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Presented By:-Debojyoti Hati(121317)
Mitalee Negandhi(121331)Sagar Bhayani(121345)
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Industrial society is a complex and dynamicsociety (consist of group, societies andinstitution) they are interrelated, however have
different attitudes and perceptions. They are alsobeing influenced by external environment.
We cannot ignore the working aspect of human
being, as working hour dominate most of ourtime
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Conditions in the product market
Conditions in the labour or employment market.
Relation between price of labor and performance.
System of negotiation laid out by the laws of the
state .
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Shareholder
Employee
Government
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Labour law is the set of techniques andpractices for intervention into particular kindsof market specifically markets that will reachsub-optimum results without suchinterventions because individuated actorscannot overcome collective action problem
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MINIMUM WAGES ACT,1948.
THE PAYMENT OF WAGESACT,1936.
THE PAYMENT OF BONUS
ACT,1965. THE EQUAL REMUNERATION
ACT,1976.
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THE FACTORIES ACT,1948
THE WORKING JOURNALIST AND OTHERNEWSPAPER EMPLOYEES ACT,1955
THE CONTRACT LABOR ACT,1970
THE SHOPS AND ESTABLISHMENT ACT
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THE MATERNITY BENEFIT ACT,1961
The women employee should have worked for atleast 80 days in the 12 months immediately
preceding the date of her expected delivery. The maximum period permitted is 12 weeks in all
taken before or after the child birth
The women is allowed to take maternity benefit for
84 days. Out of the 84 days the period before delivery
should be maximum 42 days.
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To prohibit the engagement of children in certainemployments and to regulate the conditions of work orchildren in certain other employments.
An Act to regulate the employment of contract labour in
certain establishments and to provide for its abolition incertain circumstances and for matters connected therewith.
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"Trade Union" means any combination, whethertemporary or permanent, formed primarily for the purposeof regulating the relations between workmen andemployers or between workmen and workmen, orbetween employers and employers, or for imposingrestrictive conditions on the conduct of any trade orbusiness.
Trade unions are formed to protect and promote theinterests of their members. Their primary function is to
protect the interests of workers against discriminationand unfair labor practices.
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Representation
Negotiation
Voice in decisions affecting workersMember services
(a) Education and training(b) Legal assistance
(c) Financial discounts(d) Welfare benefits
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Personal Tolerance limit
Older employee seeks more job security
Insensitivity of management
Peer pressure Little bargaining power
Favouritism and Nepotism
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All India Trade Union Congress (AITUC) Bharatiya Mazdoor Sangh (BMS) Centre of Indian Trade Unions (CITU) Hind Mazdoor Kisan Panchayat (HMKP)
Hind Mazdoor Sabha (HMS) Indian Federation of Free Trade Unions (IFFTU) Indian National Trade Union Congress (INTUC) National Front of Indian Trade Unions (NFITU) National Labor Organization (NLO) Trade Unions Co-ordination Centre (TUCC) United Trade Union Congress (UTUC) and United Trade Union Congress - Lenin Sarani (UTUC
- LS)
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Company:-BELEX POLYMERS-RAJKOT Established In 1990
Contact Person :- Mr. Dinesh Patel (Owner)
Products:- L.D. Form ,Optical Brightener andMilky master batches, H.M. bags, sheet and rolletc
Turnover :- 2 Cr to 3 Cr
200000 kg per year No. of Labour :- 15- 20
Type of Labour :-Mostly non permanent
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Purchase raw material Selling of finish good
Ensure that timely payment being paid and received
To maintain quality of production by frequently checking
To maintain efficient and enough labour for production
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For manufacturing units like us machinery and worker arejust like hand and legs of our body. With out them not a
single day work perform. So special care is taken forhealth and safety of worker. Likes
Safety arrangement for each machines for avoidingaccidents
Health Insurance for permanent workers Management will give advance money for health relatedissue for workers.
Allowing other workers in case of health related issue
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5
For overcome money related issue we give them loan as per
following bases like:-
Worker status in factory
Past Record
Reason for loan
If he need loan for family use then we always grant. We recover loanfrom his salary but sometime loans remain out standing at time ofworker leave factory.
6)
Our factory is small scale industries. There is no any worker union.Hence question of facing union leader do not arise yet now.
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Our people management strategy is to hear each andevery one out of them.
We have to find interest, habits of them. Some work,business, financial matter are solved by knowing hisinterest and requirements.
If we take interest in workers problems these will
results in long term benefits like long retention period ,less attraction due to money issue
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Responsible for 500 MW power plant at Ahmedabadfor
HR
IR Welfare
Training
Administration
legal compliance & court matters
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Safety Conviction Policy
Personal Protective Equipment
Standard Operating Procedure
Pre-employment medical Check up & PeriodicMedical Check Up
Certified for Occupational Health & SafetyAssessment Series (OHSAS)
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The Factories Act
The Industrial Disputes Act
Bonus Act
Gratuity Act
Minimum wages Act
Industrial employment (Standing Orders) Act
Apprentices Act
Provident Fund Act
Workmen Compensation Act
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Carelessness towards Safety Measurement
Productivity Issues
Changing need of the labour and expectations of themanagement with changing time
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Keep all facts open and very loud to workers andwith proper clarity in mind
Explain management about required correctiveactions to balance the relationship
Continuous communication of their changing needand explanation of changing expectations of themanagement with changing time
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Internal Union
No major issues with the Union
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Employee Engagement Programme
Skill Upgradation Programme
Performance Mangement & Appraisal ProgrammesSafety Committees
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To increase productivity of the worker throughreducing the labor turnover and frequentabsenteeism
To safeguard the interest of workers and themanagement through mutual understanding andrelationship
To try and avoid industrial disputes
To protect workers health and safety
To secure and improve living standards andeconomic status of workers
To provide constructive criticism of the management
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Does not require high amount of safetymeasures
Mask for operators , Mask/Gloves for workersGPCB affiliation, 3 years license.
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Factory Act 1948
Minimum wage act 1948
Payment of wages Act 1936Payment of bonus Act 1965
Employees PF Act 1952
All India Rubber Association registration. Affiliationfrom Indian Rubber Board.
GPCB affiliation.
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Most workers are known personallyHave long year Relationships.
Caring for workers.
Dealing with their personal problems and helping
them.
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Not specific to the organization.Follow Bharatiya Mazdoor Sangh (Rashtriya
Swayamsevak Sangh), Indian National Trade UnionCongress (Indian National Congress for any labour
related problems
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Treat workers and other employees as their own
Bonus up to 20%, even paid bonus upto 10% whencompany made losses
Proper annual increment (8%-10%)
Proper Working hours (8 hrs shift). Overtimesometimes without money.
Monetary help, personal relationships, sense oftogetherness
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Article: Liberalise labour laws to increasegrowth rate of textile sector
Source: Man-Made Textiles in India; Sep2007,Vol. 50 Issue 9
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Permit contract labour in EOUs.
Adjusting workforce.
Extending working hours.( 9hrs to 12hrs)
Amend Industrial Disputes act for approval of layingoff workers.
Delegate the power of the Labour Commissioner tothe Development Commissioner of the SEZ
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