1.

Labour Welfare
By Prof. S.K. Chopra
 Introduction
 Human Activities:
 We participate in different

activities from morning till night.

There are 2 types of human
activities:-
 1. Economic Activities
 2. Non-economic Activities.
Contd.

Economic Activities
 1. Business

 2. Profession

 3. Employment

Non Economic Activities

 1. Religious

 2. Social

 3. Parental

 4. Patriotic

 5. Hobbies

to satisfy social, psychological or emotional

needs.
Contd.
Business
Busi+ness: A state of being busy.
 It is an economic activity whose main motive or
aim is to earn profit.
 A business activity involves production, trading

(buying/selling), exchange of goods and/or

services to earn profit or earn livelihood.
 You are the Entrepreneur.
 Capital is required.
 Risk or uncertainty is involved.
 No qualification required.
 No code of Conduct.
Contd.
2. Profession
 It is an occupation involving the provision of

personal services of a specialised and expert

nature.
 Qualifications and special skills are required.
 Some capital is required.
 Registration as Professional and/or

Membership of Professional Body.

 Charge Professional Fee.
 Professional code of conduct.
Contd.

3. Employment
 Working under a contract of

employment or under Employer for

salary or wages.
 Appointment letter or service

agreement is required.
 No capital required.
 Job Specifications and job

description/Job Profile are defined.

 Code of conduct is there.
 MANAGEMENT
5 Factors/Inputs/Resources of Management are: 5 Ms
Money
Manpower
Material
Machines
Methods
MANAGE - MEN -T “T” stands for
The functions of Management are
Planning,
Organising,
Staffing,
Directing and
Controlling
the resources of an organisation in efficient and effective

manner for achieving the specified organisation’s goals and

objectives.
Characteristics of Management
Management is a process:
Inputs/Resources Output
Men Products
Money Services
Material/Energy Achievement of specified
objectives

Machines Profit or loss

Methods
Information resources Information output
Important Definitions/Terms used in Organisations

1. Conditions of work
2. Working conditions
3. Job Description (JD)or Job Profile
4. Job Specifications
5. 3 “Rs”
6. 3 “Fs”.
7. 3 “Ms” in Court Cases
8. P = Private Sector Vs. Public Sector
 Types of Business Organisations
Business Organisations

Private Sector Public Sector Cooperative Sector

●
1.Sole
●
1. Govt: Deptt.
Proprietorship
●
2. Govt:
●
2. Partnership Firm Company ●
1. Cooperative
●
3.One Person Co. ●
3. Statutory Society
●
4. Private Limited Corporation ●
2. Cooperative
Company ●
4. Statutory Store
●
5. Public Limited Board or
Company
Commission
 Banking Sector
 The Reserve Bank of India is the apex bank and the
monetary authority, which regulates the banking system
of the country. It is the banker’s bank, it governs all the
banks of the country, like cooperative banks, commercial
banks and development banks. The commercial bank
includes public sector banks, private sector bank, foreign
bank, regional rural bank, local area banks, etc.
 Public Sector Banks are the banks whose more than 50%
shareholding lies with the central or state government.
These banks are listed on stock exchange.
 Banks whose greater part of the equity is held by private
shareholders and entities rather than government is
known as Private Sector banks.
 Why one should know Law?
 Ignorantia Juris Non Excusat (latin)
 Ignorance of Law is no excuse
 All citizens to have knowledge of Law
 No society can exist without law.
 For Citizens : It is set of Rules
 For Engineers/Officers/Professionals : To comply

with the Laws

 For Lawyers/Advocates : It is a profession
 For Legislators: Law created by them
 For Judges : Take decisions based on facts

presented/evidences adduced.
 What is Law
The
 Law is set of Rules & Regulations
made by the Government that governs
the way members of a society act
towards one another i.e. regulating our
relations with other individuals and with
the Government.
Laws are those principles applied by the


State (Government either Central or

State) in the administration of justice.
 How Law is made
President
for Assent & Gazette
Notification

Bill passed in
Rajya Sabha

Bill passed in
Lok Sabha
 Need of Labour Laws
 The term ‘labour ’ means productive work especially
physical work done for wages.
 Labour law also known as Employment or Industrial

Law.
 The need of Labour Law arose due to the workers’

demand for better working conditions, the right to

organize and the employers demands to restrict the
powers of workers and to keep labour costs low.
 Employers’ costs can increase due to workers higher

wages (fixed cost) or by imposing costly

requirements, such as health and safety or equal
opportunities conditions.
 This led to a chaotic situation which required the

Intervention of Government .
 Role of International Labour Organisation
(ILO) in labour legislations
 ILO was one of the first Organisations to deal with labour issues.
 ILO was established on 11th April, 1919 as a Article of league of

Nations. India became original Signatory Member in 1919.

