Dear All Seniors,
I am confused about a couple of labor laws, namely:
1) Industrial Employment (Standing Order) Act & Industrial Disputes Act
2) Maharashtra Industrial Relations Act & Maharashtra Recognition of Trade Union and Prevention of Unfair Practice Act, Industrial Relations Act
Please suggest to me how to study the above-mentioned laws and other labor laws.
From India, Pune
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17I am confused about a couple of labor laws, namely:
1) Industrial Employment (Standing Order) Act & Industrial Disputes Act
2) Maharashtra Industrial Relations Act & Maharashtra Recognition of Trade Union and Prevention of Unfair Practice Act, Industrial Relations Act
Please suggest to me how to study the above-mentioned laws and other labor laws.
From India, Pune
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Dear Sandeep, It would have been better had you mentioned specifically about your confusion - whether it is about the applicability or interpretation of certain provisions etc.
From India, Salem
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From India, Salem
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Dear friend,
Going through Bare Acts can be confusing as to what they convey. Before delving into the act, it's good to understand the objective and purpose of any act.
The Standing Orders Act aims to communicate that organizations mentioned under the said Act need to maintain standing orders which include the rules and regulations of that organization. This may involve timings, roles of each job, duties and responsibilities of a specific post, and disciplinary actions for disobedience, among other things.
The Industrial Dispute Act primarily deals with disputes such as strikes and lockouts. It explains what constitutes a legal or illegal strike or lockout and outlines the procedures for resolving disputes. It also covers unfair trade practices, employee retrenchment, layoff situations, and when to approach the works committee, an arbitrator, or Adjudication (labour court).
The Trade Union Act addresses how to establish a trade union, its eligibility criteria, and purpose.
For further information, please visit the Industrial Employment (Standing Orders) Act, 1946 - What is Human Resource?
G. Samrat
Court Manager
High Court of Judicature at Hyderabad.
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Going through Bare Acts can be confusing as to what they convey. Before delving into the act, it's good to understand the objective and purpose of any act.
The Standing Orders Act aims to communicate that organizations mentioned under the said Act need to maintain standing orders which include the rules and regulations of that organization. This may involve timings, roles of each job, duties and responsibilities of a specific post, and disciplinary actions for disobedience, among other things.
The Industrial Dispute Act primarily deals with disputes such as strikes and lockouts. It explains what constitutes a legal or illegal strike or lockout and outlines the procedures for resolving disputes. It also covers unfair trade practices, employee retrenchment, layoff situations, and when to approach the works committee, an arbitrator, or Adjudication (labour court).
The Trade Union Act addresses how to establish a trade union, its eligibility criteria, and purpose.
For further information, please visit the Industrial Employment (Standing Orders) Act, 1946 - What is Human Resource?
G. Samrat
Court Manager
High Court of Judicature at Hyderabad.
Acknowledge(0)Amend(0)
The Acts and rules made thereunder are required to be studied. You have to buy these acts that have state rules that you are from. If you are from Southern states, all central rules are applicable.
Then you have to begin with the preamble of each act and its applicability. Sections and rules made under them are to be considered together. Following the above will give you peripheral knowledge of the Acts.
Then there is jurisprudence - judgments of high courts/supreme court. You have to know the interpretations made. It is easier said than done. All the best!
From India, Mumbai
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Then you have to begin with the preamble of each act and its applicability. Sections and rules made under them are to be considered together. Following the above will give you peripheral knowledge of the Acts.
Then there is jurisprudence - judgments of high courts/supreme court. You have to know the interpretations made. It is easier said than done. All the best!
From India, Mumbai
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Study of labour laws in India.pdf
Amended Labor Laws.doc