Indian Government should integrate all Labor Laws and should come with Single Common Workforce Law for all Industry, Sectors and Enterprises irrespective of Enterprise Size, Gender, etc. There are more than 30 Labor laws that needs to be integrated into one common Workforce Law i.e. Indian Workforce Law.
6
irrespective of Gender/Size of Establishment/Location Equal Remuneration Act, Maternity Benefit Act Please share your thoughts in integrating with specific reference to the above
From India, New Delhi
From India, New Delhi
Dear Friends,
As you are well aware, under the Constitution of India, Labour Law is a subject in the concurrent list where both the Central and State Govts are competent to enact legislations. As a result, a large number of labour laws have been enacted catering to different aspects like, occupational health, safety, employment, training of apprentices, fixation, review and revision of minimum wages, mode of payment, payment of compensation to workmen in 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, provision for payment of bonus etc.
Similarly there are different kind of status regarding registration of establishments/business entities like Factory, Shops, Traders, Contractor, Professional, Seasonal, Non Profit earning organizations etc.
The working culture and scenario is also different on basis of geographical status.
So, it is very difficult to integrate the different establishments and different people in a single pattern. But, the integration of various documents like registers/return in different labour laws is already in process. The Labour Office is issuing UIN (Unique Identification Number) of every organisation. Through the UIN we have to fill the data in a single format which will serve the purpose of different registers / documents.
Pls find attached a note (which I received from this site) on the same being issued from the Labor Office. Though I am unaware of the practical approach of the UIN for , but in long run it can be very useful for professionals (like us). This will reduce similar nature paper work of different acts in different forms.
From India, Delhi
As you are well aware, under the Constitution of India, Labour Law is a subject in the concurrent list where both the Central and State Govts are competent to enact legislations. As a result, a large number of labour laws have been enacted catering to different aspects like, occupational health, safety, employment, training of apprentices, fixation, review and revision of minimum wages, mode of payment, payment of compensation to workmen in 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, provision for payment of bonus etc.
Similarly there are different kind of status regarding registration of establishments/business entities like Factory, Shops, Traders, Contractor, Professional, Seasonal, Non Profit earning organizations etc.
The working culture and scenario is also different on basis of geographical status.
So, it is very difficult to integrate the different establishments and different people in a single pattern. But, the integration of various documents like registers/return in different labour laws is already in process. The Labour Office is issuing UIN (Unique Identification Number) of every organisation. Through the UIN we have to fill the data in a single format which will serve the purpose of different registers / documents.
Pls find attached a note (which I received from this site) on the same being issued from the Labor Office. Though I am unaware of the practical approach of the UIN for , but in long run it can be very useful for professionals (like us). This will reduce similar nature paper work of different acts in different forms.
From India, Delhi
In early days of Mr.Modi regime, I remember there was an attempt to repeal a few outdated acts and merge a few such as payment of wages act, minimum wages act with few other acts. I'm not sure what has been done in this front. It's always possible to merge/combine similar provisions contained in more than one act. Moreover even acts in concurrent list also there are common provisions such as Shops & Comml.Estts.act, PT, Factories act etc. which could be single central act leaving only empower concerned state govt. to enact schedules and rates applicable within the states. It's worth doing.
From India, Bangalore
From India, Bangalore
why not be one common Act in india for working section irrespective of the category of employment? We accept IT Act, Company's Act EPF aCT, ESI ACT,MV ACT, ID ACT, BONUS ACT, MATERNITY ACT, APPRENTICE ACT ETC.,
V.MURALI
From India, Madipakkam
V.MURALI
From India, Madipakkam
It is correct Modi Govt,tried to scrap/amend/Modify OLD Acts & Rules .Concerned Labour Ministry should take Interest in this. Common /Seperate meeting of Owners ,Workers Rep . Politicians are busy in their game.Opposition parties are great including Leftist who are supposed to be Experts /Champions .
Regards
From India, Mumbai
Regards
From India, Mumbai
Yes, although the need for integrating all labour laws into single labour code was felt long back but every successive govt lacked the will. National commission of Labour headed by former chief justice of SC, had submitted wonderful report on this which contained recommendations on integrating under categories like Wages, industrial relations, social security among other things .But this and subsequent reports are gathering dust without any fruitful actions..
Most irritating part in all labour laws is widely different definitions of 'employee/workman ' and ' wages' which has given contradictory interpretation and n number of court cases.
Hope Mody Govt does something about it on war footing.
Regards
V.L.Nagarkr
HR-CONSULTANT
From India, Mumbai
Most irritating part in all labour laws is widely different definitions of 'employee/workman ' and ' wages' which has given contradictory interpretation and n number of court cases.
Hope Mody Govt does something about it on war footing.
Regards
V.L.Nagarkr
HR-CONSULTANT
From India, Mumbai
Dear All;
It is true that both, Centre and State can pass laws on labour, the conditions in different States differ, and there are difficulties. But after 70 years of Independence, we must all strive to simplify the labour-management relations. It is really complicated now because of plethora of labour laws. We can consolidate laws in 4-5 ways.
