Pt.
Som Chandra Dwivedi Vidhi Mahavidyalaya
SLC
......Bringing Law to Life
Bamhrauli (Sujatpur Railway Station), Sirathu, Kaushambi-212201
Affiliated to Prof. Rajendra Singh (Rajju Bhaiya) University [formerly Allahabad State University]
SYLLABUS
LL.B. 3 YEARS COURSE - 3rd Semester (Paper V)
Labour & Industrial laws
I. Labour in the ancient society and in the middle ages
II. Conditions of labour in the beginning of industrialization
III. Causes for exploitation of labour in early days
IV. Emergence of concept of social justice and social security
V. Role of ILO in promoting the enactment of social security
legislation in India
VI. Workmen's compensation act, 1923:
a) Definitions : dependent, workmen, total disablement,
partial disablement
b) Employer's liability for compensation:
i. Accidents arising out and in the course of employment ii.
Notional extension of employer's premises iii. Liability
of employers for occupational diseases iv. Defences
available to the employer against the claims of
compensation
VII. The employees provident fund and miscellaneous
provisions act, 1952
a) Object and application of the Act
b) Definitions: basic wages, factory, employer
c) Schemes under the act
d) Priority of payment of contribution and protection
against attachment
e) Inspector appointment, powers and functions
VIII. Industrial disputes act, 1947
a) Definitions: industry and industrial disputes
b) Authorities under the act : works committee, labour
court, labour tribunal, industrial tribunal
c) Award and settlement : definition, publication of award,
commencement, against whom award is binding, operation
of award
d) Strike and lockout: definition, conditions of a valid
strike and lock out, when strike and lockout become illegal,
penalty for illegal strike and lockout
e) Lay off: definition and lay off compensation
f) Retrenchment: definition, retrenchment compensation,
procedure for retrenchment
g) Power of government to refer disputes for adjudication
IX. Trade unions act, 1926
a) Definition : trade union and trade dispute
b) Historical development of trade union
c) Procedure for registration of trade union
d) When registration certificates of trade union can be
withdrawn or cancelled
e) Powers and functions of registrar
f) Privileges and immunities of registered trade union
g) Funds of trade union: kinds and purpose for which it may
be spent
h) Members and office bearers of trade union
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
College Code : 03064
I- çkphu lekt esa vkSj eè; ;qx esa Je
II- vkS|ksxhdj.k dh 'kq#vkr esa Je dh 'krZsa
III- 'kq#vkrh fnuksa esa Je ds 'kks"k.k ds dkj.k
IV- lkekftd U;k; vkSj lkekftd lqj{kk dh voèkkj.kk dk mn;
V- Hkkjr esa lkekftd lqj{kk dkuwu ds vfèkfu;eu dks c<+kok nsus esa ILO
dh Hkwfedk
VI- dkexkj eqvkotk vfèkfu;e] 1923 %
,½ ifjHkk"kk,¡ % vkfJr] dke djus okys] dqy v{kerk] vkaf'kd v{kerk
ch½ eqvkots ds fy, fu;ksäk dh ns;rk %
i) jkstxkj ds nkSjku mRiUu gksus okyh nq?kZVuk,a] ii) fu;ksäk ds
ifjlj dk dkYifud foLrkj iii) O;kolkf;d jksxksa ds fy, fu;ksäkvksa
dk nkf;Ro iv) eqvkots ds nkoksa ds f[kykQ fu;ksäk ds fy, miyCèk
cpko
VII. deZpkjh Hkfo"; fufèk vkSj fofoèk çkoèkku vfèkfu;e] 1952
,½ vfèkfu;e dk mís'; vkSj vkosnu
ch½ ifjHkk"kk,a % ewy etnwjh] dkj[kkuk] fu;ksäk
lh½ vfèkfu;e ds rgr ;kstuk,a
Mh½ ;ksxnku ds Hkqxrku dh çkFkfedrk vkSj dqdÊ ds f[kykQ lqj{kk
bZ½ fujh{kd dh fu;qfä] 'kfä;ka vkSj dk;Z
VIII. vkS|ksfxd fookn vfèkfu;e] 1947
d½ ifjHkk"kk,¡ % m|ksx vkSj vkS|ksfxd fookn
ch½ vfèkfu;e ds rgr çkfèkdj.k: dk;Z lfefr] Je U;k;ky;] Je
U;k;kfèkdj.k] vkS|ksfxd U;k;kfèkdj.k
lh½ iqjLdkj vkSj le>kSrk: ifjHkk"kk] iqjLdkj dk çdk'ku] çkjaHk]
ftlds f[kykQ iqjLdkj ckè;dkjh gS] iqjLdkj dk lapkyu
Mh½ gM+rky vkSj rkykcanh: ifjHkk"kk] oSèk gM+rky vkSj rkykcanh dh
'krZsa] tc gM+rky vkSj rkykcanh voSèk gks tkrh gS] voSèk gM+rky vkSj
rkykcanh ds fy, tqekZuk
bZ½ ys v‚Q % ifjHkk"kk vkSj eqvkots dh NaVuh
,Q½ N¡Vuh % ifjHkk"kk] N¡Vuh {kfriwfrZ] N¡Vuh dh çfØ;k
th½ fu.kZ; ds fy, fooknksa dks lanfHkZr djus dh ljdkj dh 'kfä
IX- VªsM ;wfu;u vfèkfu;e] 1926
,½ ifjHkk"kk % VªsM ;wfu;u vkSj VªsM fookn
ch½ VªsM ;wfu;u dk ,sfrgkfld fodkl
lh½ VªsM ;wfu;u ds iathdj.k dh çfØ;k
Mh½ tc VªsM ;wfu;u ds iathdj.k çek.k i= okil ;k jí fd, tk
ldrs gSa
bZ½ jftLVªkj dh 'kfä;ka vkSj dk;Z
,Q½ iath—r VªsM ;wfu;u ds fo'ks"kkfèkdkj vkSj mUeqfä;ka
th½ VªsM ;wfu;u ds QaM: çdkj vkSj mís'; ftlds fy, bls [kpZ
fd;k tk ldrk gS
,p½ VªsM ;wfu;u ds lnL; vkSj inkfèkdkjh
 LL.B. (Fifth Semester) Examination, 2019
(New Course)
Labour & Industrial laws 6625
Five Paper
Time : 3 Hours Maximum Marks : 80
Note : Attempt the question from all Section as directed.
meYeer KeC[eW mes efveoxMeevegmeej ØeMveeW kesâ Gòej oerefpeS~
Inst : The candidates are required to answer only in serial order. If there are many parts of a question, answer them in
continuation.
