1. Growth of Labour Legislation in India

Law is necessary for maintaining peaceful environment for the growth of the industry.    Labour legislation in India has developed with the growth of the industry. In the eighteenth century India was not only a great agricultural country but a great manufacturing country too. Asian and European markets were mainly fed by the looms supplied by India,but the British Government in India as a mater of policy discouraged the Indian manufacturers in order to encourage the rising manufacturers of England. Their policy was to make India subservient to the industries of Great Britain and to make Indian people grow only raw materials. The British oppression in India continued for a considerable time which led to the growth of Indian nationalism and to a vigorous renaissance. Nationalism has an obvious economic aspect with in our country which was reflected in the urge for economic reforms and for industrialization. In the twentieth century the national movement took a new turn and there was a common demand for the Indian goods. A non –co-operation movement which is known as The Swadeshi movement was started, which urged the people to use goods made in India and to boycott  foreign goods. The non-co-operation movement synchronized with periods of economic crisis gave impetus to industrialization. Not only that , growth of Indian private sector owes much to these popular movements. No doubt, the Indian Economist, drew their inspiration from British classical Economists but they outgrew those ideas. Like British Economists, Indian Economists not only advocated that the trade and commerce should be free but they laid emphasis on the free trade of local goods. An attempt was made to put forward a theory of economic development and planning suited to conditions of our country. After thirties, the planning was accepted by the national movement as the economic ideology. Thus, planned industrialization became our main goal.

In India, the plantation industry in Assam was the first to attract legislative control. The method of recruitment of workers in this industry was full of hardships. Workers were employed through professional recruiters. Workers were not allowed by the planters to leave the tea gardens. A number of Acts were passed from 1863 onwards to regulate the recruitments. These legislations protected the interests of the employers more than safeguarding the interests of the workers. The Factories Act was passed in 1934 and the Mines Act in 1923. The Workmen's Compensation Act 1923 was passed to protect the interest of the workers. The following Acts  have been enacted to promote the conditions of labour and   regulate the relation between employer and employee keeping in view the development of industry and national economy:-

The Apprentices Act, 1961 The Bonded Labour System (Abolition) Act, 1976

The Child Labour (Prohibition & Regulation) Act, 1986

The Children (Pledging of Labour) Act, 1933

The Contract Labour (Regulation & Abolition) Act, 1970

The Employees Provident Funds and Misc. Provisions Act,1952

The Employees State Insurance Act, 1948

The Employers Liability Act, 1938

The Employment Exchange (Compulsory Notification of Vacancies) Act, 1959

The Equal Remuneration Act, 1976

The Factories Act, 1948

The Industrial Disputes Act

The Industrial Employment (Standing Orders) Act,1946

The Inter-state Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979

The Labour Laws (Exemption from Furnishing Returns & Maintaining Registers by Certain Establishments) Act, 1988

The Maternity Benefit Act, 1961

The Minimum Wages Act, 1948

The Payment of Bonus Act, 1965

The Mines Act,1952

The Payment of Gratuity Act, 1972

The Payment of Wages Act, 1936

The Sales Promotion Employees (Conditions of Service) Act, 1976

The Shops and Establishments Act, 1953

The Trade Union Act, 1926

The Workmen's Compensation Act, 1923

The Weekly Holidays Act, 1942

Mahatma Gandhi had once said, 'A nation may do without its millionaires and without its capitalists, but a nation can never do without its labour'. In India, a number of labour legislation has been enacted to promote the condition of the labour keeping in view the development of industry and national economy. But for industrial regeneration it is necessary that the partners of the industry must cure their respective defects. Since independence both legislation and public opinion have done a lot, to better the condition of the workers. At the same time it is the duty of the workers and their organizations to improve the work –efficiency and help in securing better production resulting in greater profits.  Prosperity of the industry should be  shared by the management with workers and the community at large. Workers are the dominant partners in the industrial undertakings and without their co-operation, good work, discipline, integrity and character, the industry will not be able to produce effective results or profits. If the human element refuses to co-operate, the industry will fail to run. Therefore, the profit of the industry must be shared between employers, workers and community; The Government and the factory owner must completely understand the labour psychology and a change in their outlook and attitude is desired to secure the industrial peace. Nothing should be done under threat or coercion but on a clear understanding that whatever is good and is due to the labour must be given. Industry owners should treat the workers as co-partners. Workers in the country must understand fully that if they desire to secure their due place in the industrial world they must think more in terms of responsibilities and duties. Sabotage and violence of all kinds , bitterness in thought, word and deed must be eschewed. An improvement in labor regulations will provide an opportunity to accelerate manufacturing growth and development of nation.

