Labour Laws Hrm

7/29/2019 Labour Laws Hrm

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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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Documents

Labour Laws Hrm