Labour Law & Hr Consultant
Harsh Kumar Mehta
Consultant In Labour Laws/hr
Since the post has started with a blanket question, I would also like to add that the application of Labour Law in general would depend upon the purpose of a particular Law, salary/wage and the capacity/ status of employment of the employees.For example, any employee irrespective of his employment capacity/status and salary would be eligible for gratuity under the Payment of Gratuity Act,1972, if it applies to the establishment. The Industrial Disputes Act,1947 would apply to all employees who fall within the ambit of the definition of the term " workman" for the purpose of protection of the employment rights ensured therein.
17th July 2017 From India, Salem
2. 2nd National Labour Commission in its report in the year 2002 had recommended for merger /amalgamation of all such labour laws in the Central list into 4 separate codes and I think, present Central Govt. has made draft Labour Codes on some labour laws, but so called amendments/unification of labour laws is being strongly opposed by the Trade Unions on different grounds and I think, the contentions/arguments of Trade Unions appears to be correct and genuine upto some extent. I think, it will take long time for the Central governments to decide the issue of unification of all labour laws in its jurisdiction.
18th July 2017 From India, Noida
All your blue collar workers will be covered by Labour Laws. In fact, most of the labour laws are applicable once the strenghth of the employees crosses 20, therefore the Employees Provident Fund Act, ESI Act, Payment of Bonus Act, Industrial Disputes Act, Payment of Gratuity Act, of course Factories Act, Payment of Wages Act, Minimum Wages Act , Maternity Benefit Act, and Industrial Employment Standing orders Act, Prevention of Sexual Harassment of women at workplace Act, Contract Labour Regulation and Abolition as also all other Acts will be applicable to your Factory.
20th July 2017 From India, Pune