2. Contents:

I. Manpower, employment policy and labour welfare in India: post-independence developments: 1. Manpower: trends and magnitude. 2. Employment policies and programmes. 3. Labour welfare: legal framework and initiatives. 4. Women workers: legislations and empowerment. 5. Industrial relations and labour laws. 6. Restructuring of labour laws: the great debate. 7. Labour laws and welfare: India and ILO. 8. Labour reforms: India and WTO. II. India's Five Year Plans at a glance. III. Edited extracts from India's Five Year Plans on employment and labour related matters (I plan to X plan including mid-term appraisal of the X Plan).

Appendix: 1. Second National Commission on Labour: approach to review of labour laws. 2. Second National Commission on Labour: social security--a vision. 3. Dimensions of economic reforms in India. Bibliography.

    "During the pre-independence period, industrial relations policy of the British Government was one of laissez faire and also of selective intervention. There were hardly any labour welfare schemes. After independence, labour legislations have formed the basis for industrial relations and social security. These legislations have also provided machinery for bipartite and tripartite consultations for settlement of disputes.

    Soon after independence, the government at a tripartite conference in December 1947 adopted the industrial truce resolution. Several legislations, including the following, were enacted to maintain industrial peace and harmony: Factories Act, 1948, Employees State Insurance Act, 1948 and Minimum Wages Act, 1948. The payment of bonus act was passed in 1965.

    In the early 1990s, the process of economic reforms was set in motion when the government introduced a series of measures to reduce control on industries, particularly large industries. The workers have opposed economic liberalisation policy for fear of unemployment while entrepreneurs have welcomed it in the hope of new opportunities to improve Indian industries. The new economic policy has directly affected industrial relations in the country, because the government has to play a dual role, one of protecting the interest of the workers, and second to allow a free interplay of the market forces. Economic reforms, by removing barriers to entry, have created competitive markets. Fiscal stabilisation has resulted in drastic reduction in budgetary support to the public sector commercial enterprises while exposing these enterprises to increased competition from private sector.

    "This book examines the whole gamut of labour related issues during the post-independence period. The approach to the subject is mainly descriptive, interspersed by comments at places. The book is organised into three parts. Part I provides a comprehensive introduction to various facets of Indian labour since 1947. It describes demographic trends, employment policies and

strategies, constitutional provisions, legal framework, and institutions pertaining to labour and its welfare, current labour policy issues, labour laws pertaining to women and their empowerment and approaches of WTO and India on matters related to labour. Part II contains glimpses of India's Five Year Plans from First Five Year Plan (1951-56) to Tenth Five year Plan (2002-07). Part III comprises edited extracts from India's Five year Plans on matters related to manpower, employment and labour welfare. Besides, there are three appendices which provide relevant material on the subject." (jacket)

3. National Legislation and Policies Against Child Labour in India

Legislation

The Constitution of India (26 January 1950), through various articles enshrined in the Fundamental Rights and the Directive Principles of State Policy, lays down that:

No child below the age of 14 years shall be employed to work in any factory or mine or engaged in any other hazardous employment (Article 24);

The State shall provide free and compulsory education to all children of the age six to 14 years. (Article 21 (A));

The State shall direct its policy towards securing that the health and strength of workers, men and women and the tender age of children are not abused and that they are not forced by economic necessity to enter vocations unsuited to their age and strength (Article 39-e);

Children shall be given opportunities and facilities to develop in a healthy manner and in conditions of freedom and dignity and that childhood and youth shall be protected against moral and material abandonment (Article 39-f);

The State shall endeavour to provide within a period of 10 years from the commencement of the Constitution for free and compulsory education for all children until they complete the age of 14 years (Article 45).