DeYÙeLeea ØeMveeW kesâ Gòej ›eâceevegmeej efueKeW~ Ùeefo efkeâmeer ØeMve kesâ keâF& Yeeie neW lees Gòej Skeâ ner leejlecÙe ceW efueKes peeSB~
KeC[-De (DeefleueIeg GòejerÙe ØeMve)
Note : Attempt all parts of Q. No. 1 in about 100 words each. Each question carries 4 marks.
ØeMve ›eâ. 1 kesâ meYeer YeeieeW kesâ Gòej ueieYeie 100 MeyoeW ceW oerefpeS~ ØelÙeskeâ ØeMve 4 DebkeâeW keâe nw~
1. (A) Define Labour Court
Je U;k;ky; dks ifjHkkf’kr dhft,
(B) Registration of Trade Union
VªsM ;wfu;u dk iathdj.k
© Contribution
va”knku
(d) Dependent
vkfJr
(e) Partial Disablement
vkaf”kd v”kDrrk
(f) Compensation
izfrdj
(g) Basic Wages
ewy osru
(h) Accident
nq?kZVuk

KeC[-ye (ueIeg GòejerÙe ØeMve)

Note : Attempt any two questions from the Section. Answer each question in about 300 words. Each question carries 8
marks.
Fme KeC[ mes efkeâvneR oes ØeMveeW kesâ Gòej oerefpeS~ ØelÙeskeâ ØeMve keâe Gòej ueieYeie 300 MeyoeW ceW oerefpeS~ ØelÙeskeâ ØeMve 8 DebkeâeW keâe nw~
2. What are the prohibitions of strikes and lock-outs under the Industrial Disputes Act, 1947? Discuss.
vkS|ksfxd fookn vf/kfu;e] 1947 ds vUrxZr gM+rkyksa vkSj rkykcfUn;ksa ij D;k izfr’ks/k gS\ foospuk dhft,A
3. What to you understand by Social Security? Explain its kinds.
lkekftd lqj{kk ls vki D;k le>rs gSa\ blds izdkjksa dks le>kb;sA
4. What do you understand by ‘retrenchment’?
^NaVuh* ls vki D;k le>rs gSa\
5. Discuss the privileges and immunities of a registered Trade Union.
iathÑr VªsM ;wfu;u ds fo”ks’kkf/kdkj ,oa mUeqfDr;ksa dh foospuk dhft,A
KeC[-me (oerIe& GòejerÙe ØeMve)
Note : Attempt any two questions from the Section. Answer each question in about 600 words. Each question carries 16
marks.
Fme KeC[ mes efkeâvneR oes ØeMveeW kesâ Gòej oerefpeS~ ØelÙeskeâ ØeMve keâe Gòej ueieYeie 600 MeyoeW ceW oerefpeS~ ØelÙeskeâ ØeMve 16 DebkeâeW keâe nw~
6. Discuss the appointment, powers and functions of a Registrar of Trade Union.
VªsM ;wfu;uksa ds jftLVªkj dh fu;qfDr] “kfDr;ksa ,oa dk;ksZa dh foospuk dhft,A
7. Write an essay on historical development of Trade Union.
VsªM ;wfu;u ds ,sfrgkfld fodkl ij ,d fucU/k fyf[k,A
8. Discuss the salient features of Employees Provident Fund and Miscellaneous Provision Act, 1952
deZpkjh Hkfo’;fuf/k ,oa izdh.kZ izko/kku vf/kfu;e] 1952 dh izeq[k fo”ks’krk;sa crkb;sA
9. Define ‘Lay-off’. What are the conditions required to be fulfilled for lay-off compensation?
^tcjh NqV~Vh* dks ifjHkkf’kr dhft,A ^tcjh NqV~Vh* ds fy;s izfrdj ikus gsrq D;k “krsZa vko”;d gSa\
 LL.B. (Fifth Semester) Examination, 2021
(New Course)
Labour & Industrial laws 6625
Five Paper
Time : 3 Hours Maximum Marks : 80
Note : Attempt the question from all Section as directed.
meYeer KeC[eW mes efveoxMeevegmeej ØeMveeW kesâ Gòej oerefpeS~
Inst : The candidates are required to answer only in serial order. If there are many parts of a question, answer them in continuation.
DeYÙeLeea ØeMveeW kesâ Gòej ›eâceevegmeej efueKeW~ Ùeefo efkeâmeer ØeMve kesâ keâF& Yeeie neW lees Gòej Skeâ ner leejlecÙe ceW efueKes peeSB~
KeC[-De (DeefleueIeg GòejerÙe ØeMve)
Note : Attempt all parts of Q. No. 1 in about 100 words each. Each question carries 4 marks.
ØeMve ›eâ. 1 kesâ meYeer YeeieeW kesâ Gòej ueieYeie 100 MeyoeW ceW oerefpeS~ ØelÙeskeâ ØeMve 4 DebkeâeW keâe nw~
1. (a) Labour Court
Je U;k;kf/kdj.k
(b) Cancellation of Registration Certificate of a Trade Union
VªsM ;wfu;u ds iathdj.k izek.k Ik= dk jn~n fd;k tkuk
(c) Political fund of Trade Union
VªsM ;wfu;u dk jktuSfrd dks’k
(d) Award
iapkV
(e) Factory
dkj[kkuk
(f) Scheme
;kstuk
(g) Total disablement
iw.kZ fu%”kDrrk
(h) Dependent
vkfJr
KeC[-ye (ueIeg GòejerÙe ØeMve)
Note : Attempt any two questions from the Section. Answer each question in about 300 words. Each question carries 8 marks.