The first annual Conference (International Labour Conference –

ILC) began on 29th October, 1919 in Washington DC and adopted

the International labour Conventions, which dealt with hours of
work in Industry, unemployment, maternity protection, night work
for women, minimum age and night work for young persons in
Industry.
 ILO became specialized agency of United Nations in 1946.
 It is Tripartite body consisting of Representatives of Employer,

Labour & Govt.

 It aims at world peace through social justice, Internationally

recognised human & labour rights.

 Till now 185 Nations are members of ILO
contd.
ILO draws attention on various problems like: working
conditions, unemployment, industrial accidents, diseases,
problem of women & young persons, children, etc.
ILO sets minimum Standards in the field on

fundamental labour rights.

These Standards are in the form of Conventions and

Recommendations.
Conventions : These are legally binding international

Treaties that are subject to ratification by the Member

States.
Recommendations : These are non-binding Guidelines.

These can also be autonomous. Can supplement the

Conventions by providing more detailed Guidelines on its
implementation.
The process for ILS
 Present status of ILS
 At present, the ILO has adopted 189 Conventions, 205
Recommendations and 6 Protocols, some dating back as far
as 1919.
 As can be expected, some of these instruments no longer

correspond to today’s needs. To address this problem, the

ILO sometimes adopts revising Conventions that replace
older ones, or Protocols which add new provisions to older
Conventions.
 Furthermore, the ILO constituents have recently decided to

implement a standards review mechanism with the objective

of ensuring that the ILO has in place a clear and robust body
of up-to-date international labour standards that responds
to the needs of the world of work, the protection of workers
and promotion of sustainable enterprises.
 PRINCIPLES OF LABOUR
LEGISLATION
1. Social Justice
 Equitable distribution of profits and other benefits of the
industry among the industry owners and the workers
 Protection to the workers against industrial hazards
 Article 38 of the Constitution- State shall strive to promote

the welfare of the people by securing and protecting as

effectively as it may, social order in which justice, social,
economic and political, shall inform all the institutions of the
national life.
 Article 39 it shall be the duty of the state to apply certain

principles of social justice in making laws.

 It is an Integral part of industrial law which assists the

removal of socio-economic disparities and inequalities.

Contd.
2. Social Equity
 Any legislation which is based on social justice prescribes a

definite standard for adoption in future.

 Such standard is fixed after taking into account the past

and present circumstances.

 Once a standard is fixed by legislation, it remains in force

until it is changed/ modified by another legislation passed

in conformity with the legislative procedure.
 Law empowers the Government to modify the rules to the

changed conditions, and such legislation is said to be based

on social equity.
 Social equity is a concept that applies concerns

of justice and fairness to social policy.

Contd.
 3. Social Security
 Based on the ideals of human dignity and social justice.
 Lack of social security impedes production and
prevents formation of a stable and efficient labour
force.
 Introduced an element of stability and protection in the
midst of the stresses and strains of modern life.
 Enactment of Social security legislations.
 IMPLEMENTATION OF LABOUR LAWS IN INDIA

 The labour laws of independent India derive their origin,

inspiration and strength partly from the views expressed by
important nationalist leaders during the days of national
freedom struggle, partly from the debates of the Constituent
Assembly and partly from the provisions of the Constitution
and the International Conventions and Recommendations.
The Labour Laws were also influenced by important human