Child labour is a matter on which both the Union Government and state governments can legislate. A number of legislative initiatives have been undertaken at both levels. The major national legislative developments include the following:

The Child Labour (Prohibition and Regulation) Act, 1986: The Act prohibits the employment of children below the age of 14 years in 13 occupations and 57 processes that are hazardous to the children's lives and health. These occupations and processes

are listed in the Schedule to the Act; In October 2006, the Government has included children working in the domestic sector

as well as roadside eateries and motels under the prohibited list of hazardous occupations. More recently, in September 2008 diving as well as process involving excessive heat (e.g. working near a furnace) and cold; mechanical fishing; food processing; beverage industry; timber handling and loading; mechanical lumbering; warehousing; and processes involving exposure to free silica such as slate, pencil industry, stone grinding, slate stone mining, stone quarries as well as the agate industry were added to the list of prohibited occupations and processes;

The Factories Act, 1948: The Act prohibits the employment of children below the age of 14 years. An adolescent aged between 15 and 18 years can be employed in a factory only if he obtains a certificate of fitness from an authorized medical doctor. The Act also prescribes four and a half hours of work per day for children aged between 14 and 18 years and prohibits their working during night hours.

The Mines Act, 1952: The Act prohibits the employment of children below 18 years of age in a mine. Further, it states that apprentices above 16 may be allowed to work under proper supervision in a mine.

The Juvenile Justice (Care and Protection) of Children Act, 2000: This Act was last amended in 2002 and in conformity with the UN Convention on the Rights of the Child covers young persons below 18 years of age. Section 26 of this Act deals with the Exploitation of a Juvenile or Child Employee and provides in relevant part that whoever procures a juvenile or the child for the purpose of any hazardous employment and keeps him in bondage and withholds his earnings or uses such earning for his own purposes shall be punishable with imprisonment for a term which may extend to three years and shall also be liable for fine. In some States, including Karnataka and Maharashtra, this provision has been used effectively to bring to book many child labour employers who are otherwise not covered by any other law and to give relief and rehabilitation benefits to a large number of children.

The Minimum Wages Act, 1948: Prescribes minimum wages for all employees in all estabilishments or to those working at home in certain sectors specified in the schedule of the Act. Central and State Governments can revise minimum wages specified in the schedule. Some consider this Act as an effective instrument to combat child labour in that it is being used in some States (such as Andhra Pradesh) as the basis on which to prosecute employers who are employing children and paying them lower wages.

An important judicial intervention in the action against child labour in India was the 1996 Supreme Court in the M.C. Mehta case, directed the Union and state governments to identify all children working in hazardous processes and occupations, to withdraw them from work, and to provide them with quality education. The Court also directed that a Child Labour Rehabilitation-cum-Welfare Fund be set up using contributions from employers who contravene the Child Labour Act. Additionaly, in 1993, the Supreme Court in Unnikrishnan v. State of Andhra Pradesh ruled that each child has the right to

free education until he to she completes the age of 14 years. Artcle 21-A which was incorporated into the Constitution reflects this standard. In 2005, the M.V. Foundation, an NGO working on child rights brought a public interest litigation petition which argues that child labour up to the age of compulsory education is unconstitutional and is a negation of rights under Article 21-A which provides for compulsory education up to the age of 14. This case is still pending before the Supreme Court. Notably however, under this case the Court has asked the Government to file a status report on the implementation of Sarva Shiksha Abhiyan, a government programme providing free and compulsory eduction to all children.

India is a signatory to the:

ILO Forced Labour Convention (No. 29); ILO Abolition of Forced Labour Convention (No. 105);

UN Convention on the Rights of the Child (CRC).

Government policies and programmes

In pursuance of India's development goals and strategies, a National Child Labour Policy was adopted in 1987. The national policy reiterates the directive principle of state policy in India's Constitution. It resolves to focus general development programmes to benefit children wherever possible and have project based action plans in areas of high concentration of child labour engaged in wage/quasi-wage employment. The National Child Labour Policy (NCLP) was adopted following the Child Labour (Prohibition and Regulation) Act, 1986.

The Ministry of Labour and Employment has been implementing the NCLP through the establishment of National Child Labour Projects (NCLPs) for the rehabilitation of child workers since 1988. Initially, these projects were industry specific and aimed at rehabilitating children working in traditional child labour endemic industries. A renewed commitment to fulfil the constitutional mandate resulted in enlarging the ambit of the NCLPs in 1994 to rehabilitate children working in hazardous occupations in child labour endemic districts.

The strategy for the NCLPs includes the establishment of special schools to provide non-formal education and pre-vocational skills training; promoting additional income and employment generation opportunities; raising public awareness, and conducting surveys and evaluations of child labour.