Fme KeC[ mes efkeâvneR oes ØeMveeW kesâ Gòej oerefpeS~ ØelÙeskeâ ØeMve keâe Gòej ueieYeie 300 MeyoeW ceW oerefpeS~ ØelÙeskeâ ØeMve 8 DebkeâeW keâe nw~
2. What is the meaning of term “Social Security” and how far is it embodied in Indian Constitution?
^^lkekftd lqj{kk** in dk D;k vFkZ gS ,oa Hkkjrh; lafo/kku esa bl dgk¡ rd vaxhÑr fd;k x;k gS\
3. What are the employers liability for compensation under employees’ Compensation Act, 1923?
deZpkjh izfrdj vf/kfu;e] 1923 ds vUrxZr izfrdj gsrq fu;kstd ds D;k nkf;Ro gSa\
4. Write a short note on the Employees’ Provident Fund Scheme.
deZpkfj;ksa dh Hkfo’; fuf/k ;kstuk ij ,d laf{kIr fVIi.kh fyf[k,A
5. What do you understand by the term ‘Industries’ with reference to the Industrial Disputes Act, 1947? Explain with the help of
judicial decisions.
vkS|ksfxd fookn vf/kfu;e] 1947 ds lanHkZ esa ^m|ksx* “kCn ls vki D;k le>rs gSa\ U;kf;d fu.kZ;ksa dh lgk;rk ls O;k[;k dhft,A
KeC[-me (oerIe& GòejerÙe ØeMve)
Note : Attempt any two questions from the Section. Answer each question in about 600 words. Each question carries 16 marks.
Fme KeC[ mes efkeâvneR oes ØeMveeW kesâ Gòej oerefpeS~ ØelÙeskeâ ØeMve keâe Gòej ueieYeie 600 MeyoeW ceW oerefpeS~ ØelÙeskeâ ØeMve 16 DebkeâeW keâe nw~
6. Examine the role of I.L.O. (International Labour Organization) with respect to development of social security legislation to
general and in India particular.
lkekftd lqj{kk lEcU/kh dkuwuksa ds fodkl esa vUrjkZ’Vªh; Je laxBu dh lkekU; rFkk Hkkjr ds lkis{k fo”ks’k :Ik ls Hkwfedk dh foospuk dhft ,A
7. What is the procedure of registration of a Trade Union and under which circumstances a certificate of registration of a trade
union may be withdrawn or cancelled by the registrar?
VsªM ;wfu;u ds iathdj.k dh D;k izfØ;k gS rFkk fdu ifjfLFkfr;ksa esa VªsM ;wfu;u ds iathdj.k izek.k&i= dks jftLVªkj }kjk okil fy;k tk ldrk
gS ;k jn~n fd;k tk ldrk gS\
8. What do you mean by ‘Industrial Dispute’| Explain with the help of the definition given in the Industrial Disputes Act, 1947
and judicial decision.
^vkS|ksfxd fookn* ls vki D;k le>rs gSa\ vkS|ksfxd fookn vf/kfu;e] 1947 esa nh xbZ ifjHkk’kk vkSj U;kf;d fu.kZ;ksa dh lgk;rk ls le>kb,A
9. What do you understand by the ‘Social Justice’? Does it extend to cover the aims and objective of social security ? Discuss.
in lkekftd U;k; ls vki D;k le>rs gSa\ D;k ;g lkekftd lqj{kk ds y{;ksa ,oa earO;ksa dks lekfgr djrk gS\ O;k[;k dhft,A
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
Labor history is painful history
- Labor was considered a commodity. It was a matter of sale and
purchase. Earlier the laborers used to be slaves of the buyer. He
was exploited a lot.
- Paying low wages, harassing them on every issue, beating
them was a common thing, they were made to work day and
night. There was no limit to getting things done.
- Rest was not in their destiny as it was the era of slavery. There
was no arrangement for their health, education, houses etc. He
used to die as a slave.
- Before the implementation of the Zamindari Abolition and
Land System Act, there used to be big kings, princely states,
landlords. They owned every inch of land.
- The condition of the household, servants, and those working in
the fields was pitiable. They did not have their own farming.
They used to do all the work of the zamindars. In return, they
used to get nominal wages.
- They could not ask for anything as a matter of right! Cess was
collected from them in the guise of Pet Pirawan, Hathiyawan,
Bagawan etc. When the women of his house were pregnant,
milk, curd, ghee were taken from the people to keep their
health good.
- It was common to be taxed for bringing elephants. The
landlord used to get the garden planted without paying
anything with the hard work of Riya.
- Plowing, sowing, irrigation, threshing, transplanting of paddy,
tie of crops, these laborers used to do all the work. He was
looked down upon. Touching was prevalent. Balaam was the
practice of taking labor.
- No one could dare to refuse to work;
- If seen at the world level, the scope of colonialism was very
wide. Labor laws were either not there, if they were, they
mainly promoted the interests of the owners.
- The service conditions were harsh and the working conditions
were also bad. Workers were not paid wages in proportion to
their labour. The principle of 'hire and fire' was applicable.
- Industrial Revolution that came after the First World War gave
birth to a new labor philosophy. The employers and the
government understood the importance of the workers' labor
and recognized the value of their potential in production.
- The era of industrialization came, and laborers started
migrating from villages to cities in search of work. As a result,
the cost of labor went down.
- Employers and industrialists got the benefit of labor-surplus.
Wages were fixed at the individual level rather than at the
collective level. Hence there was a great disparity in the rates
of wages.
- Awareness came in the working class. He recognized the value
of his labor and time. He believed that the industrialist is
getting the maximum benefit of his hard work and sweat. The
payment to be made in lieu of it and in proportion to it is
negligible.
