Labour law

1. SANTHOSHK M
VISHNU MOHAN K
SUSAN P RAJAN

2. SANTHOSH K M

3. Labour laws is the body of laws,
administrative rulings, precedents which
address the relationship between and
among the employers, employees and
labour organisations, often dealing with the
issues of public law.
DEFENITION AND IMPORTANTS OF LABOUR LAWS

4. (1)Improves industrialrelationi.e.employee-employer relations and minimizes
industrial disputes.
(2)Prospects workersfrom exploitationbythe employers or management
(3)Helps workers in getting fairwages
(4)Minimizes labourunrest
(5)Reduces conflicts and strikesetc.
(6)Ensures job security forworkers
(7)Promotes welcomeenvironmentconditions in theindustrial system
(8)Providescompensationto workers,who are victimsof accidents.

5.  FairWages
 Equal Opportunity
 Protecting Children
 Protecting theDisabled
 Working Hours

6. • Protection fromDiscrimination
• Compensation
• Labor Unions
• Creating a Union

7. FACTORIES ACT, 1948

15. INDUSTRIAL DISPUTES
ACT, 1947
Vishnu Mohan K

16. What is INDUSTRIAL DISPUTES ??
As per section 2 (k) of Industrial Disputes Act1947,
Industrial Dispute is defined as any dispute or difference
• betweenemployers and employers or
• between employers and workmen or
• between workmen and workmen
which is connected with the employment or non-employment or the terms
employment or with the condition of labour of any person

17. OBJECTIVES OF THE ACT
• To secure industrial peace and harmony
• To provide machinery and procedure for the investigation and
settlement of industrial disputes
• To provide negotiation facilities

18. APPLICABILITY OF THIS ACT
• This act extends to the whole of India including the state of Jammu
and Kashmir and applies to every industrial establishment carrying on
any business, trade, manufacture or distribution of goods and
services irrespective of number of workmen employed there in
• Secondly, every person employed in an establishment for hire or
reward including contract labor, apprentices, and Prt time employees
to do any manual, clerical, skilled, unskilled, technical, operational, or
supervisory work is coverd under this act

19. SETTLEMENT OF DISPUTE
1. Labor court
2. Industrial tribunal
3. National tribunal
INDUSTRIAL DISPUTES ACT, 1947 provides three-tire machinery for the
adjudication of industrial dispute

20. TRADE UNION ACT, 1926

21. What is Trade Unions…??
• A trade union is an association or organization, which can be created
voluntarily on the basis of collective strength with the purpose to
secure the intrests of the workers

22. What is TRADE UNION ACT….??
• Trade union act is a regulation that offers the scheme of registration
of the trade union.
• This act also defines the rules and regulations in reference to trade
unions
“THIS ACT IS APPLICABLE TO REGISTERD UNION”

23. Why registration required for trade Union…??
• Normally, registration of a trade union is
not a mandatory, but it is suggestible
because a registered trade union enjoys
certain rights and privileges according to
this act

24. Requirements of registration of trade union
• To get registered a trade union, minimum seven workers of an
establishment ( or seven employees) are requerd.
• The application for registration should be in the prescribed form and
supplemented by the prescribed fee, a copy of the rules of the union
signed by at least 7 members, and a statement carrying the following
information
Names, Occupations & Address of the
members
Name of the Trade Union & Address
of its head office
Name of the Trade Union & Address
of its head office
Titles, Names, Ages, Addresses &
Occupations of office Bearers of TU

25. Legal status of registered trade union
• It is a body corporate with perpetual succession and a common seal.
• It can acquire , hold, sell or transfer any movable or immovable
property
• It can sue and be sued in its own name

26. WORKMEN’S COMPENSATION ACT
&
MINIMUM WAGES ACT
SUSAN P RAJAN
MBA (PT)

27. WCA 1923
Workers' compensation is a form of insurance providing wage replacement
and medical benefits to employees injured in the course of employment in
exchange for mandatory relinquishment of the employee's right to sue their
employer for the tort of negligence
ACT 8 OF 1923 The Workmen's Compensation Bill having been passed by the
Legislature received its assent on the 5th March, 1923. It came into force on
1st day of July, 1924 as THE WORKMEN'S COMPENSATION ACT, 1923 (8 of
1923).
Workers' compensation law is a system of rules in every state designed to
pay the expenses of employees who are harmed while performing job-related
duties. Employees can recover lost wages, medical expenses, disability
payments, and costs associated with rehabilitation and retraining.

28. OBJECTIVE :
WCA 1923 aims to provide workmen and/or their dependents some relief
in case of accidents arising out of and in the course of employment and
causing either death or disablement of workmen.
SCOPE AND COVERAGE :
The Act extends to the whole of India
The workmen whose occupation is hazardous should be included within
the scope of this Act.
It applies to workmen employed in factories, mines, plantations, transport
establishments, construction work, railways, ships, circuses & other
hazardous occupations & employments specified in Schedule II to the Act
The Act doe not apply to members of Armed Forces of the Union & those
who are employed under the Employees State Insurance Act 1948.

29. EMPLOYER’S LIABILITY TO PAY COMPENSATION(SEC 3)
1. He must be a workmen within the meaning of the act
2. Personal injury must have been caused by accident
3. The injury must have been caused by accident
4.The accident must have arisen out of and in the course of employment
5. The injury caused by the accident must have resulted in the workman’s
death or permanent total disablement or temporary disablement

30. MINIMUM WAGES ACT-1948
OBJECTIVES
* To provide minimum wages to the workers working in organized sector
* To stop exploitation of the workers
* To empower the government to take steps for fixing minimum wages
and to revise it in a timely manner
To apply this law on most of the sections in organized sector (scheduled
employment)

31. WHO ALL ARE ELIGIBLE ?
* Permanent employees
* Contract Employees
* Casual workers
* People on probation get fixed pay instead of minimum wages
* Trainees get stipend and not minimum wages

32. WHAT IS MINIMUM WAGE
Minimum Wages: all remuneration capable of being paid in money terms for work done if terms of contract
were fulfilled
Consist of Basic+ Deareness Allowance+ House Rent Allowance
Every 5 years, basic rates of every industry are decided by Minimum Wages Committee
Deareness Allowance changes every six months ans is decided by Government

33. PENALITIES

34. Effective implementation of the Minimum Wages Act 1948 falls primarily
in the State sphere, is pursued by Ministry of Labour and Employment
Through discussions, letters, personal interaction and visits to states
The State Governments are regularly asked to fix and revise minimum
wages of scheduled employments to be at least at par with national floor
level minimum wages

35. THANK YOU