The experience gained by the Government in running the NCLPs over several years resulted in the continuation and expansion of the projects during the Ninth Five-Year Plan (1997/02). Around 100 NCLPs were launched across the country to rehabilitate children

working in hazardous industries such as glass and bangles, brassware, locks, carpets, slate tiles, matches, fireworks, and gems. The Central Government made a budgetary allocation of Rs 2.5 billion (about US$57 million) for these projects during the Ninth Five-Year Plan. The Government of India has expanded the coverage of the NCLPs to an additional 150 districts and increase the budgetary allocation to over Rs 6 billion (about US$131 million) during the Tenth Five-Year Plan (2003/07). Further children in the age group of 5 - 9 years were enrolled directly under the Sarva Shiksha Abhiyan or the Education for All Movement commenced under the 10th Five Year Plan. Further, those in the age group of 9 - 14 were admitted to special schools under the NCLP schemes. Besides thsi, components of healthcase and vocational training were also augmented.

Most significantly in 2001 - 02 the Government launched the Sarva Shiksha Abhiyan or the Education for All Programme which is an effort to universalize elementary education. This programme aims to achieve the goal of universal elementary education of satisfactory quality by 2010.

Schemes for Children under the 10th Five Year plan include the Integrated Programme for Street Children which aims to prevent the destitution of children and engineer their withdrawal from streets by providing facilities like shelter, nutrition, health care, education, recreation and protection against abuse and exploitation. Accordingly to the Government, during the 10th Five Year Plan, over 200,000 children benefitted from this.

Further, the Scheme for Working Children in Need of Care and Protection provides non-formal education, vocational training to working children to facilitate their entry into mainstream education. This scheme has been implemented through NGOs. According to the Government, 6996 children benefited from this programme from 2005 - 2007.

The strategy outlined for the 11th Five Year plan (2007 - 12) includes expanding the NCLP scheme to ensure universal enrolment of children in the 6 - 14 age group to cover those in the hard-to-reach segment. It also includes substantial improvements in the quality and standards of education and teacher training. Another notable Government initiative under the 11th plan is to amend all laws to recognize everyone under the age of 18 as children and to take appropriate measures to protect their rights accordingly.

Contribution by national institutions

A number of national institutions such as the V.V. Giri National Labour Institute (VVGNLI) and the National Institute of Rural Development (NIRD) and some state level institutes have played an important role in the areas of training and capacity building of government functionaries, factory inspectors, officials of panchayati raj institutions, NCLP project directors, and heads of NGOs. These institutions have also made a significant contribution in the areas of research and surveys, awareness raising and sensitization, thus bringing the discussions on this issue to the forefront

4. LABOUR LAWS

Policies -

The Labour Policies in India

Acts -

The Child Labour (Prohibition and Regulation) Act 1986 The E.P.F. and Miscellaneous Provisions act, 1952

Industrial Disputes Act, 1947

The Maternity Benefit Act, 1961

Minimum Wages Act, 1948

Payment of Bonus Act, 1965

Payment of Gratuity Act, 1972

Payment of Wages Act, 1936

Payment of wages (Amendment) Act 2005

Public Provident Fund Act, 1968

Workmen's Compensation Act, 1923

Factories Act, 1948

ESI Act , 1948 (Employees State Insurance Act, 1948)

Rules -

Contract Labour (Regulation & Abolition) Central Rules, 1971 Industrial Disputes (Central) Rules, 1957

Minimum Wages (Central) Rules, 1950

Payment of Bonus Rules, 1975

Forms -

The Employees' Provident Fund Scheme The Employees' Pension Scheme '95

Emplyees' Deposit Linked Insurance Scheme, 1976

Industrial Disputes (Central) Rules, 1957

Employees' State Insurance (ESI Forms)

Latest in Labour Laws -

New Pension System operational from 1st January, 2004 ... 22/12/2003 EPF Interest Rate Fixed at 9% ... 01/06/2003

Deletion of Rule 25 (2) (ix) and consequential rules and forms framed under the Contract Labour Act by Amendment Notified dated 18th January, 2003

ESIC enhances disablement and dependence benefit; increase ranges upto 330 per cent; three more model hospitals being taken over by this weekend issued by PIB on 18/12/2002

Central Information Grid for EPF Members issued by PIB on 09/12/2002

About 53 thousand New Establishment brought within coverage of the Employees Provident Fund issued by PIB on 04/12/2002

