LABOUR LAW

 LABOUR LAW 

INTRODUCTION:

                This deals with Human related aspects and acts related with it. The various aspects of industrial relations i.e. minimum wages, disputes, bonuses ,maternity benefits and formation of trade unions and collective bargaining aspects.

• Factories act,1948
• Minimum wages act 1948
• Industrial employment (standing orders) act 1946
• Payment of wages act 1936
• Industrial disputes act 1947
• Payment of bonus act 1965
• Maternity benefit act 1961
• The trade unions act 1926          

Factories Act , 1948 

        All Industrial establishments employing 10 or more persons and carrying manufacturing activities with the aid of power come within the definition of Factory.The said Act makes provisions for the health, safety, welfare, working hours and leave of workers in factories. The said Act is enforced by the State Government through their Factory' inspectorates. The said Act empowers the State Governments to frame rules, so that the local conditions prevailing in the State are appropriately reflected in the enforcement. The said Act puts special emphasis on welfare, health and safety of workers. 

Minimum wages Act 1948 

          The minimum act 1948 was to secure the welfare of unorganised workers in certain industries by fixing the minimum rates of wages. The Minimum Wages Act prescribes minimum wages for all employees in all establishments or working at home in certain employments specified in the schedule of the Act. Central and State Governments revise minimum wages specified in the schedule.

Industrial employment(standing orders)act 1946 

           Model standing orders issued under the act deal with classification of workmen, holidays, shifts, payment of wages etc. 

Payment of wages Act 1936 

           Every employer is primarily responsible for payment of wages to employees. Every employer should make timely payment of wages. The employer should pay the wages in cash, i.e. in current coins or currency notes. However wages may also be paid either by cheque or by crediting in employee's bank account after obtaining written consent.

Industrial disputes Act 1947 

        The industrial disputes act 1947 provide for the investigation and settlement of industrial disputes in an industrial establishment relating to lockouts, layoffs, retrenchment etc. 

Payment of bonus Act 1965 

            The payment of bonus act provides for the payment of bonus to persons employed in certain establishments on the basis of profits or on the basis of production or productivity. 

Maternity benefit Act 1961 

        The maternity benefit act regulates the employment of the women in certain establishment for a prescribed period before and after child birth and provides certain other benefits. Every women employee who has actually worked in an establishment for a period of at least 80 days during the 12 months immediately preceding the date of her expected delivery, is entitled to receive maternity benefits under the Act. The employer is thus required to pay maternity benefitsand medical bonus and allow maternity leave and nursing breaks.

The trade unions Act,1926 

            The act deals with the registration of trade unions, their rights, their liabilities and responsibilities as well as ensures that their funds are utilised properly. The trade union, through its leadership, bargains with the employer on behalf of union members (rank and file members)and negotiates labour contracts (collective bargaining) with employers. The most common purpose of these associations or unions is "maintaining or improving the conditions of their employment". This may include the negotiation of wages, work rules, complaint procedures, rules goveming hiring, firing and promotion of workers, benefits, workplace safety and policies.