- The government was forced to improve the condition of the
workers. Compensation for death or disqualification due to
accidents, Timeliness of payment of wages, Right to form
unions, Rules of service conditions, Establishment of
machinery for settlement of industrial disputes, Strike,
Lockout, Forced leave, Health, Welfare, Welfare, Security,
Bonus, Gratuity Many Acts were passed and implemented for
1
Je bfrgkl nnZukd bfrgkl gS
& Je dks oLrq le>k tkrk FkkA og Ø;&foØ; dk fo’k; FkkA igys
Jfed Øsrk ds nkl gqvk djrs FksA mudk cgqr “kks’k.k gksrk FkkA
& de etnwjh nsuk ckr&ckr ij mUgsa izrkfM+r djuk ekjuk&ihVuk
vke ckr Fkh jkr fnu muls dke fy;k tkrkA dke djus&djkus dh
dksbZ lhek ugha FkhA
& foJke tSls muds ulhc esa Fkk gh ugha og nkl&izFkk dk ;qx FkkA
muds LokLF; f”k{kk] jgus ds edku vkfn dh dksbZ O;oLFkk ugha FkhA
nkl ds :Ik esa gh os ej tkrs FksA
& tehankjh mUewyu vkSj Hkwfe O;oLFkk vf/kfu;e ykxw gksus ds iwoZ cM+s
jktk] jtokM+s] tehankj gqvk djrs FksA bap&bap tehu ij mudk
LokfeRo FkkA
& ?kjsyw] ukSdjksa] [ksrksa esa dke djus okyksa dh n”kk cM+h gh n;uh; FkhA
mudh Lo;a dh viuh [ksrh&ckjh ugha FkhA os tehnkjksa dk lkjk dke
djrs FksA cnys esa mUgsa uke ek= dh etnwjh fey tkrh FkhA
& crkSj vf/kdkj ds os dqN ugha ekax ldrs Fks! isV fijkou] gfFk;kou]
ckxkoku vkfn dh vkM+ esa muls midj fy;k tkrk FkkA tc muds ?kj
dh efgyk,¡ xHkZorh gksrh Fkha rks mudh lsgr vPNh cuk;s j[kus ds
fy, nw/k] ngh] ?kh iztk ls fy;k tkrk FkkA
& gkFkh ykus ds fy, dj yxk;k tkuk vkeckr FkhA ckx rks tehankj
fcuk dqN fn;s gh fj;k;k ds ifjJe ls yxok ysrs FksA
& tqrkbZ] cksvkbZ] flapkbZ] eM+kbZ] /kku dh jksikbZ] Qlyksa dh VkbZ] lkjk
dke ;s Jfed gh djrs FksA mUgsa gs; n`f’V ls ns[kk tkrk FkkA
Nqvk&Nwr dk cksyckyk FkkA cyke Je ysus dh izFkk FkhA
& dke djus ls bUdkj djus dh tqjZr dksbZ ugha dj ikrk Fkk ;fn dksbZ
tqjZr djrk rks peM+h m/ksM+ yh tkrh FkhA
& fo”o Lrj ij ns[kk tk; rks mifuos”kokn dk nk;jk cM+k O;kid FkkA
Jfed fof/k;k¡ ;k rks Fkh gh ugha] ;fn Fkh rks os eq[; :Ik ls ekfydksa
ds fgrksa dk lEc)Zu djrh FkhA
& lsok “krsZa dBksj vkSj dk;Z dh n”kk,¡ Hkh [kjkc FkhA Jfedksa dks muds
Je ds vuqikr esa etnwjh ugha nh tkrh FkhA ^gk;j ,.M Qk;j* dk
fl)kUr ykxw FkkA
& dk;Z ds ?k.Vs vf/kd Fks] foJke ddhd vof/k deA lkIrkfgd NqV~Vh
Hkh ugha feyrh FkhA NksVh&NksVh xyrh ds fy, mUgsa izrkfM+r
viekfud rFkk “kkjhfjd ;kruk vkSj n.M vke ckr FkhA muds lkFk
i”kqor~ O;ogkj fd;k tkrk FkkA
& izFke fo”o;q) ds ckn vk;h vkS|ksfxd ØkfUr ds ,d u;s Je n”kZu
dks tUe fn;kA ekfydksa vkSj ljdkj us etnwjksa ds Je ds egRo dks
le>k vkSj mRiknu esa mudh {kerk ds ewY; dks igpkukA
& vkS|ksxhdj.k dk ;qx vk;k] vkSj xkaoksa ls dke dh [kkst esa etnwjksa dk
uxjksa dh vksj iyk;u gksus yxkA bldk ifj.kke ;g gqvk fd Je dh
dher de gksrh xbZA
& yscj&ljIyl dk ykHk fu;kstdksa] m|ksxifr;ksa dks feyk lkewfgd
ugha cfYd O;fDr Lrj ij etnwjh r; dj yh tkrh FkhA blfy,
etnwjh dh njksa esa cM+h fo’kerk FkhA
& Jfed oxZ esa tkx:drk vkbZA mUgksaus vius Je vkSj le; dh dher
igpkuhA mUgsa bl ckr dk eku gqvk fd muds xk<+s Je vkSj i”khus
dk vf/kdre ykHk rks m|ksxifr dks fey jgk gSA mlds cnys esa vkSj
mlds vuqikr esa fd;k tkus okyk Hkqxrku rks ux.; gSA
& ljdkj dks Jfedksa dh n”kk lq/kkjus ds fy;s ck/; gksuk iM+kA
nq?kVZukvksa ls gksus okyh ekSr ;k vugZrk ds fy, izfrdj] etnwjh
Hkqxrku dh le;c)rk] la?k cukus dk vf/kdkj] lsok “krksZa dh
fu;ekoyh vkS|ksfxd fooknksa ds fuiVkjs ds fy;s e”khujh xfBr djus]
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
equal pay for equal work, minimum wages, provident fund,
insurance etc.
Changing perspective of labor
- With the change of time, the views of industrialists and
governments changed. Labor was no longer a 'commodity' but
living life, Shaktipunj, Upadya was considered and industrial
production was considered as an important part as capital.
Now the collective contract has taken the place of individual
contract.
- Special arrangements were made for the delivery facilities to
the women.
Unorganized Sector, Agriculture, Domestic Industry Business
Service etc.
- After separating the mills, factories, corporations, companies
and big establishments, the rest of the sector is the unorganized
sector, especially the agriculture sector.
- In order to ensure minimum protection for the workers of the
unorganized sector, in 1999, under the chairmanship of Dr.
Ravindra Verma, the Government of India constituted the
Second Labor Commission, which submitted its report in
2002.
After attaining independence in India, the constitution was
framed with the concept of being a welfare state.
- In which provision was made regarding the employment of
men, women and youth, their dignity, welfare, health, safety
etc. keeping special attention on the interests of the workers.
- The provisions of Articles 19, 23, 24, 38, 39, 39 (A) and 51 are
conducive to the interests of the workers.
- Apart from this, the High Courts and the Supreme Court have
created a lot of background for the protection of the interests of
the workers and their welfare with their decisions and directed
the government to move forward in this direction and take
concrete steps.
- Due to this, the exploitation of laborers could be removed to a
great extent and the way to provide social justice and security
to them was also paved.
Labor policy in india
1. Promotion of Tripartite Negotiations
2. State intervention to help the weaker section workers
3. Priority for establishing peace in the industrial sector
4. Providing practical form to legislative provisions
5. To give recognition as protector of the interests of all sections
of the state, farmers, laborers, other toiling people and
common people.
6. To establish mutual partnership between the employers and the
employed so that the economic needs of all can be met.