Umbrella Legislation for Better Working Conditions in unorganised Sector or Social security issued by PIB on 8/11/2002

Labour Minister advocates single social security legislation for unorganised workers issued by PIB on 05/11/2002

Labour Minister announces Housing Scheme for Workers issued by PIB on 01/11/2002

All India Consumer Price Index numbers for Industrial Workers in 70 Centres issued by PIB on 31/10/2002

Inflation rate and Consumer Price Index for Industrial Workers Rises issued by PIB on 31/10/2002

Lead & Zinc Mining Industry to Continue as a Public Utility Service issued by PIB on 26/10/2002

Central Board of Trustees approves modernisation of Employees Provident Fund issued by PIB on 22/10/2002

5.  MINISTRY OF LABOUR & EMPLOYMENT CITIZEN’S CHARTER

The Ministry of Labour has the mandate to protect and safeguard the interests of workers in general and those constituting the deprived and marginal classes of the society in particular with

due regard to creation of a healthy work environment for higher production and productivity. 

The Ministry seeks to achieve this objective through enactment and enforcement of labour laws and implementation Schemes / Programmes relating to welfare, health, safety and social security of the workers.

OUR SERVICES / ACTIVITIES

Subjects allotted to the Ministry 

Labour policy (including wage policy) and legislation.

Safety, health and welfare of labour.

Social security of Labour

Policy relating to special target groups such as child and women

labour.

Industrial relations and enforcement of labour laws in the Central

sphere.

Adjudication of Industrial Disputes through Central Government

Industrial Tribunals-cum-Labour Courts and National Industrial

Tribunals.

Workers’ education.

Labour and employment statistics.

Emigration of labour for employment abroad.

Employment services and vocational training.

Administration of Central Labour & Employment Services.

International cooperation in labour and employment matters. 

OUR VISION

Expeditious processing and implementation of the recommendations of the Second National Commission on Labour.

Endeavour to bring the unorganised workers under the purview of social protection through enactment of an umbrella legislation.

Commitment to the concerns of children and elimination of child labour from hazardous sectors by the end of 10th plan.

All out efforts for mainstreaming children from National Child Labour Projects (NCLPs) schools to the formal schools.

Children in the age group 5-8 years to be directly linked to the formal education and vocational training for children in the age group of 9-14 years.

Formulation of a coherent National Policy on Occupational Safety & Health of the workers.

Creation of Salt Welfare Fund and launching of a Plan Scheme for the awareness generation of welfare of unorganised workers.

Enlarging the coverage of Vocational Training.

Inspection by Central Industrial Relation Machinery to be relief oriented.

Protect and safeguard the interests of Indian workers going abroad for employment on contractual basis.

The existing series of Consumer Price Index (Industrial Workers) with base 1982 – to be replaced by a new series with base year 2001. The revised series will be available by 2003.

Improve delivery of service by IT enablement, through transparent procedures and processes in Social Security administration. 

Spread the reach of social security to the organised and unorganised sector workers through Employees Provident Fund Organisation and Employees State Insurance Corporation to the extent feasible. 

One ESI hospital in each State to be covered into a Model Hospital.

OUR GOAL

Protection and promotion of interests of all the workers and improvement in the work culture and productivity.

Rationalization of the existing labour laws in tune with the future labour market needs and enactment of umbrella legislation for

the unorganised workers.

OUR CLIENTS

All workers working in unorganised sectors, organised sectors, emigrants going for overseas employment, child & women labour, bonded labourers etc.

OUR COMMITMENT TO THE CLIENTS

Speedy and timely redressal of grievances of workers by creating workers’ friendly environment.

Ensure welfare of emigrants, child labour, unorganised labour, construction workers, agricultural workers, bonded labour and other deprived sections of the society.

Improve the effectiveness of the conciliation machinery to resolve disputes.

Simplification and rationalization of the system for the beneficiaries under various welfare schemes.

Transparency in working by creating an internet based system.

Simplification of procedure for reports and returns.

Progressive increase in use of e-governance as a measure for improving efficiency of the Ministry.

Resolve to maintain tripartism by providing fora for tripartite consultations at the apex level, e.g. Indian Labour Conference and Standing Labour Committees, which have shaped and influenced the labour policy in India through their recommendations.

ATTACHED / SUBORDINATE OFFICES AND AUTONOMOUS BODIES

Directorate General of Employment & Training (DGE&T):

Laying down the policies, standards, norms and guidelines in the area of vocational training throughout the country.