Firstly wages laws that should include Payment of Wages Act, Minimum Wages Act, Payment of Bonus Act, Payment of Gratuity Act, Equal Remuneration Act.
Secondly administrative laws that should include Factories Act, Shop Act, Mines Act, Plantations Act, Motor Transport Workers Act, Building and Construction Workers Act, Bonded Labour Act, Child Labour Act, Private Security Guards Act, Boilers Act.
Thirdly relations laws that should include Industrial Disputes Act, Trade Unions Act, Standing Orders Act, Bombay Industrial Relations Act, MRTU Act, Contract Labour Act, Employment Exchanges Act,
Fourthly social security laws that should include ESI Act, PF Act, Employees Compensation Act, Maternity Benefit Act, Bombay Labour Welfare Fund Act.
We should also simplify the relationship. The one who works for other and for remuneration is worker. may it be permanent, temporary, contract, managerial, supervisory or anyone. The one who asks other to work for him and pays for the work done is employer, may it be proprietary, partnership, limited company, government, NGO or anyone. And finally any dispute between the worker and employer must be settled or decided within 6 months and appeal within 3 months.
This will promote bilateral relationship, matured relationship, all inclusive system, no subsidy, no government intervention on large scale, and no caste system in industry.
Vibhakar Ramtirthkar
9371001906
From India, Pune
It is true that both, Centre and State can pass laws on labour, the conditions in different States differ, and there are difficulties. But after 70 years of Independence, we must all strive to simplify the labour-management relations. It is really complicated now because of plethora of labour laws. We can consolidate laws in 4-5 ways.
Firstly wages laws that should include Payment of Wages Act, Minimum Wages Act, Payment of Bonus Act, Payment of Gratuity Act, Equal Remuneration Act.
Secondly administrative laws that should include Factories Act, Shop Act, Mines Act, Plantations Act, Motor Transport Workers Act, Building and Construction Workers Act, Bonded Labour Act, Child Labour Act, Private Security Guards Act, Boilers Act.
Thirdly relations laws that should include Industrial Disputes Act, Trade Unions Act, Standing Orders Act, Bombay Industrial Relations Act, MRTU Act, Contract Labour Act, Employment Exchanges Act,
Fourthly social security laws that should include ESI Act, PF Act, Employees Compensation Act, Maternity Benefit Act, Bombay Labour Welfare Fund Act.
We should also simplify the relationship. The one who works for other and for remuneration is worker. may it be permanent, temporary, contract, managerial, supervisory or anyone. The one who asks other to work for him and pays for the work done is employer, may it be proprietary, partnership, limited company, government, NGO or anyone. And finally any dispute between the worker and employer must be settled or decided within 6 months and appeal within 3 months.
This will promote bilateral relationship, matured relationship, all inclusive system, no subsidy, no government intervention on large scale, and no caste system in industry.
Vibhakar Ramtirthkar
9371001906
From India, Pune
Yes, it is true that labour is in concurrent list allowing both Centre and State enact laws on the subject of labour. Notwithstanding this, the labour laws can be combined to reduce the number. The Central Govt. seeks to bring various reforms in labour laws and simplification and codification of laws is one among them. The Indian labour laws have become archaic and need to be rationalized to facilitate the process of make in India to gain momentum. Hoe this will happen soon.
B.Saikumar
HR & Labour Law Advisor
Navi Mumbai
From India, Mumbai
B.Saikumar
HR & Labour Law Advisor
Navi Mumbai
From India, Mumbai
dear all
our law is sufficient to safe guard for the labour/workman. But greedy advocates and the system/procedure of the courts kills. A DISABLE WORKMAN IS HANKERING FOR JUSTICE IN DHCOURT FROM 26 YEARS ONLY AND ONLY DUE TO UTHETHICAL AND GREEDY ADVOCATES. WHAT TO . NEED IS TO CHANGE THE PROCEDURE. IF ONE LABOUR WINS IN LABOUR COURT. WHY IN HIGH COURT. IS LABOUR COURT DECISION IS NOT SUFFICIENT.
FOR ONLY ONE COURT SHOULD BE AND THERE SHOULD BE NO APEAL THIS IS ONE OF THE PROTECTION TO LABOUR AND TIME FRAMED DECISION IS MUST.
THANKS
From India, Delhi
our law is sufficient to safe guard for the labour/workman. But greedy advocates and the system/procedure of the courts kills. A DISABLE WORKMAN IS HANKERING FOR JUSTICE IN DHCOURT FROM 26 YEARS ONLY AND ONLY DUE TO UTHETHICAL AND GREEDY ADVOCATES. WHAT TO . NEED IS TO CHANGE THE PROCEDURE. IF ONE LABOUR WINS IN LABOUR COURT. WHY IN HIGH COURT. IS LABOUR COURT DECISION IS NOT SUFFICIENT.
FOR ONLY ONE COURT SHOULD BE AND THERE SHOULD BE NO APEAL THIS IS ONE OF THE PROTECTION TO LABOUR AND TIME FRAMED DECISION IS MUST.
THANKS
From India, Delhi
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