LABOUR LAW

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Labour law (also called labour law or employment law) is the body of laws, administrative rulings, and precedents which address the legal rights of, and restrictions on, working people and their organizations. As such, it mediates many aspects of the relationship between trade unions, employers and employees.

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A BRIEF CHECK LIST OFLABOUR LAWS

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EMPLOYEES’ PROVIDENT FUNDS & MISC. PROVISIONS ACT, 1952

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Applicability

Every establishment which is factory engaged in any industry specified in Schedule 1 and in which 20 or more persons are employed.

Any other establishment employing 20 or more persons which Central Government may, by notification, specify in this behalf.

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Any establishment employing even less than 20 persons can be covered voluntarily section1(4) of the Act.

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Rates of Contribution

SCHEME EMPLOYEE’S

EMPLOYER’S

CENTRALGOVT’S

Provident FundScheme

12% Amount >8.33

Nil

InsuranceScheme

NIL 0.5 Nil

Pension Scheme NIL 8.33 1.16%

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Damages

Less than 2 months ….@ 17% per annum

Two months and above but less than upto four months ….@22% per annum

Four months and above but less than upto six months ….@ 27% per annum

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Penal Provision

Defaults by employer in paying

contributions or inspection/administrative charges attract imprisonment upto 3

years and fines upto Rs.10,000 (S.14). For any retrospective application, all dues

have to be paid by employer with damages upto 100% of arrears.

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FACTORIES ACT, 1948

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Applicability

Any premises whereon 10 or more persons with the aid of power or 20 or more workers are/were without aid of power working on any day preceding 12 months, wherein Manufacturing process is being carried on. Sec.2(ii)

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Registration & Renewalof Factories

To be granted by Chief Inspector of Factories on submission of prescribed form, fee and plan.

Secs. 6

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Welfare Measures

Facilities for storing and drying clothing Facilities for sitting First-aid appliances – one first aid box not

less than one for every 150 workers. Canteens when there are 250 or more

workers. Washing facilities.

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Shelters, rest rooms and lunch rooms when there are 150 or more workers. Creches when there are 30 or more women workers. Welfare office when there are 500

or more workers

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Working Hours, Spread Over & Overtime of Adults

Daily hours, not more than 9 hours. Intervals for rest at least ½ hour on

working for 5 hours. Spread over not more than 10½

hours. Weekly hours not more than 48.

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Extra wages for overtime double than normal rate of wages.

Restrictions on employment of women before 6AM and beyond 7 PM.

Overlapping shifts prohibited.

Secs. 51, 54 to 56, 59 & 60

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Employment of Young Persons

Non-adult workers to carry tokens e.g.

certificate of fitness.

Working hours for children not more than 4 ½ hrs. and not permitted to work during night shift.

Prohibition of employment of young children e.g. 14 years.

Secs. 51, 54 to 56, 59 & 60

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INDUSTRIAL DISPUTES ACT, 1947

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Object of the Act

Provisions for investigation and settlement of industrial disputes and for certain other purposes.

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Industry – has attained wider meaning than defined except for domestic employment, covers from barber shops to big steel companies. Sec.2(I)

Works Committee–Joint Committee with equal number of employers and employees’ representatives for discussion of certain common problems. Sec.3

Conciliation–is an attempt by a third party in helping to settle the disputes Sec.4

Adjudication – Labour Court, Industrial Tribunal or National Tribunal to hear and decide the dispute.

Secs.7,7A & 7B

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Lay off & Payment of Compensation –Conditions for Laying off

Failure, refusal or inability of an employer to provide work due to

Shortage of coal, power or raw material. Accumulation of stocks. Breakdown of machinery. Natural calamity. Sec.25-C

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Prior Permission for Lay off

When there are more than 100 workmen during proceeding 12 months.

Sec.25-M

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Lay off Compensation

Payment of wages except for intervening weekly holiday compensation 50% of total or basic wages and DA for a period of lay off upto maximum 45 days in a year. Sec.25-C

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Prior Permission by theGovernment for Retrenchment

When there are more than 100 workmen during preceding 12 months.

Three months’ notice or wages thereto. Form QA Compensation @ 15 days’ wages. Sec. 25-N

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Retrenchment of Workmen Compensation & Conditions

Workman must have worked for 240 days.

Retrenchment compensation @ 15 days’ wages for

every completed year to be calculated at last drawn

wages

One month’s notice or wages in lieu thereof.

Reasons for retrenchment

Complying with principle of ‘last come first go’.

Sending Form P to Labour Authorities.

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Right of a Workman during Pendencyof Proceedings in High Court

Employer to pay last drawn wages

to reinstated workman when proceedings challenging the award of his reinstatement are pending in the higher Courts.

Sec.17B

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Power of Labour Court to giveAppropriate Relief

Labour Court/Industrial Tribunal can Modify the punishment of dismissal

or discharge of workmen and give appropriate relief including reinstatement.

Sec.11A

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Prohibition of unfair labourpractice either by employer orworkman or a trade union asstipulated in fifth schedule

Both the employer and the Union can be punished. Sec.25-T

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Closure of an Undertaking

60 days’ notice to the labour authorities for

intended closure in Form QA. Sec.25FFA

Prior permission atleast 90 days before in Form O by the Government when there are 100 or more workmen during preceding 12 months.

Sec.25-O

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Prohibition of Strikes & Lock Outs

Without giving to the employer notice of strike, as hereinafter provided, within six weeks before striking.

Within fourteen days of giving such notice.