rights and the conventions and standards that have emerged

from the United Nations. The relevance of the dignity of
human labour and the need for protecting and safeguarding
the interest of labour as human beings has been enshrined in
Chapter-III of the Constitution of India keeping in line with
Fundamental Rights and Directive Principles of State Policy.
 Constitutional provisions
 There are certain provisions in Constitution of India and those
are meant for the labour.
 These are:-
 Article 14 states everyone should be equal before the law.
 Article15 specifically says the State should not discriminate
against citizens, and
 Article 16 extends a right of "equality of opportunity" for
employment or appointment under the state.
 Article 19: Right to freedom
 Article 23 : Right against exploitation.
 Article 24 : prohibits child labour under 14 years old in a factory,
mine or "any other hazardous employment".
 Article 32: Right to constitutional remedies.
 Article 136: Special leave to appeal to the Supreme Court.
 Article 226: Power of High Court to issue certain writs.
Contd.
 The Constitution guarantees all such fundamental rights
concerning labour also.
 The State shall not deny to any person equality before law or

the equal protection of laws.

 Article 19 (i) provides that all citizens shall have the right
 (a) to freedom of speech and expression
 (b) to assemble peaceably without arms;
 (c) to form association and unions;
 (d) to practice any profession or to carry on any occupation,

trade and business.

 There cannot be any right which is injurious to the

community as a whole. If people were given complete and

absolute liberty without any social control the result would be
ruin
 Directive Principles of State Policy
 The Directive Principles of State Policy (DPSP) is a guideline
in the Constitution of India to the State. They are
enumerated in Part IV of the Constitution from Article 36 to
Article 51.
 These are not enforceable by any court, but the principles

laid down therein are considered irrefutable in the

governance of the country, making it the duty of the
State to apply these principles in making laws to establish
a just society in the country.
The principles have been inspired by the 
Directive Principles given in the Constitution of Ireland
 relate to social justice, economic welfare, foreign policy,
and legal and administrative matters.
Contd.(DPSP)
 Article 38(1) says that in general the state should "strive to promote the
welfare of the people" with a "social order in which justice, social,
economic and political, shall inform all the institutions of national life.
 In Article 38(2) it goes on to say the state should "minimize the

inequalities in income" and based on all other statuses.

Article 39: Equal pay for equal work.
Article 41: Right to work. which the National Rural Employment Guarantee

Act 2005 attempts to put into practice.

Article 42: Just and humane conditions of work and maternity relief.
Article 43: Living wage, etc. for workers and "conditions of work ensuring

a decent standard of life".

 Article 43A, inserted by the Forty-second Amendment of the Constitution

of India in 1976, creates a constitutional right to codetermination by

requiring the state to legislate to "secure the participation of workers in
the management of undertakings".
They aim at achieving social and economic democracy for establishing a

welfare state.
Contd.
 These Fundamental Rights are obligations and
responsibilities towards their members and
society and Directive Principles are more of
moral rather than legal precepts, for they are
not enforceable and are non-justifiable.
 But their incorporation in the Constitution
makes the Government answerable to people
for promoting well being of the common man.
 These are a guidance or directive to the State
in regard to the manner in which it should
exercise power.
Contd.
 There are Constitutional provisions relating to
appeals against the awards of the industrial
tribunals etc.
 Under the Constitution, any person aggrieved

by a Tribunal’s award can, on the violation of

Fundamental Right guaranteed by part III, move
the Supreme Court or the High Court under
Article 32 and Article 226.
 Another alternate course for aggrieved person is

to invoke the Supreme Court‘s discretionary

jurisdiction under Article 136.
 Constitutional provisions
 Under Constitution of India, Labour is a
subject in the Concurrent List, where both the
Central and State Governments are competent
to enact legislation subject to certain matters
being reserved for the Centre.
 The regulations of labour in Railways, Mines,

Oilfields, Defense and Industries of national

importance and Armed Forces is controlled by
Central Government only.
Contd.
 Article 246 of Constitution empowers the Union and
the States to legislate on issues relating to Trade
Union, Industrial & Labour disputes, social security
& social insurance, employment, welfare of labour
including conditions of work, Provident Fund,
Workmen’s Compensation, maternity benefits, child
care, Paternity benefits.
 The Central Govt. enacts labour laws while ensuring

uniformity and parity.