7. Requirement of cooperation of working class for increase in
production.
8. Appropriate improvement and enhancement in the level of
workers in the industrial sector.
9. Correctly implementing the provisions of social security along
with increasing the level of fair wages on time.
10. Promotion of collective bargaining, mutual agreement and
voluntary arbitration.
Classification of Workers
1. Regular/Permanent
2. Temporary
3. Casual
1
gM+rky rkykcUnh] tcjh NqV~Vh] LokLF;] {kse] dY;k.k lqj{kk cksul]
xzSP;qVh] leku dk;Z ds fy, leku osru] U;wure etnwjh] Hkfo’;
fuf/k] chek vkfn ds fy;s vusd vf/kfu;e ikfjr vkSj ykxw fd;sA
Je dk ifjorZu’khy ifjizs{;
& le; ds cnyus ds lkFk m|ksxifr;ksa] ljdkjksa ds fopkj cnysA Je
dks vc ^deksfMVh* ugha fyfoax ykbQ] “kfDriqUt] miksn; le>k x;k
vkSj vkS|ksfxd mRiknu dks mruk gh egRoiw.kZ vax ekuk tkus yxk
ftruk fd iwath dksA vc OkS;fDrd lafonk dk LFkku lkewfgd lafonk
us xzg.k fd;kA
& efgykvksa dks izlwfr&izlqfo/kk ds fy;s fo”ks’k izca/k fd;k x;kA
vlaxfBr {ks=] Ñf"k] ?kjsyw m|ksx /kU/ks lsok vkfn
& feyksa] QSDVfj;ksa] fuxeksa] dEifu;ksa vkSj cM+s izfr’Bkuksa dks vyx dj
fn;s tkus ij “ks’k {ks= vlaxfBr {ks= gh gS [kkldj Ñf’k {ks=A
& vlaxfBr {ks= ds Jfedksa ds fy;s U;wure laj{k.k dks lqfuf”pr djus
ds mn~ns”; ls 1999 esa Mk0 jfoUnz oekZ dh v/;{krk esa Hkkjr ljdkj
Je ea=ky; }kjk f}rh; Je vk;ksx dk xBu fd;k ftlus viuh
fjiksVZ 2002 esa izLrqr dhA
Hkkjr o’kZ esa Lora=rk izkfIr ds i”pkr ,d dY;k.kdkjh jkT; gksus dh
vo/kkj.kk ds lkFk lafo/kku dk fuekZ.k fd;kA
& ftlesa Jfedksa ds fgrksa ij fo”ks’k /;ku j[krs gq, iq:’k efgyk rFkk
r:.kksa ds fu;kstu] mudh xfjek dY;k.k] LokLF;] lqj{kk vkfn ds
laca/k esa izko/kku fd;k x;kA
& vuqPNsn 19] 23] 24] 38] 39] 39¼d½ rFkk 51 ds micU/k Jfedksa ds
fgrksa ds iks’kd gSA
& blds vykok mPp U;k;ky;ksa rFkk mPpre U;k;ky;ksa us vius
vfHkfu”p;ksa ls Jfedksa ds fgrksa ds laj{k.k rFkk muds dY;k.k ds fy;s
cgqr gh i`’BHkwfe rS;kj dh vkSj ljdkj dks bl fn”kk esa vxzlj gksus
rFkk Bksl dne mBkus dk funsZ”k fn;kA
& blls Jfedksa dk “kks’k.k cgqr gn rd nwj fd;k tk ldk vkSj mUgsa
lkekftd U;k; vkSj lqj{kk iznku djus dk ekxZ Hkh izlLr gks x;kA
Hkkjr esa Je uhfr
1- f=i{kh; orkZvksa dks izksRlkgu
2- detksj oxZ ds Jfedksa dh lgk;rk ds fy;s jkT; dk gLrk{ksi
3- vkS|ksfxd {ks= esa “kkafr LFkkiuk dks izkFkfedrk
4- fo/kkf;uh izko/kkuksa dks O;ogkfjd Lo:i iznku djuk
5- jkT; ds lHkh oxksZ] fdlku] etnwj] vU; esgurd”k rFkk lkekU;
yksxksa ds fgrksa ds laj{kd ds :Ik esa ekU;rk iznku djukA
6- fu;kstdksa rFkk fu;ksftrksa ds chp ikjLifjd lgHkkfxrk LFkkfir
djuk rkfd lcdh vkfFkZd vko”;drkvksa dh iwfrZ dh tk ldsA
7- mRiknu esa vfHko`f) ds fy, Jfed oxZ ds lg;ksx dk visf{kr gksukA
8- vkS|ksfxd {ks= ds Jfedksa ds Lrj esa leqfpr lq/kkj ,oa vfHko`f)A
9- mfpr etnwjh ds Lrj dks le;kuqlkj c<+kus ds lkFk gh lkekftd
lqj{kk ds izko/kkuksa dks lgh <ax ls ykxw djukA
10- lkewfgd] lkSnsckth] ikjLifjd le>kSrs ,oa LoSfPNd iap fu.kZ dks
izksRlkguA
Jfedksa dk oxhDj.k
1- fu;fer@LFkk;h
2- vLFkk;h
3- vkdfLed
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
4. Badli Worker 4- cnyh deZdkj
5. Daily workers 5- nSfud deZdkj
6. Contract workers 6- Bhds ij dke djus okys
7. Domestic worker/servant or servant 7- ?kjsyw deZdkj@lsod ;k ukSdj
UNIT - 6
Workmen’s Compensation Act, 1923 ;wfuV 6
deZdkj eqvkotk vfèkfu;e] 1923
Definition - Dependant, Workman, Total disablement, Partial
disablement ifjHkk"kk & vkfJr] deZdkj] iw.kZ viaxrk] vkaf'kd viaxrk
Dependant - Dependant means any of the following relations of a vkfJr & vkfJr dk rkRi;Z fdlh e`r deZpkjh ds fuEufyf[kr lacaèkksa esa
deceased employee, namely. ls dksbZ Hkh gS] vFkkZRA
(A) A widow, a minor Legitimate or adopted Son ¼,½ ,d foèkok] ,d ukckfyx oSèk ;k nÙkd iq=
An Unmarried Legimate or adopted daughter or a widowed vfookfgr foèkk;d ;k nÙkd iq=h ;k foèkok eksgj
mohar
- A child ini the womb of the mother at the time of death is
& e`R;q ds le; ekrk ds xHkZ esa iyusokyk ckyd mldk vkfJr le>k
deemed his dependant tkrk gS
- After birth he may claim compensation, but if the claim is & tUe ds ckn og eqvkots dk nkok dj ldrk gS] ysfdu vxj nkok
make after 29 year, 29 lky ds ckn fd;k tkrk gS]
- On being Major. It is not acceptable. & estj gksus ijA ;g Lohdk;Z ugha gSA
(B) A Son or daughter, if wholly dependent on the earnings of the ¼ch½ ,d csVk ;k csVh] vxj mldh e`R;q ds le; deZpkjh dh dekbZ ij
employee at the time of his death who is attained the age of 18 iwjh rjg ls fuHkZj gS tks 18 o"kZ dh vk;q çkIr dj pqdk gSA
years. ¼lh½ ;fn deZpkjh dh e`R;q ds le; iwjh rjg ;k vkaf'kd :i ls mldh
(C) If wholly or in part dependent on the earnings of the employee
dekbZ ij fuHkZj gSA
at the time of his death.