Co-ordinating employment services.

Office of the Chief Labour Commissioner (Central):

Prevention, investigation and settlement of industrial disputes in the Central sphere.

Enforcement of awards and settlements.

Implementation of labour laws in industries and establishments

in respect of which, Central Government is the appropriate Government.

Verification of membership of Unions affiliated to the Central Organizations of Workers for giving them representation on national and international conferences and committees.

Fixation and revision of minimum wages by notifications under the Minimum Wages Act, 1948 in scheduled employments in respect of which Central Government is the appropriate Government.

Directorate General of Factory Advice Service and Labour Institutes

(DGFASLI):

Safety, health and welfare of workers in factories and docks Coordinating implementation of the Factories Act, 1948, by the

State Governments and formulation of model rules

Administration of the Dock Workers (Safety, Health and Welfare) Act, 1986

Undertaking research in industrial safety, occupational health, industrial hygiene, industrial psychology and industrial physiology

Providing training, mainly in the field of industrial safety and health, including a diploma course of one year duration in industrial safety which is an essential qualification for appointment of Safety Officers in factories.

Regular in-service training of Factory Inspectors

Labour Bureau:

Collection, compilation, analysis and publication of statistical data on labour related subjects like employment, wages, earnings, industrial relations, working conditions etc.

Compilation and publication of the Consumer Price Index Numbers for industrial and agricultural/ rural  workers

Rendering necessary assistance to the State Governments in conducting training programmes in labour statistics at State/District/Unit levels

Directorate General of Mines Safety:

Enforcement of the provisions of the Mines Act, 1952 and the Rules and Regulations framed there under

The provisions of the Indian Electricity Act, 1910, as applicable to mines and oil fields.

Welfare Commissioners

Providing welfare facilities to the workers employed in the mica, limestone, dolomite, iron ore, manganese and chrome ore mines and in the beedi and cinema industries.

Employees’ State Insurance Corporation (ESIC):

Implementation of Employees’ State Insurance Act, 1948, which provides for medical care and treatment to insured persons and their families

Providing assistance during sickness and maternity, compensation for employment injury, pension for dependants on the death of workers due to employment injury, etc. to employees covered under the ESIC Act.

Employees’ Provident Fund Organisation (EPFO):

Administration of Employees’ Provident Funds and Miscellaneous Provisions Act, 1952.

Implementation of the schemes of Provident Fund, Family Pension and Deposit Linked Insurance for the benefit of the workers covered under the scheme.

Administration of Employees’ Pension scheme, 1995 which has come into existence on 16.11.1995. 

V.V. Giri National Labour Institute (VVGNLI):

Research, training and education on various aspects of labour both in the organised and unorganised sectors.

The mandate include:

Undertaking and assisting in organising training and education programmes, seminars and workshops.

Undertaking, aiding, promoting and coordinating research on its own or in collaboration with other agencies both at national and international level.

Analysing specific problems that are encountered in the planning and implementation of labour and allied programmes and to suggest remedial measures.

Establishing and maintaining library and information services and collaborate with other institutions and

agencies in India and abroad having similar objectives.

Central Board for Workers’ Education (CBWE):

Training of workers in techniques of trade unionism Bringing about consciousness among workers about their rights,

duties and responsibilities and awareness generation about the activities/schemes being implemented for the welfare of workers.

Cconducting programmes for rural workers’ education and functional adult education.

Central Government Industrial Tribunals-cum-Labour Courts (CGITs) :

Adjudication of the industrial disputes in organizations for which the Central Government is the appropriate Government.

Seventeen Industrial Tribunal-cum-Labour Courts have been set up under the provisions of the Industrial Disputes Act, 1947.

Board of Arbitration:

Compulsory arbitration of disputes between the Government employees and the Government on pay and allowances, weekly hours of work and leave of a class or grade of employees.

PUBLIC GRIEVANCES:

         In-house mechanism have been set up in the ministry and its attached and subordinate

offices for effective redressal of grievances received from the public, its own employees as well as other Departments: 

A Complaint Committee on “Sexual Harassment of Women at workplace” has been constituted to deal with the complaints of sexual harassment.

A grievances cell under Joint Secretary (Administration) has been set up in the Main Ministry.

Similar Cells have been set up in attached and subordinate offices.

An e-mail address laborweb@nic.in is set up for e-mail complaints.