 State Governments are empowered to either accept

a Central Law as it is or after making suitable

amendments or even enact laws on their own.
Contd.
 As a result, a large number of labour laws have been enacted
catering to different aspects of labour namely, occupational
health, safety, employment, training of apprentices,
 Fixation, review and revision of minimum wages, mode of
payment of wages, provision for payment of bonus
 Payment of compensation to workmen who suffer injuries as a
result of accidents or causing death or disablement,
 Bonded labour, contract labour, women labour and child
labour,
 Resolution and adjudication of industrial disputes,
 Provision of social security such as Provident Fund, Employees’
State Insurance, Gratuity,
 Regulating the working conditions of certain specific categories
of workmen such as plantation labour, Beedi workers, etc.
 LABOUR LAW STRUCTURE ON BASIS OF ENFORCEMENT

The process for implementation of labour & related laws

can be categorized as follows:
1. Labour laws Enacted & Enforced by the
Central Govt.
2. Labour laws enacted by Central Govt and
enforced both by Central and State Govts.
3. Labour laws enacted by Central Govt and
enforced by the State Govts.
4. Labour laws enacted & Enforced by the
State Govts which apply to respective
States.
1. Labour laws Enacted & Enforced by the Central Govt

1. The Employees’ State Insurance Act, 1948,

2. The Employees’ Provident Fund and
Miscellaneous Provisions Act 1952,
3. The Dock Workers (Safety, Health and Welfare)
Act, 1986,
4. The Mines Act 1952,
5. The Beedi Workers Welfare Cess Act, 1976,
6. The Limestone and Dolomite Mines Labour
Welfare Fund Act, 1972,
7. The Cine Workers Welfare (Cess) Act, 1981.
2. Labour Laws enacted by Central Govt and
enforced both by Central and State Govts
1. The Building and Other Constructions Workers’ (Regulation of Employment and
Conditions of Service) Act, 1996 (BOCW)
2. The Child Labour (Prohibition and Regulation) Act, 1986
3. The Contract Labour (Regulation and Abolition) Act, 1970
4. The Equal Remuneration Act, 1976.
5. The Industrial Disputes Act, 1947
6. The Industrial Employment (Standing Orders) Act, 1946
7. The Maternity Benefit Act, 1961
8. The Minimum Wages Act, 1948
9. The Payment of Bonus Act, 1965
10.The Payment of Gratuity Act, 1972
11.The Payment of Wages Act, 1936
12.The Apprentices Act, 1961
13.Unorganized Workers Social Security Act, 2008
14.Dock Workers (Regulation of Employment) (Inapplicability to Major Ports)
Act, 1997
15.Private Security Agencies (Regulation) Act, 2005
3. Labour laws enacted by Central Govt and enforced by the State Govts.

1. The Factories Act, 1948

2. The Employers’ Liability Act, 1938
3. The Motor Transport Workers Act,
1961
4. The Personal Injuries (Compensation
Insurance) Act, 1963
5. The Personal Injuries (Emergency
Provisions) Act, 1962
4. Labour laws Enacted & Enforced by the State
Govt (Being applicable to respective State only
1. The Delhi Hotels Act, 1949
2. The Delhi Shops & Establishments Act, 1954
3. The Delhi Development Act, 1957
4. The Delhi Municipal Corporation Act, 1957.
5. The Delhi Fire Service Act, 2007
6. The Haryana Fire Service Act, 2009
7. Uttar Pradesh Industrial Establishments (National
And Festival Holidays ) Act, 1961
8. The Uttarakhand Shops And Establishments
(Regulation Of Employment And Conditions Of
Service) Act, 2017
 Classification of Labour Laws for
workers in India
 There are 49 Central laws in India which are related
to employees/workers and they cover all aspects
related to working conditions, wages, welfare and
social security. Besides, 150 State Laws are there.
 These can be classified on the basis of Compliances

and Misc. Heads as well.

A. Laws related to Industrial Relations such as
 1. Trade Unions Act, 1926

 2. Industrial Employment Standing Order Act,

1946.
 3. Industrial Disputes Act, 1947.
Contd. List of Laws for Employees/Workers in India

B. Laws related to Wages such as:

 4. Payment of Wages Act, 1936
 5. Minimum Wages Act, 1948
 6. Payment of Bonus Act, 1965.
 7. Working Journalists (Fixation of

Rates of Wages) Act, 1958

Contd.
C. Laws related to Working Conditions, Working Hours,
Conditions of Service and Employment such as

 8. Factories Act, 1948.

 9. Plantation Labour Act, 1951.
 10. Mines Act, 1952.
 11. Working Journalists and other Newspaper Employees’
Act, 1955.
 12. Merchant Shipping Act, 1958.
 13. Motor Transport Workers Act, 1961.
 14. Beedi & Cigar Workers (Conditions of Employment) Act,
1966.
 15. Contract Labour (Regulation & Abolition) Act, 1970.
Contd.
16. Sales Promotion Employees Act, 1976.
17. Inter-State Migrant Workmen (Regulation of Employment and Conditions of

Service) Act, 1979.

