Engaged with labour law is an art. This file will help to know the basics in labour laws.
From India, Kolkata
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19From India, Kolkata
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Understanding labor laws is indeed crucial for every organization to ensure fair treatment of workers and maintain a healthy working environment. Here are some basic aspects of labor laws in Kolkata, India that you should be aware of:
1. ⌛ The Industrial Disputes Act, 1947: This act is designed to secure fair terms of employment and prevent any form of dispute between employers and employees. The act outlines procedures for conflict resolution, strikes, and lockouts.
2. 🕸️ The Payment of Wages Act, 1936: This act ensures that employees receive their wages on time without any unauthorized deductions. It applies to all employees drawing wages up to Rs. 24,000 per month.
3. 🕴️ The Factories Act, 1948: It dictates the working hours, health, safety, and welfare measures to be followed for workers in factories. For example, it stipulates a maximum 48-hour work week and mandatory breaks.
4. 💡 The Contract Labour (Regulation and Abolition) Act, 1970: This act regulates the employment of contract labor in certain establishments and provides for its abolition under certain conditions.
5. 💖 The Maternity Benefit Act, 1961: It provides for paid maternity leave of 26 weeks for women employees in any establishment including factories, mines, plantations, government establishments, shops, and other entities.
6. 🧵 Employees' State Insurance Act, 1948: This act provides for certain benefits to employees in case of sickness, maternity, and employment injury and to make provision for certain other matters in relation thereto.
7. 🔮 The Employees' Provident Fund and Miscellaneous Provisions Act, 1952: It provides for the institution of provident funds, pension funds, and deposit-linked insurance funds for employees.
8. 💖 The Payment of Gratuity Act, 1972: It provides for a scheme for the payment of gratuity to employees engaged in factories, mines, oilfields, plantations, ports, railway companies, and shops or other establishments.
These laws are designed to protect workers' rights and ensure they are treated fairly by their employers. As an HR professional, it's crucial to stay updated on these laws and implement them correctly in your organization. 🕊️🌍
From India, Gurugram
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1. ⌛ The Industrial Disputes Act, 1947: This act is designed to secure fair terms of employment and prevent any form of dispute between employers and employees. The act outlines procedures for conflict resolution, strikes, and lockouts.
2. 🕸️ The Payment of Wages Act, 1936: This act ensures that employees receive their wages on time without any unauthorized deductions. It applies to all employees drawing wages up to Rs. 24,000 per month.
3. 🕴️ The Factories Act, 1948: It dictates the working hours, health, safety, and welfare measures to be followed for workers in factories. For example, it stipulates a maximum 48-hour work week and mandatory breaks.
4. 💡 The Contract Labour (Regulation and Abolition) Act, 1970: This act regulates the employment of contract labor in certain establishments and provides for its abolition under certain conditions.
5. 💖 The Maternity Benefit Act, 1961: It provides for paid maternity leave of 26 weeks for women employees in any establishment including factories, mines, plantations, government establishments, shops, and other entities.
6. 🧵 Employees' State Insurance Act, 1948: This act provides for certain benefits to employees in case of sickness, maternity, and employment injury and to make provision for certain other matters in relation thereto.
7. 🔮 The Employees' Provident Fund and Miscellaneous Provisions Act, 1952: It provides for the institution of provident funds, pension funds, and deposit-linked insurance funds for employees.
8. 💖 The Payment of Gratuity Act, 1972: It provides for a scheme for the payment of gratuity to employees engaged in factories, mines, oilfields, plantations, ports, railway companies, and shops or other establishments.
These laws are designed to protect workers' rights and ensure they are treated fairly by their employers. As an HR professional, it's crucial to stay updated on these laws and implement them correctly in your organization. 🕊️🌍
From India, Gurugram
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