(1) a widower, ¼1½ ,d foèkqj]
(2) a parent other than the widow mother, ¼2½ foèkok ekrk ds vykok ekrk&firk]
(3) a minor illegitmate son, an unmarried illegitmate ¼3½ ,d ukckfyx uktk;t csVk] ,d vfookfgr uktk;t csVh] ;k
daughter, or a daughter Legitimate or illegitmate or ,d csVh oSèk ;k uktk;t ;k xksn yh gqbZ vxj 'kknh'kqnk vkSj
adopted if married and minor or widowed and minor. ukckfyx ;k foèkok vkSj ukckfyxA
(4) a widowed daughter in Law. ¼4½ foèkok cgwA
(5) a minor brother or unmarried sister widowed sister or ¼5½ vo;Ld HkkbZ ;k vfookfgr cgu foèkok cgu ;k vo;LdA
minor. ¼6½ ,d iwoZe`r iq= dk ukckfyx cPpk
(6) a minor child of a Predeceased son
(7) a minor child of a Predecased daughter where no Parent of
¼7½ iwoZe`r iq=h dk vo;Ld cPpk] tgka cPps dk dksbZ ekrk&firk
the child is a live, or thfor ugha gS] ;k
(8) A Paternal Grand parent if the Parent of the workman is ¼8½ vxj dke djus okys ds ekrk&firk thfor ugha gSa rks
not alive. nknk&nknhA
The burden of Proving the age of the employee lies on the deZpkjh dh vk;q fl) djus dk Hkkj vfHk;kstd@fu;ksäk ij gksrk
Prosecutor / employer, if he fails to prove the age of Revision may gS] ;fn og iqujh{k.k dh vk;q fl) djus esa foQy jgrk gS rks mls
be accepted. Lohdkj fd;k tk ldrk gSA
Case law - Ram Chandra vs. State of U.P. 2002 dsl y‚ & jke paæ cuke ;wih jkT; 2002
Manus Gander vs. Ranga Swami 1953 ekuql xSaMj cuke jaxk Lokeh 1953
(Dependants of one class can claim compensation
Simultaneously dependants shall prove their
¼,d oxZ ds vkfJr eqvkots dk nkok dj ldrs gSa lkFk gh vkfJrksa
Dependancy) dks viuh fuHkZjrk lkfcr djuh gksxh½
The Responsibility of Legal representative of dead employer eqvkots ds Hkqxrku ds fy, e`r fu;ksäk ds dkuwuh çfrfufèk dh
to Pay Compensation is limited only to his estate. The Liability is ftEesnkjh dsoy mldh laifÙk rd gh lhfer gSA nkf;Ro fujis{k ugha gSA
not absolute. Waiver of compensation under agreement is Void. le>kSrs ds rgr eqvkots dh NwV 'kwU; gSA
Case Law - Smt. Nanak Chande Shadi Ram vs. Mahabir, AIR 1935 dsl y‚ & JherhA ukud pnas 'kknh jke cuke egkchj] vkdk'kok.kh 1935
Partial Disablement [Sec. 2(1)(g)] vkaf'kd fodykaxrk ¼èkkjk 2¼1½¼N½½
Where disablement is of temporary Nature, Such disablement tgka v{kerk vLFkk;h ç—fr dh gS] ,slh v{kerk fdlh deZpkjh dh
as reduces the earning capacity of an Employee is any dekbZ {kerk dks de djrh gS] dksbZ Hkh jkstxkj gS] ftlesa og nq?kZVuk ds
Employment, in which he was engaged at the time of accident
resulting in the disablement as reduces his earning capacity in every
le; yxk gqvk Fkk ftlds ifj.kkeLo:i fodykaxrk gks tkrh gS D;ksafd
employment which he was capable of Undertaking at that time. gj jkstxkj esa mldh dekbZ {kerk de gks tkrh gS ftls og djus esa l{ke
Permanent Sec. 2(1)(g) FkkA ml le;A
Disablement is two types LFkk;h èkkjk 2¼1½¼g½
Temporary Sec. 2(1)(I) fu%'kärk nks çdkj dh gksrh gS
vLFkk;h èkkjk 2¼1½¼I½
1
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
Both depends on the reduction of earning capacity
Which matter should be taken into account by the Court while
deciding the question of Permanent partial disablement.
Ex. Whether any person can work, when two of his fingers are
chopped of loss the vision of one eye in enough.
Case : Laption (India) Ltd. vs. G.C. Mandal (1982)
Total Disablement :
Means such disablement, whether of temporary or Permanent
nature as incapacitates employee for all work which he was
capable of performing at the time of accident resulting in such
disablement4
Total disablement may be of two kinds :
1. Temporary total disablement
2. Permanent total disablement
- The employee may get relief from the temporary total
disablement after sometime.
- It is for few days that the employee fall pray of such
disablement.
- But the permanent total disablement incapacitates him fully. It
reduces the total earning capacity.
Cas law : Pratap Narayan Singh vs. jShri Mukesh and Other, AIR
1976
Employer’s Liability for Compensation (Sec. 3)
- This Section limits the Liability and makes it clear that the
Liability is within the provisions of the Act.
- The Liability of the employer shall be subject to the following
conditions :
1. Personal injury caused to the employee.
2. The injury is the result of an accident.
3. The accident took place out of and in the course of
employment
4. Consequence of injury.
(I) By way of death of the employee
(ii) Incapacitates the employee and he is disabled there by
partially or totally for more than 3 days.