18. Dock Workers (Safety, Health & Welfare) Act, 1986.
19. Building & Other Construction Workers (Regulation of Employment &

Conditions of service) Act, 1996.

20. Building and Other Construction Workers Welfare Cess Act, 1996
21. Cine-Workers and Cinema Theatre Workers (Regulation of Employment) Act,

1981
22. Dangerous Machines (Regulation) Act, 1983
23. Dock Workers (Regulation of Employment) Act, 1948
24. Dock Workers (Regulation of Employment) (Inapplicability to Major Ports) Act,

1997
 25. Employment of Manual Scavengers and Construction of Dry Latrines

(Prohibition) Act, 1993

 26. Industrial Employment (Standing Orders) Act, 1946
27. Mines and Mineral (Development and Regulation) Act, 1957
28. Private Security Agencies (Regulation) Act, 2005
Contd.
D. Laws related to Equality and Empowerment
of Women such as
 29. Maternity Benefit Act, 1961
 30. Equal Remuneration Act, 1976.

E. Laws related to deprived and

Disadvantaged Sections of the Society
 31. Bonded Labour System (Abolition) Act,

1976
 32. Child Labour (Prohibition & Regulation)

Act, 1986
Contd.
F. Laws related to Social Security such as:
33. Employees Compensation Act, 1923.
34. Employees’ State Insurance Act, 1948.
35. Employees’ Provident Fund & Miscellaneous Provisions Act, 1952.
36. Payment of Gratuity Act, 1972.
37. Employers’ Liability Act, 1938
38. Beedi Workers Welfare Cess Act, 1976
39. Beedi Workers Welfare Fund Act, 1976
40. Cine workers Welfare Cess Act, 1981
41. Cine Workers Welfare Fund Act, 1981
42. Fatal Accidents Act, 1855
43. Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare

Cess Act, 1976

 44. Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare

Fund Act, 1976

 45. Limestone and Dolomite Mines Labour Welfare Fund Act, 1972
46. Mica Mines Labour Welfare Fund Act, 1946
47. Personal Injuries (Compensation Insurance) Act, 1963
48. Personal Injuries (Emergency Provisions) Act, 1962
 49. Un-organised Workers’ Social Security Act, 2008
 Earlier Status: The Central Labour Laws (Extension to Jammu and Kashmir) Act, 1970

The provisions of these enactments were brought into operation or given effect on the 1st day of
September, 1971 in the State of J & K
1. The Workmen’s Compensation Act, 1923
2. The Trade Unions Act, 1926

3. The Children (Pledging of Labour) Act, 1933

4. The Payment of Wages Act, 1936

5. The Employers’ Liability Act, 1938

6. The Employment of Children Act, 1938
7. The Weekly Holidays Act, 1942
8. The Industrial Employment (Standing Orders) Act, 1946

9. The Industrial Disputes Act, 1947

10.The Coal Mines Labour Welfare Fund Act, 1947
11.The Minimum Wages Act, 1948
12.The Employees’ State Insurance Act, 1948
13.The Coal Mines Provident Fund and Bonus Schemes Act, 1948
14.The Factories Act, 1948
15.The Working Journalists (Conditions of Service) and Miscellaneous Provisions Act, 1955
16.The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959

17. The Motor Transport Workers Act, 1961

18.The Maternity Benefit Act, 1961
19.The Payment of Bonus Act, 1965
 Present status in J & K
 Article370 laid down that except for
matters related to defence, foreign affairs,
communications and issues specified in the
Instrument of Accession of Jammu and
Kashmir, Parliament needs the state
government's ratification for all other laws.
 After scrapping of Article 370 in August,

