Dear Seniors, I have no experience in Generalist functions, but recently I was transferred to the HR operations department, and I don't know much about labor laws such as the Leave Act, Wages Act, Factories Act, etc. I am very confused about these acts and which ones to explore and learn about. I am thinking of buying H L Kumar's book on labor laws. Could you please provide me with details on the acts covered in the book and recommend the best book to gain a clear understanding of all acts? Currently, I am working in a manufacturing company. Please help me out.
Regards,
Poja
From India, Delhi
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1Regards,
Poja
From India, Delhi
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Understanding Key Labor Laws for HR Professionals
Since you are working in an HR unit, it is crucial to have a thorough knowledge of the Factories Act, 1948, the Industrial Disputes Act, 1947, the Contract Labor (Regulation & Abolition) Act, 1970, the Payment of Wages Act, 1936, and the Industrial Employment (Standing Orders) Act, 1946. You cannot master all these laws in a single go.
From India, Salem
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Since you are working in an HR unit, it is crucial to have a thorough knowledge of the Factories Act, 1948, the Industrial Disputes Act, 1947, the Contract Labor (Regulation & Abolition) Act, 1970, the Payment of Wages Act, 1936, and the Industrial Employment (Standing Orders) Act, 1946. You cannot master all these laws in a single go.
From India, Salem
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Don't take it as a burden and don't spend too much time going through the books. Instead, concentrate on your work activities with the help of your boss; this is the best exercise. The Acts mentioned by Mr. Umakanthan are all crucial for the manufacturing sectors. Use the books for reference purposes only. A great exercise for beginners is practical application. These Acts should be utilized as tools. For basic learning, familiarize yourself with the Acts mentioned above for knowledge and focus on the main sections of the Factory Act related to Health, Wealth, and Sections 50 to 66. Additionally, in EPF and ESI, there are important statutory regulations that need to be followed in factories and establishments. Congratulations on your progress.
From India, Vellore
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From India, Vellore
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Adding to what Logesh mentioned, I would like to tell you, Poja, that it is important for you as an HR Manager to acquire a thorough knowledge of the Acts and Rules that you come across in your day-to-day functions. You can get these books from any Law Book Seller as suggested by Harsh Kumar. Simply going through the bare Act and Rules will be a little bit confusing if you don't have a legal background. So, apart from book reading, you should devote considerable time and attention to the questions and answers finding a place on legal websites like Cite HR, which will certainly enhance your understanding of the legal provisions with specific reference to their practical applications.
From India, Salem
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From India, Salem
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Dear seniors, thank you very much for your valuable advice. I still have a question for you; please advise on the same. I have gone through the Delhi Establishment Act as my company falls under the act, but there is basic information provided where details about leave types and availing rules are missing. Only PL and CL have been mentioned.
From India, Delhi
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From India, Delhi
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And employees comes and ask me other leaves types general information such as maternity paternity leaves and there proceedure.
From India, Delhi
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From India, Delhi
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Mam, don't share the acts with individuals without getting advice from the Department Head. In the same way, you have to go through the HR Policy & Standing Orders of the organization regarding this subject, if any. If the individual is not entitled to ESI, she is surely entitled under the Maternity Benefit as follows:
• Leave with average pay for 6 weeks before and 6 weeks after the delivery.
• Medical bonus of at least Rs. 1000 extending to Rs. 20000 if the employer is unable to provide free medical care to the woman employee. (Section 8) (Amended on 15-04-2008)[2]
• Additional leave with pay for up to 1 month on production of proof, revealing illness due to pregnancy, delivery, miscarriage, or premature birth. (Section 10)
• In case of miscarriage, 6 weeks leave with average pay from the date of miscarriage. (Section 9)
From India, Vellore
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• Leave with average pay for 6 weeks before and 6 weeks after the delivery.
• Medical bonus of at least Rs. 1000 extending to Rs. 20000 if the employer is unable to provide free medical care to the woman employee. (Section 8) (Amended on 15-04-2008)[2]
• Additional leave with pay for up to 1 month on production of proof, revealing illness due to pregnancy, delivery, miscarriage, or premature birth. (Section 10)
• In case of miscarriage, 6 weeks leave with average pay from the date of miscarriage. (Section 9)
From India, Vellore
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HR Manual (Employee Hand Book).doc