LABOUR POLICY OF INDIA

SHWETA PANDEY:48 SHWETA SOMANI:49 SONALI DAS:50 SUNNY SHINDE:51 SUPRIYA NIGUDKAR:52

LABOUR LAW
LABOUR LAW The body of laws, administrative ruling ,and precedents which address the legal rights of and restriction on, working people and their organization

Vision
This policy is the statement of the concerns of this government for the welfare and protection of labour and to endeavour to empower them and improve their quality of life. Increased production, productivity coupled with a harmonious and peaceful labour relations and a new work culture only will create a conducive climate for rapid industrial investment and growth. This will ensure the successful solutions to the twin problems of retrenchment of labour and creation of new jobs for the unemployed. Government is also committed to providing labour market security, income security and decent working conditions for the working population. This labour policy aims to carry forward these objectives. These aims can be attained only if there is tripartite and mutually beneficial partnership between employers, workers and the Government.

Objectives
To ensure adequate safety measures and to promote the health and welfare of the workers employed in factories prevent haphazard growth of factories through the provisions related to the approval of plans before the creation of a factory Basic minimum requirements for ensuring safety, health and welfare of workers

 Applicable to all workers. Applicable to all factories using power and employing 10 or more workers, and if not using power, employing 20 or more workers on any day of the preceding 12 months.

Types of Labour Laws

Two broad categories of labour law:
Individual labour law: Minimum wage, Working time, Health & safety, Anti-Discrimination etc. Collective labour law: Strikes, Pickets, Workplace involvement etc.

MINIMUM WAGES
There may be law stating the minimum amount that can be paid per hour Example: India, Australia,Canada,China, France etc The minimum wages is usually different from the lowest wage determined by the forces of supply and in a free market and therefore acts as a price floor

WORKING TIME
Before the industrial revolution,the work day varied between 11 and 14 hour With the growth of industrialism and the introduction of machinery longer hours become far more common,with 14-15 hours being the norm The eight hour movement struggle finally led to the first law on the length of working day,passed in 1833

HEALTH AND SAFETY

Another labor laws involve safety concerning workers.The earlier english factory law was drafted in1802 and delt with the safety and health of child textile worker

ANTI DISCRIMINATION
The clause means that discrimination against employee is morally unacceptable and illegal on a variety of grounds, in particular racial or gender discrimination

UNFAIR DISMISSAL
convention no.158 of the international labour organization states that an employee cant be fired without legitimate motiveand before offering him the possibility to defend himself thus on april 28,2006 after the unofficial repeal of the french

Child labour
Employment of children under age determined by law or custom Child labour was not seen as a problem through out most of history only becoming a disputed

COLLECTIVE LABOUR LAWS

Concern the tripartite relationship between employer employee and trade union Sometime called lobour union

STRIKE
Weapon of the workers Decided on a prescribed democratic process Sympathy strike General strike Certain categories of person may be forbidden to strike

PICKETS
picketing is a tactic which is a often used by workers during strikes Secondary picketing Flying pickets Scabbing pickets

WORK PLACE INVOLVEMENT

Workplace consolation statutes exist in many countries,requiring that employers consult their worker on issues that concern their place in the company

Welfare Schemes for Workers

Health Education Recreation RIHS Sickness Benefit Maternity Benefit Disablement Benefit Dependency Benefit

Welfare Schemes for Workers

HEALTH
For Cine workers, there are three dispensaries for medical treatment To provide treatment to IOMC Workers and their families, there are 3 hospitals and 16 dispensaries, for LSDM Workers and their families, there are 32 dispensaries, and for remaining workers there is 1 Hospital and 8 Dispensaries,all over the country.

Welfare Schemes for Workers

EDUCATION
(i) Scholarship is awarded to the children of the workers studying from class-I to professional degree courses ranging from Rs.250/- to Rs.8000/-. Financial assistance to the extent of 75% of the cost provideed to management for transporting school going children of the workers. Managements are provided Rs.5000/for purchase of books in the library.