2019, Jammu and Kashmir will now be

governed by the laws applicable to other
Indian citizens.
 Latest developments in Labour Laws
1. The Minimum Wages Act, the Payment of Wages Act, the Payment of
Bonus Act, the Equal Remuneration Act and a few others have been
merged as Code on Wages, 2019 on 8th August, 2019.
2. It is under consideration that the laws related to social security,
including the Employees' Provident Fund & Miscellaneous Provisions Act,
Employees' State Insurance Corporation Act, Maternity Benefits Act,
Building & Other Construction Workers Act and the Employees'
Compensation Act have been merged as Code on Social Security, 2019.
3. Several industrial safety and welfare laws such as the Factories Act, the
Mines Act and the Dock Workers (Safety, Health and Welfare) Act, have
been merged as Code on Occupational Safety, Health and Working
Conditions Bill, 2019.
4. The Code on Industrial Relations, 2019 will combine Industrial
Disputes Act, 1947, the Trade Unions Act, 1926, and the Industrial
Employment (Standing Orders) Act, 1946.
 Proposed Labour Laws seek to
achieve
 1. Single registration under
Labour Laws instead of 8.
 2. Four Labour Law returns

instead of 17.
 3.Key definition of Workers,

Employers, work place, wages

among other harmonized.
 1. The Code on Wages, 2019

 The Code on Wages, 2019 received the assent of the President on 8th
August, 2019.
 It is published on 8th August, 2019 for general information.
 Government is yet to announce implementation date.
 It extends to the whole of India.
 It shall come into force on such date as the Central Government may, by

notification in the Official Gazette appoint; and different dates may be

appointed for different provisions of this Code and any reference in any
such provision to the commencement of this Code shall be construed as a
reference to the coming into force of that provision.
 It seeks to regulate wage and bonus payments in all employments where

any industry, trade, business, or manufacture is carried out.

 The Code replaces the following four laws:
 (i) The Payment of Wages Act, 1936,
 (ii) The Minimum Wages Act, 1948,
 (iii) The Payment of Bonus Act, 1965, and
 (iv) The Equal Remuneration Act, 1976
 2. Code on Occupational Safety, Health and
Working Conditions Bill, 2019
 Cabinet approved on 9th July, 2019 Code on Occupational Safety,
Health and Working Conditions Bill, 2019.
 Introduced in Lok Sabha in July, 2019 and referred to Standing
Committee on Labour. 3 meetings held up to December, 2019.
 This proposal would enhance the coverage of the safety, health and
working conditions provisions manifold as compared to the present
scenario.
Benefits
 Safety, Health, welfare and improved Working Conditions are pre-
requisite for well-being of the worker and also for economic growth of
the country as healthy workforce of the country would be more
productive and occurrence of less accidents and unforeseen incidents
would be economically beneficial to the employers also. With the
ultimate aim of extending the safety and healthy working conditions to
all workforce of the country, the Code enhances the ambit of provisions
of safety, health, welfare and working conditions from existing about 9
major sectors to all establishments having 10 or more employees.
Contd.
 The New Code has been drafted after amalgamation, simplification and rationalization of
the relevant provisions of the following 13 Central Labour Acts:
1. The Factories Act, 1948;
2. The Mines Act, 1952;
3. The Dock Workers (Safety, Health and Welfare) Act, 1986;
4. The Building and Other Construction Workers (Regulation of Employment and
Conditions of Service) Act, 1996;
5. The Plantations Labour Act, 1951;
6. The Contract Labour (Regulation and Abolition) Act, 1970;
7. The Inter-State Migrant workmen (Regulation of Employment and Conditions of
Service) Act,1979;
8. The Working Journalist and other Newspaper Employees (Conditions of Service and
Misc. Provisions) Act, 1955;
9. The Working Journalist (Fixation of rates of wages) Act, 1958;
10. The Motor Transport Workers Act, 1961;

11. Sales Promotion Employees (Condition of Service) Act, 1976;

12. The Beedi and Cigar Workers (Conditions of Employment) Act, 1966; and

13. The Cine Workers and Cinema Theatre Workers Act, 1981.
 After the enactment of the Code, all these Acts being subsumed in the Code will be
repealed.
 3. Code on Social Security, 2019
 Further, the Ministry of Labour & Employment has
prepared Code on Social Security, 2019 by
amalgamating, simplifying and rationalizing the
relevant provisions of the existing 8 Central Labour
Acts.
 This was notified on 17th September, 2019 as a part

of pre-legislative consultative process, inviting

suggestions/comments/inputs of all concerned
stakeholders/other members of the public by 25th
October, 2019 for consideration in the Ministry.
 Thereafter, introduced in Lok Sabha in December,

2019 but no discussions took place.