Before the expiry of the date of strike specified in any such notice as aforesaid.

During the pendency of proceedings before a Labour Court, Tribunal or National Tribunal and two months, after the conclusion of such proceedings.

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Prohibition of Strikes & Lock Outs

During the pendency of conciliation proceedings before:

i) a Board and seven days after the conclusion of such proceedings;

ii) before a conciliation officer and seven days after the conclusion of such proceedings

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During the pendency of arbitration proceedings before an arbitrator and two months after the conclusion of such

proceedings, where a notification has been issued under Sub-Section(3A) of section 10A.

During any period in which a settlement or award is in operation, in respect of any of the matters covered by the settlement or award. Secs.22&23

Prohibition of Strikes & Lock Outs

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Persons Bound by Settlement

When in the course of conciliation proceedings etc., all persons working or joining subsequently.

Otherwise than in course of settlement upon the parties to the settlement. Sec.18

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Period of Operation ofSettlements and Awards

A settlement for a period as agreed by the parties, or

Period of six months on signing of settlement.

An award for one year after its enforcement. Sec.19

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Offence Punishments

i) Committing unfair labour practices

ii) Illegal strike and lock-outs

iii) Instigation etc. for illegal strike or lock-outs.

iv) Giving financial aid to illegal strikes and lock-outs.

vi) Breach of settlement or award

vi) Disclosing confidential information pertaining to Sec.21

Imprisonment of up to 6 months or with fine up to Rs.3,000.

Imprisonment up to one month or with fine up to Rs.50(Rs.1000 for lock-out) or with both.

Imprisonment up to 6 months or with fine up to Rs.1,000

Imprisonment for 6 months or with fine up to Rs.1,000

Imprisonment up to 6 months or with fine.On continuity of offence fine up to Rs.200 per day

Imprisonment upto 6 months or with fine upto Rs.1,000

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Offence Punishment

vii) Closure without 60 days’ notice under Sec.25 FFA

viii) Contravention of Sec.33 pertaining to change of conditions of Service during pendency of dispute etc.

ix) When no penalty is provided for contravention

Imprisonment upto 6 months or with fine upto Rs.5,000

Imprisonment upto 6 months or fine upto Rs.1,000.

Fine upto Rs.100

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STANDING ORDERS ACT, 1946 & THE RULES

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Applicability ofthe Act

Every industrial establishment wherein 100 or more

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Matters to be provided in Standing orders

Classification of workmen, e.g., whether permanent, temporary, apprentices, probationers, or badlis.

Manner of intimating to workmen periods and hours of work, holidays, pay-days and wage rates.

Shift working.

Attendance and late coming.

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Conditions of, procedure in applying for, and the authority which may grant, leave and holidays.

Requirement to enter premises by certain gates, and liability to search.

Closing and re-opening of sections of the industrial establishments, and temporary stoppages of work and the right and liabilities of the employer and workmen arising there from.

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Termination of employment, and the notice thereof to be given by employer and workmen.

Suspension or dismissal for misconduct, and acts or omissions which constitute misconduct.

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Means of redressal for workmen against unfair treatment or wrongful exactions by the employer or

his agents or servants.Additional Matters

Service Record – Matters relating to service card, token tickets, certification of service, change of residential address of workers and record of age Confirmation Age of retirement Transfer Medical aid in case of Accident ,Medical Examination, Secrecy, Exclusive service.

Secs.2(g), 3(2) and Rule 2A

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Payment of Subsistence Allowance to theSuspended Workers

At the rate of fifty per cent, of the wages which the workman was entitled to immediately proceeding the date of such suspension, for the first ninety days of suspension.

At the rate of seventy-five percent of such wages for the remaining period of suspension if the delay in the completion of disciplinary proceedings against such workman is notdirectly attributable to the conduct such workman. Sec.10-A

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MINIMUM WAGES ACT, 1948

Object of the Act

To provide for fixing minimum rates of wages in certain employments

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Minimum Rates ofWages

Such as Basic rates of wages etc.

Variable DA and Value of other concessions etc. Sec. 4

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Fixation of Minimum Rates of Wages

The appropriate government to fix minimum rates of wages.

To make review at such intervals not exceeding five years the minimum rates or so fixed and revised the minimum rates.

Government can also fix Minimum Wages for

Time work • Piece work at piece rate • Piece work for the purpose of securing to such employees on a time work basis • Overtime work done by employees for piece work or time rate workers.

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Overtime

To be fixed by the hour, by the day or by such a longer wage period works on any day in excess of the number of hours constituting normal working day.

Payment for every hour or for part of an hour so worked in excess at the overtime rate double of the ordinary rate of (1½ times or for agriculture labour) Sec. 5

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Fixing Hours forNormal Working

Shall constitute a normal working day inclusive of one or more specified intervals.

To provide for a day of rest in every period of seven days with remuneration.

To provide for payment for work on a day of rest at a rate not less than the overtime rate... Sec. 13

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Maintenance of registers and records Register of Fines – Form I Rule 21(4)

Annual Returns – Form III Rule 21 (4-A)

Register for Overtime – Form IV Rule 25

Register of Wages–Form X, Wages slip–Form XI, Muster Roll–Form V Rule 26

Representation of register – for three year Rule 26-A Sec. 18

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Offence Punishment

For paying less than minimum rates of wages

For contravention of any provisions pertaining to fixing hours for normal working day etc.

Sec. 20

Imprisonment upto 6 months or with fine upto Rs.500/-

Imprisonment upto 6 months or with fine upto Rs.500/-