Industrial Tribunals & Labour Courts For 1st, 2nd, 3rd, 4th, 5th, 7th and 8th Industrial Tribunals: The Judge–in–Charge,Industrial Tribunal,New Secretariat Buildings,[Opp of High Court]1, K.S Roy Road,Kolkata – 700001033-2263-7055 For 6th Industrial […]
Unfair Labour Practices under the Industrial Relations Code 2020 “unfair labour practice” means any of the practices specified in the Second Schedule; Prohibition of unfair labour practice – No employer or worker […]
Sec 6. Duties of employer (1) Every employer shall,- (a) ensure that workplace is free from hazards which cause or are likely to cause injury or occupational disease to the employees; (b) […]
‘Newspaper Establishment’ definition under Occupational Safety, Health and Working Conditions Code 2020
Newspaper Establishment “Newspaper” means any printed periodical work containing public news or comments on public news and includes such other class of printed periodical work as may, from time to time, […]
It is trite, going by Anglophonic principles, that a ruling of a Superior Court is binding law. SUPREME COURT OF INDIA The Mumbai Kamgar Sabha, Bombay Versus M/s. Abdulbhai Faizullabhai and others […]
শ্রমিক নিয়োগ, মালিক ও শ্রমিকের মধ্যে সম্পর্ক, সর্বনিম্ন মজুরীর হার নির্ধারণ, মজুরী পরিশোধ, কার্যকালে দুর্ঘটনাজনিত কারণে শ্রমিকের জখমের জন্যে ক্ষতিপূরণ, ট্রেড ইউনিয়ন গঠন, শিল্প বিরোধ উত্থাপন ও নিষ্পত্তি, শ্রমিকের স্বাস্থ্য, নিরাপত্তা, কল্যাণ ও চাকুরীর অবস্থা ও পরিবেশ এবং শিক্ষাধীনতা ও সংশ্লিষ্ট বিষয়াদি সম্পর্কে সকল আইনের সংশোধন ও সংহতকরণকল্পে প্রণীত আইন
No employer or workman or a trade union, whether registered under the Trade Unions Act, 1926 (18 of 1926), or not, shall commit any unfair labour practice.
Sunil Kr. Ghosh and others Vs K. Ram Chandran and others-Without consent, workmen cannot be forced to work under different management and in that event, those workmen are entitled to retirement/retrenchment compensation in terms of the act.
Under Payment of Bonus Amendment Act, eligibility limit for payment of bonus enhanced from Rs 10000/- to Rs. 21000/- per month and the Calculation Ceiling from Rs. 3500/- to Rs. 7000/- or the minimum wages.
“technician (vocational) apprentice” means an apprentice who holds or is undergoing training in order that he may hold a certificate in vocational course involving two years of study after the completion of the secondary stage of school education recognised by the All-India Council and undergoes apprenticeship training in any Designated trade;
The Factories Act, 1948 (63 OF 1948) 23rd September 1948 An Act to consolidate and amend the law regulating labour in factories. Whereas it is expedient to consolidate and amend the law […]
The appropriate Government may confer such powers and impose such duties on a District Magistrate as may be necessary, to ensure that the provisions of this Act are properly carried out and the District Magistrate may specify the officer, subordinate to him, who shall exercise all or any of the powers, and perform all or any of the duties, so conferred or imposed and the local limits within which such powers or duties shall be carried out by the officer as may be prescribed.
Where an offence under this Act has been committed by a company, every person who, at the time the offence was committed, was in charge of, and was responsible to, the company for the conduct of the business of the company, as well as the company, shall be deemed to be guilty of the offence and shall be liable to be proceeded against and punished accordingly.
Whereas the ILO should, now more than ever, draw upon all its standard-setting, technical cooperation and research resources in all its areas of competence, in particular employment, vocational training and working conditions, to ensure that, in the context of a global strategy for economic and social development, economic and social policies are mutually reinforcing components in order to create broad-based sustainable development;
ILO( presently UN Organisation) was created in 1919, as part of the Treaty of Versailles (28 June 1919), the instrumental which ended World War I, to reflect the belief that universal and […]
The Labour Party’s call to power Four years have passed since the ‘National’ Government obtained a swollen majority in the House of Commons on a campaign of fraud, misrepresentation and panic. The […]
Let Us Win Through Together: A Declaration of Labour Policy for the Consideration of the Nation When the Labour Party published Let Us Face the Future in 1945 those five words were […]
Misconduct of a workman: For proving the misconduct of a workman, it is desirable that enquiry should be held with a view to determine whether charge framed against the respondent-delinquent is proved or not and care must be taken to see that these enquiries do not become empty formalities.
An Act to amend and consolidate the laws relating to wages and bonus and matters connected therewith or incidental thereto. (1) The Payment of Wages Act, 1936 (4 of 1936), the Minimum Wages Act, 1948 (11 of 1948), the Payment of Bonus Act, 1965 (21 of 1965) and the Equal Remuneration Act, 1976 (25 of 1976) are hereby repealed.
Employment laws—introduced in response to market failures including worker exploitation, discrimination in hiring and working policies, and unfair dismissal practices—are vital to worker well-being. At the same time, firms should also be free to conduct their business in the most efficient way possible. When labor regulation is too cumbersome for the private sector, economies experience higher unemployment—most pronounced among youth and female workers. With fewer formal job opportunities, workers turn to the informal sector. Flexible labor regulation provides workers with the opportunity to choose their jobs and working hours more freely, which in turn increases labor force participation.