 4. Code on Industrial Relations, 2019
 Introduced in Lok Sabha in November, 2019 but
no discussions took place.
 Code on Social Security, 2019 and Code on

Industrial Relations, 2019 have now been

referred on 26th December, 2019 to the Standing
Committee on Labour for examination/review
and report within 3 months.
 Committee consist of 21 Members from Lok

Sabha and 10 from Rajya Sabha. Latest

committee was constituted on 13.9.2019 and
their Report is presented to Parliament.
Concept of Industrial Relations
 Industrial Relations means relationship between
management and workmen in a Unit or an Industry.
 In its wider connotation, it means the Organisation

and practice of multi-pronged relationships between

Workers and Management, Unions and Workers, and
the Unions/Association(s) and Managements in an
Industry.
 Industrial Relations is that part of Management which

is concerned with the manpower of the Enterprise.

 Parties to Industrial Relations
 1. Employees. 2. Employer 3. Government
 Parties to Industrial Relations
 Emplo  Trade
yees Union

 Emplo
 Emplo  Industrial yer
yers Relations Associ
ations

 Courts
 Gover &
nment Tribun
als
 Important Labour Laws
 The Trade Union Act, 1926
 The Industrial Employment (Standing Orders) Act, 1946

 The Industrial Disputes Act, 1947

 The Factories Act, 1948

 The Payment of Wages Act, 1936

 The Minimum Wages Act, 1948

 The Contract Labour (Regulation & Abolition) Act, 1970

Social Security & Retirement Benefits Acts

 The Employees Compensation Act, 1923

 The Employees State Insurance Act, 1948

 The Employees’ Provident Funds & Misc. Provisions Act, 1952 and The

Employees’ Pension Scheme, 1995

 The Maternity Benefit Act, 1961

 The Payment of Gratuity Act, 1972

NOTE : Acts in Blue colour are in the course contents of Labour Laws II
 Concept of Labour Welfare
 Labour Welfare refers to anything that is done for
improvement and comfort of employees and is provided
over and above the salary/wages.
 Welfare helps in keeping the morale and motivation of the
employees high so as to retain the employees for longer
duration
 Labour Welfare promotes sense of belongingness by the
employees towards organization and helps in maintaining
good employee relations
 Labour welfare provides better life and health to the
workers and raise their standards of living.
 It need not be in monetary terms only.
 It may be in any kind/form also.
 Importance of Labour Welfare
To Employees
 Provides better physical & mental health to employees

and thus promote a healthy work environment

 Helps in raising the standards of living as facilities like

housing, education, medical & recreation are made to

employees and their family members
To Employer/Organization
 Involvement & participation of workers in their jobs

 Increase in productivity

 Promotes healthy Industrial relations and industrial

peace
 Stable work force.
 Classification of Labour Welfare
Activities
 1. Statutory
 2. Non-Statutory –(i) Voluntary & (ii) Mutual
 Statutory Welfare Schemes are those which are compulsory to be provided by
an organisation as compliance to the laws governing from time to time.
 The statutory welfare schemes include the following provisions:
 1. Drinking water
 2. Facilities for sitting
 3. First aid appliances
 4. Wash Rooms
 5. Canteen facilities
 6. Spittoons
 7. Lighting
 8. Crèche
 9. Rest Rooms
 10. Washing Places
Contd
Non statutory welfare schemes
(i) Provided “voluntarily” or by “agreeing mutually” with the
workers.
(ii) Differs from Company to Company and Industry to Industry.
1. Personal Health care: Executive Health Check ups
2. Medical and Medi-claim Insurance Scheme
3. Flexi time
4. Counseling service
5. Employee Referral Scheme
6. Education
7. Housing
8. Transport
9. Recreation
10. Cooperative and Savings/Thrift schemes.
QUESTIONS & DISCUSSIONS
THANK YOU
S. K. CHOPRA
+919456590007
skchopra57@rediffmail.com