Acc. to Sec. 1(2) of the Amendment Act, 2010: It shall come into force on such date as the Central Government may, by notification in the Official Gazette, appoint.Hence, separate Gazette notification is necessary to make the amendments effective from such date as appointed
From India
3From India
It has already come in to force vide notification No.S.O.2278(E) dt. 15.09.2010 regds anil kaushik
From India, Delhi
From India, Delhi
Dear Member,
It seems that you have not gone through the attachment made by Mr. Anil Kaushik. It is clearly mentioned in this attachment that in exercise of the powers conferred by sub-section 2 of section 1 of the Industrial Disputes ( Amendment) Act, 2010 the Central Govt. hereby appoints the 15th Day of September 2010 as the date on which the same Act shall come into force - Ravi Mathur Adll. Secy.
Now if this is not correct then let us know what is the position as on today.
Regards,
R.N.Khola
From India, Delhi
It seems that you have not gone through the attachment made by Mr. Anil Kaushik. It is clearly mentioned in this attachment that in exercise of the powers conferred by sub-section 2 of section 1 of the Industrial Disputes ( Amendment) Act, 2010 the Central Govt. hereby appoints the 15th Day of September 2010 as the date on which the same Act shall come into force - Ravi Mathur Adll. Secy.
Now if this is not correct then let us know what is the position as on today.
Regards,
R.N.Khola
From India, Delhi
Mr Anil Kushik,
Thank you for sharing valuable amendment.
1. Notification is published ?
2. In this definition clerical or supervisory work drawing wages up to Rs. 10000/- will be a workman. But clerical
people are getting salary. is it same ?
3. Now Supervisory work also included what are the indicators.
I request every member to share view on this.
Mukund Shouche
From India, Vadodara
Thank you for sharing valuable amendment.
1. Notification is published ?
2. In this definition clerical or supervisory work drawing wages up to Rs. 10000/- will be a workman. But clerical
people are getting salary. is it same ?
3. Now Supervisory work also included what are the indicators.
I request every member to share view on this.
Mukund Shouche
From India, Vadodara
Dear Friend, I have already clarified the points in the same thread some time back. you are requested to pl.go through all relevant postings in the thread. regds anil kaushik
From India, Delhi
From India, Delhi
After going through the amendment, status of workmen is as per the definition given in section 2 (s) of I.D.ACT. therefore setting up of grievance committee will include the temps from staffing co. Though they are not the direct employees of the company, since the Act is applicable, they will be covered. Staffing industry will be held to be an industry because it is covered under definition of industry.
From India, Pune
From India, Pune
Dear Sh Anil, Thanks for sharing............the information. Expecting more of such valid amendments. Hope you can even share articles on the subject. Regards SVS Rao
From India
From India
Dear Friends
As per the ID Act Amendment Section 9 C was introduced .By that setting up of Grievance Redressal Machinery became a statutory need :
Section 9 C is extracted :
9C. (1) Every industrial establishment employing twenty or more workmen shall have one or more Grievance Redressal Committee for the resolution of disputes arising out of individual grievances.
(2) The Grievance Redressal Committee shall consist of equal number of members from the employer and the workmen.
(3) The chairperson of the Grievance Redressal Committee shall be selected from the employer and from among the workmen alternatively on rotation basis every year.
(4) The total number of members of the Grievance Redressal Committee shall not exceed more than six:
Provided that there shall be, as far as practicable one woman member if the Grievance Redressal Committee has two members and in case the number of members are more than two, the number of women members may be increased proportionately.
(5) Notwithstanding anything contained in this section, the setting up of Grievance Redressal Committee shall not affect the right of the workman to raise industrial dispute on the same matter under the provisions of this Act.
(6) The Grievance Redressal Committee may complete its proceedings within thirty days on receipt of a written application by or on behalf of the aggrieved party.
(7) The workman who is aggrieved of the decision of the Grievance Redressal Committee may prefer an appeal to the employer against the decision of Grievance Redressal Committee and the employer shall, within one month from the date of receipt of such appeal, dispose off the same and send a copy of his decision to the workman concerned.
HR professionals may provide their feedback in this thread on their experience in setting up this Grievance Redressal Machinery in their respective organization.
With Regards
Advocates & Notaries -Legal Consultants-HR
E-mail : rajanassociates@eth,net,
Mobile : 9025792684.
more at https://www.citehr.com/285737-legal-...#ixzz1Xbr1Z7fo
From India, Bangalore
As per the ID Act Amendment Section 9 C was introduced .By that setting up of Grievance Redressal Machinery became a statutory need :
Section 9 C is extracted :
9C. (1) Every industrial establishment employing twenty or more workmen shall have one or more Grievance Redressal Committee for the resolution of disputes arising out of individual grievances.
(2) The Grievance Redressal Committee shall consist of equal number of members from the employer and the workmen.
(3) The chairperson of the Grievance Redressal Committee shall be selected from the employer and from among the workmen alternatively on rotation basis every year.
(4) The total number of members of the Grievance Redressal Committee shall not exceed more than six:
Provided that there shall be, as far as practicable one woman member if the Grievance Redressal Committee has two members and in case the number of members are more than two, the number of women members may be increased proportionately.
(5) Notwithstanding anything contained in this section, the setting up of Grievance Redressal Committee shall not affect the right of the workman to raise industrial dispute on the same matter under the provisions of this Act.
(6) The Grievance Redressal Committee may complete its proceedings within thirty days on receipt of a written application by or on behalf of the aggrieved party.
(7) The workman who is aggrieved of the decision of the Grievance Redressal Committee may prefer an appeal to the employer against the decision of Grievance Redressal Committee and the employer shall, within one month from the date of receipt of such appeal, dispose off the same and send a copy of his decision to the workman concerned.
HR professionals may provide their feedback in this thread on their experience in setting up this Grievance Redressal Machinery in their respective organization.
With Regards
Advocates & Notaries -Legal Consultants-HR
E-mail : rajanassociates@eth,net,
Mobile : 9025792684.
more at https://www.citehr.com/285737-legal-...#ixzz1Xbr1Z7fo
From India, Bangalore
Mr. Kaushik,
Sir,
You have provided very useful information. Thank you for that. But pls. clarify one thing that " the workman, who is drawing gross salary of less than 10,000/ or equal only can go to Labour court or workman drawing salary more than 10000/- can also go to Labour court" pls. clarify.
Thanks once again
S.N. Choudhury
Personnel Officer
IDTR, JSR
From India, Ranchi
Sir,
You have provided very useful information. Thank you for that. But pls. clarify one thing that " the workman, who is drawing gross salary of less than 10,000/ or equal only can go to Labour court or workman drawing salary more than 10000/- can also go to Labour court" pls. clarify.
Thanks once again
S.N. Choudhury
Personnel Officer
IDTR, JSR
From India, Ranchi
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