a leading industry body for information technology companies in India, in their initiatives to bring about employment law reforms in the industry. Archita is based out of the Mumbai office of Nishith Desai Associates. Archita is specialized in labour and employment laws and has been advising clients on a wide range of employment law matters.
She has been involved in various matters relating to workforce management and re-structuring, compensation and benefits, reductions in force, Sayantani is based out of the Bangalore office of Nishith Desai Associates. Prior to her engagement with Nishith Desai Associates, she has worked with Hindustan Petroleum Corporation Limited dealing with labour and employment related matters.
Sayantani specializes in labour and employment laws and has been advising clients on a wide range He has been employed with the firm since over 22 years. He advises leading technology, media and financial services sector companies in drafting and negotiating employment contracts; non- disclosure Skip to main content. New Articles. Forney Virginia Becomes the Second U. State to Enact Major Privacy Iowa Considers Requiring Patterson and Nathan D.
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[PDF] EPFO Industrial Relation, Labour Laws & Social Securities In India – Chaudhary’s Publication
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. Generally, labour law covers industrial relations, occupational safety and health and labour standards, reflective of ratified ILO Conventions. Further the labour laws also focus on employment standards, including general The sixth revised edition of Industrial Relations and Labour Laws captures the significant developments that have taken place in the realm of labour laws and industrial relations in the recent past. All questions carry equal marks i.
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 this article we will discuss about:- 1. Introduction to Labour Policy 2. Salient Features of Labour Legislation 3. Recent Developments. Labour has a vital role in increasing productivity and management has to help create conditions in which workers can make their maximum contribution towards this objective.
Industrial Relations and Labour Laws
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.
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.
Account Options Sign in. Top charts. New releases. Add to Wishlist. It is a free app providing detail Section-wise and Chapter-wise information of important Labour laws in India.
Employment and employee benefits in India: overview | Practical Law
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.
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.
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union members and employers in the workplace. Generally, labour law covers: • Industrial relations – certification of unions, labour-management relations.
Download PDF of The Industrial Relations Code Bills 2020 from 22.214.171.124
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