The following things and facts should be proved in a very clear
manner in order to make the employer liable.
The Industrial Disputes Act, 1947
There can be no growth of Industrial Structure unless the
Employers and the workers realize the special significance of their
relations and responsibilities Laid upon each other.
The Constitution of India enjoins the promotion of human
conditions of works and secures to all workers full enjoyment of
Leisure and Social and Cultural measures for worker’s welfare and
five years plans also places particular emphasis on this object.
Before the first world war mainly before the year 1914 to 1918.
We did not have adequate Legislation for the Purpose of
demarcating proper lines between the employer and employee for
regulating the relations between them :
- Employers and workmen’s Act 1860
Which aimed at the Settlement of disputes between the
employers and workmen.
- In the year 1924 a bill was drafted and circulated which
culminated into the Trade Disputes Act 1929
- 1934 Consequently another amending Act the aforesaid act
1
nksuksa dekbZ {kerk esa deh ij fuHkZj djrs gSa
LFkk;h vkaf'kd v{kerk ds ç'u dk fu.kZ; djrs le; U;k;ky; }kjk
fdl ekeys dks è;ku esa j[kk tkuk pkfg,\
mnkgj.k & D;k dksbZ O;fä dke dj ldrk gS] tc mldh nks maxfy;ka
dV tkrh gSa rks mldh ,d vka[k dh jks'kuh dkQh de gks tkrh gSA
ekeyk % ySI'ku ¼bafM;k½ fyfeVsM cuke th-lh- eaMy ¼1982½
dqy fodykaxrk %
& bldk eryc ,slh fodykaxrk] pkgs vLFkk;h ;k LFkk;h ç—fr dh
gks] tks deZpkjh dks mu lHkh dk;ksZa ds fy, v{ke djrh gS] ftUgsa og
nq?kZVuk ds le; çn'kZu djus esa l{ke Fkk] ftlds ifj.kkeLo:i
,slh fodykaxrk gks xbZ FkhA
dqy v{kerk nks çdkj dh gks ldrh gS %
1- vLFkk;h dqy fodykaxrk
2- LFkk;h iw.kZ fodykaxrk
& deZpkjh dks dqN le; ckn vLFkk;h dqy fodykaxrk ls jkgr fey
ldrh gSA
& ;g dqN fnuksa ds fy, gksrk gS fd deZpkjh ,slh v{kerk dk f'kdkj
gksrk gSA
& ysfdu LFkk;h iw.kZ fodykaxrk mls iwjh rjg ls v{ke dj nsrh gSA
;g dqy dekbZ {kerk dks de djrk gSA
dSl y‚ % çrki ukjk;.k flag cuke Jh eqds'k vkSj vU;] ,vkbZvkj 1976
eqvkots ds fy, fu;ksäk dh ns;rk ¼èkkjk 3½
& ;g èkkjk nkf;Ro dks lhfer djrh gS vkSj ;g Li"V djrh gS fd
nkf;Ro vfèkfu;e ds çkoèkkuksa ds Hkhrj gSA
& fu;ksäk dk nkf;Ro fuEufyf[kr 'krksZa ds vèkhu gksxk:
1- deZpkjh dks gqbZ O;fäxr pksVA
2- pksV nq?kZVuk dk ifj.kke gSA
3- nq?kZVuk jkstxkj ls ckgj vkSj dke ds nkSjku gqbZ
4- pksV dk ifj.kkeA
¼I½ deZpkjh dh e`R;q ds ekè;e ls
¼ii½ deZpkjh dks v{ke djrk gS vkSj og vkaf'kd :i ls ;k iw.kZ
:i ls 3 fnuksa ls vfèkd le; rd v{ke jgrk gSA
fu;ksäk dks mÙkjnk;h cukus ds fy, fuEufyf[kr ckrksa vkSj rF;ksa
dks cgqr Li"V rjhds ls fl) fd;k tkuk pkfg,A
vkS|ksfxd fookn vfèkfu;e] 1947
vkS|ksfxd <k¡ps dk fodkl rc rd ugha gks ldrk tc rd fd
fu;ksäk vkSj Jfed ,d nwljs ij Fkksis x, vius lacaèkksa vkSj mÙkjnkf;Roksa
ds fo'ks"k egRo dks eglwl ugha djrsA
Hkkjr dk lafoèkku dke dh ekuoh; ifjfLFkfr;ksa dks c<+kok nsrk gS
vkSj Jfedksa ds dY;k.k ds fy, lHkh Jfedksa dks vkjke vkSj lkekftd
vkSj lkaL—frd mik;ksa dk iw.kZ vkuan çnku djrk gS vkSj iapo"kÊ;
;kstuk,¡ Hkh bl mís'; ij fo'ks"k tksj nsrh gSaA
çFke foÜo ;q) ls igys eq[; :i ls o"kZ 1914 ls 1918 rdA gekjs
ikl fu;ksäk vkSj deZpkjh ds chp lacaèkksa dks fofu;fer djus ds fy,
mfpr js[kkvksa ds lhekadu ds mís'; ls i;kZIr foèkku ugha Fkk %
& fu;ksäk vkSj dkexkj vfèkfu;e 1860
ftldk mís'; fu;ksäkvksa vkSj Jfedksa ds chp fooknksa dk fuiVkjk
djuk FkkA
& o"kZ 1924 esa ,d foèks;d dk elkSnk rS;kj fd;k x;k vkSj ifjpkfyr
fd;k x;k] tks O;kikj fookn vfèkfu;e 1929 esa lekIr gqvk
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
made permanent and also amended it by the Royal
Commission on Labour.
- As Recommended by the Royal Commission in the year of
1938 an another Trade Disputes (Amendment) Act 1938 was
passed which provided for the appointment of Conciliation
officers.
Definition of Industry [Sec. 2(a)]
Industry means any Business, trade, Commerce, business,
undertaking, manufacturing or calling of the employer and it
includes any calling, service, employment, handicraft or
industry.
This definition may be divided into two parts.
Employer
Workmen
The terms used in the definition are not defined in the Act, it is
difficult to understand their meaning.
Case - State of Bombay vs. Hospital Mzadoor Sabha, AIR 1960.
SC
That is any activity provides the Substantial Services in a
Systematic way by production and distribution of goods,
Commodities, then such activity will come under the ambit of
definition of Industry.