(ii)

(iii)

Welfare Schemes for Workers

RECREATION
For organizing sports/games, social and cultural activities for workers and their families following provisions are there:(i) For purchase of sports gear, 75% of actual cost subject to the maximum Rs.10,000/- in a financial year. (ii) Provision for celebration of three national festivals Rs.2,500/- per function subject to maximum Rs.7,500/- in a financial year. (iii) Provision for celebration of seven social functions Rs.2,000/- per function subject to maximum Rs.14,000/in a financial year. (iv) Rs.10,000/- for purchase of colour T.V. set and Rs.4,000/- for Black & White T.V. sets to the managements to be placed at workers colony

Welfare Schemes for Workers

REVISED INTEGRATED HOUSING SCHEME
Under the RIHS 2007 which is effective from 1.4.2007, the Implementing Agency is Ministry of Labour and Employment, through the Welfare Commissioners in the field under the Director General Labour Welfare. The subsidy of Rs.40,000/- is released in two equal installments.

Welfare Schemes for Workers

The workers contribution is Rs.5000/-, which is deposited after the administrative approval granted by the Office. The first installment will be released, in advance, for construction up to roof-level. The second installment will be released when the construction reaches up to roof level to enable workers to complete construction in all respect. The workers construction of Rs.5000/- shall be refunded to him, along with the 2nd instalment.

Welfare Schemes for Workers

SICKNESS BENEFIT
Sickness Benefit represents periodical payments made to an insured person during the period of certified sickness To qualify for this benefit, contribution should have been paid for at least 78 days in the relevant contribution period. The maximum duration of Sickness Benefit is 91 days in two consecutive benefit periods The insured person is certified sick within 15 days of the last spell for which sickness benefit was last paid The sickness Benefit rate is roughly equivalent to 60% of the average daily wages of an insured person with effect from 1.12.2007.

Welfare Schemes for Workers

After exhausting the Sickness benefit payable upto 91 days, an insured person if suffering from Tuberculosis/Leprosy, mental and malignant diseases or any other specified long-term diseases, he is entitled to Extended Sickness Benefit at a higher rate of about 70% of average daily wage for a period of two years, provided that he has been in continuous service for a period of 2 years or more The list of these long-term diseases is constantly reviewed and 34 diseases are included at present. The Director General/Medical Commissioner have also been authorized to extend the benefit to other rare diseases.

Welfare Schemes for Workers

MATERNITY BENEFIT
Maternity Benefit implies periodical payment to an insured woman in case of confinement or mis-carriage or sickness arising out of pregnancy, pre-mature birth of child For entitlement to Maternity Benefit, the insured woman should have contributed for not less than seventy days in the immediately preceding two consecutive contribution periods with reference to the benefits period in which the confinement occurs or it is expected to occur

Welfare Schemes for Workers

Maternity Benefit is payable for a maximum period of 12 weeks in case of confinement, 6 weeks in case of miscarriage and additional one month in case of sickness arising out of pregnancy,pre-mature birth of child or medical termination of pregnancy Maternity Benefit continues to be payable in the event of death of an insured woman during her confinement or during the period of 6 weeks immediately following her confinement.

Welfare Schemes for Workers

DISABLEMENT BENEFIT
In case of temporary disability arising out of employment injury, disablement benefit is admissible to an IP for the entire period so certified by the Insurance Medical Officer/Insurance Medical Practitioner for which the insured person does not work for wages. The cash benefit is not subject to any contributory conditions and is payable at a rate equivalent to about 75% of the average daily wage

Welfare Schemes for Workers

DEPENDENT BENEFIT
Periodical pension is paid to dependants of an insured person who dies as a result of employment injury. The widow and widowed mother receive monthly pension for life or until re-marriage. Children get benefit till 18 years of age, in case of infirmity, the benefit continues to be paid, till the infirmity lasts. Married daughters are not entitled to share dependant benefit. The periodical increases in amount of pension linked with the cost of living index are sanctioned from time to time to compensate for inflation.

Labour Policies
The Labour Policies for Small Scale Industries is governed by comprehensive laws. The following laws and policies are applicable for Small Scale Industries in India:

Labour Law Acts

The Employees Provident Funds and Misc. Provisions Act, 1952 Employees State Insurance Act, 1948 Employers Liability Act, 1938 The Factories Act, 1948 The Industrial Disputes Act The Industrial Employment Act,1946

Labour Law Acts

Maternity Benefit Act, 1961 The Minimum Wages Act, 1948 The Payment of Gratuity Act, 1972 The Payment of Wages Act, 1936 The Trade Union Act, 1926 Workmens Compensation Act, 1923

Minimum Wages Act, 1948

Objective: To determine the minimum wages in industry and trade where labour organisations are non-existent or ineffective. Scope and coverage : Applicable to all employees engaged to do any work, skilled, unskilled manual or clerical, in a scheduled employment, including outworkers.. Main provisions Fixation of minimum wage of employees Procedure for fixing and revising minimum wages Rights of workers

Employees State Insurance Act, 1948

Objective : To provide for health recover, Medical care and Cash benefits for Sickness ,Maternity ,Employment injury & Pensions to dependents in case of Death (or) Employment injury Eligibility: Employees drawing wages not exceeding Rs. 3000/- per month Benefits :Compensation for Death Minimum - Rs. 20,000 - Rs. 1,14,000 Compensation for Permanent disablement Minimum Rs. 24,000 Maximum - Rs 70,000

Employees PF and Misc.Provisions Act, 1952

Objective: To make provisions for the future of the industrial worker after he retires or for his dependents in the case of his early death It includes Compulsory PF Family Pension Deposit linked insurance Scope and coverage: Application to factories and establishments employing 20 or more persons Applicable to all persons who are employed directly or indirectly through contractors in any kind of work

Equal Remuneration Act, 1976

Payment of equal remuneration to men and women workers for same or similar nature of work is protected under the Act

No discrimination permissible in recruitment and service conditions except where employment of women is prohibited or restricted by or under any law

The Trade Unions Act, 1926

Objective : To confer a legal and corporate status on registered trade unions Scope and Coverage: Applicable to unions of workers as well as associations of employers in the whole of India A central legislation but administered and enforced by the State Government Main Provisions:
Defines trade union Registration of a trade union by any seven or nine workers of an establishment on applying with a copy of the rules of the union, the name and address, and the list of office bearers Obligations & rights of registered trade unions

Workmens Compensation Act, 1923

Objective: To provide compensation for workmen in cases of industrial accidental / occupational diseases in the course of employment resulting in disablement or death. Coverage for persons employed in Factories, Mines, Plantations, the Railways and others mentioned in Schedule II of the Act

Benefits: Compensation for Death Minimum - Rs. 20,000 Maximum - Rs. 1,14,000 Compensation for Permanent disablement Minimum - Rs. 24,000; Maximum - Rs. 70,000 Temporary disablement 50% of wages for a maximum period of 5 years

Labour Policy Highlights

Creative measures to attract public and private investment. 15 lakh new jobs in the coming five years. A unified and consolidated legislation for social security schemes. New Social security schemes for workers in the unorganised sector. Social security cards for workers. Unified and beneficial management of funds of Welfare Boards. Re-prioritisation of allocation of funds to benefit vulnerable workers. Model employee-employer relationships.

Labour Policy Highlights

Long term settlements based on productivity. Vital industries and establishments declared as `public utilities`. Special conciliation mechanism for projects with investments of Rs.150 crores or more. Industrial Relations committees in more sectors. Labour Law reforms in tune with the times. Empowered body of experts to suggest required changes. Referenda for recognition of trade unions.

Labour Policy Highlights

Statutory amendments for expediting and streamlining the mechanism of Labour Judiciary. Amendments to Industrial Disputes Act in tune with the times. Efficient functioning of Labour Department. More labour sectors under Minimum Wages Act. Child labour act to be aggressively enforced. Modern medical facilities for workers. Rehabilitation packages for displaced workers.

Labour Policy Highlights

Restructuring in functioning of employment exchanges. Computerization and updating of database. Revamping of curriculum and course content in industrial training. Joint cell of labour department and industries department to study changes in laws and rules. Kerala Institute of Labour & Employment to be upgraded. Policy progress monitoring team to review progress of implementation of policy.