Case - Likewise in Madras Gymkhana Club Employees Union vs.
Gymkhana Management, AIR 1968
held that the industry must be related with economic activity.
There must be equal arrangement of employer’s Capital and
Workman’s Labour as these factors are essential for Running
an Industry.
Bangalore Water Supply Case
Bangalore Water Supply vs. Rajappa, AIR 1978
Justice Krishna - Triple Test
(i) There is organized activity.
(ii) The activity is organized by co-operation between
Employer and employees.
(iii) It is for the production and distribution of goods to satisfy
human needs (wants) and wishes (but not merely Spiritual or
religious)
It was propounded in this case / decision.
(a) Profit motive or gainful objective is irrelevant, not
important
(b) Religious or Spiritual Services fall out of the definition.
(c) Sovereign acts / activities are not Industry, Small Labs are
not included in the definition.
Amended definition of Industry :
Industry means any systematic activity carried on by co-
operation between an Employer and his workmen (whether
such workmen are employed by such employer directly or by
or through any agency, including contractor) for the
production, supply or distribution of goods or services, with a
view to satisfy human wants or wishes (not being wants or
wishes which are merely spiritual or Religious in nature.
Where or not.
(1) any Capital has been invested for the purpose of carry an such
activity, or
(2) Such activity is carried on with the motive to make gain or
profit.
1
& 1934 ds ifj.kkeLo:i ,d vkSj la'kksèku vfèkfu;e iwokZsä
vfèkfu;e dks LFkk;h cuk fn;k x;k vkSj j‚;y deh'ku v‚u yscj
}kjk blesa la'kksèku Hkh fd;k x;kA
& tSlk fd 1938 ds o"kZ esa j‚;y deh'ku }kjk vuq'kaflr ,d vU;
O;kikj fookn ¼la'kksèku½ vfèkfu;e 1938 ikfjr fd;k x;k Fkk tks
lqyg vfèkdkfj;ksa dh fu;qfä ds fy, çnku fd;k x;k FkkA
m|ksx dh ifjHkk"kk ¼èkkjk 2¼d½½
m|ksx dk vFkZ gS dksbZ O;olk;] O;kikj] okf.kT;] O;olk;] miØe]
fuekZ.k ;k fu;ksäk dk O;olk; vkSj blesa dksbZ O;olk;] lsok] jkstxkj]
gLrdyk ;k m|ksx 'kkfey gSA
bl ifjHkk"kk dks nks Hkkxksa esa foHkkftr fd;k tk ldrk gSA
fu;ksäk
deZdkj
ifjHkk"kk esa ç;qä 'kCn vfèkfu;e esa ifjHkkf"kr ugha gSa] muds vFkZ dks
le>uk dfBu gSA
dsl & c‚Ecs jkT; cuke vLirky etknwj lHkk] ,vkbZvkj 1960- ,llh
vFkkZr dksbZ Hkh xfrfofèk oLrqvksa] oLrqvksa ds mRiknu vkSj forj.k
}kjk O;ofLFkr rjhds ls i;kZIr lsok,a çnku djrh gS] rks ,slh
xfrfofèk m|ksx dh ifjHkk"kk ds nk;js esa vk,xhA
dsl & blh rjg eækl fte[kkuk Dyc deZpkjh la?k cuke fte[kkuk
çcaèku] ,vkbZvkj 1968 esa
;g ekuk tkrk gS fd m|ksx dks vkfFkZd xfrfofèk ls lacafèkr gksuk pkfg,A
fu;ksäk dh iwath vkSj Jfed ds Je dh leku O;oLFkk gksuh pkfg,
D;ksafd ;s dkjd m|ksx pykus ds fy, vko';d gSaA
cSaxyksj ty vkiwfrZ ekeyk
cSaxyksj ty vkiwfrZ cuke jktIik] ,vkbZvkj 1978
tfLVl —".kk & fVªiy VsLV
¼i½ laxfBr xfrfofèk gSA
¼ii½ xfrfofèk fu;ksäk vkSj deZpkfj;ksa ds chp lg;ksx }kjk
vk;ksftr dh tkrh gSA
¼iii½ ;g ekuoh; t:jrksa ¼bPNkvksa½ vkSj bPNkvksa dks iwjk djus ds
fy, oLrqvksa ds mRiknu vkSj forj.k ds fy, gS ¼ysfdu dsoy
vkè;kfRed ;k èkkfeZd ugha½
;g bl ekeys@fu.kZ; esa çfrikfnr fd;k x;k FkkA
¼,½ ykHk dk edln ;k ykHkdkjh mís'; vçklafxd gS] egRoiw.kZ
ugha gS
¼ch½ èkkfeZd ;k vkè;kfRed lsok,a ifjHkk"kk ls ckgj gks tkrh gSaA
¼lh½ laçHkq dk;Z@xfrfofèk;ka m|ksx ugha gSa] ifjHkk"kk esa y?kq
ç;ksx'kkyk,a 'kkfey ugha gSaA
m|ksx dh la'kksfèkr ifjHkk"kk %
m|ksx dk vFkZ gS] eky ;k lsokvksa ds mRiknu] vkiwfrZ ;k forj.k ds
fy, ,d fu;ksäk vkSj mlds dkexkjksa ¼pkgs ,sls dkexkjksa dks ,sls
fu;ksäk }kjk lhèks ;k Bsdsnkj lfgr fdlh ,tsalh }kjk ;k mlds
ekè;e ls fu;ksftr fd;k x;k gks½ ds chp lg;ksx ls dh xbZ dksbZ
Hkh O;ofLFkr xfrfofèk ekuoh; pkgrksa ;k bPNkvksa dks iwjk djus ds
fy, ,d –f"Vdks.k ¼pkgrsa ;k bPNk,a ugha gSa tks ç—fr esa dsoy
vkè;kfRed ;k èkkfeZd gSaA dgka ;k ughaA
¼1½ ,slh xfrfofèk djus ds mís'; ls fdlh Hkh iwath dk fuos'k fd;k x;k
gS] ;k
¼2½ bl rjg dh xfrfofèk ykHk ;k ykHk dekus ds edln ls dh tkrh
gSA
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
And Included
(1) any activity of the Dock Labour Board established under
Section 5A of the Dock Workers Regulation of Employment
Act 1948.
(2) Any activity relating to the promotion of sales or business or
both carried on by an Establishment.
But does not include -
(1) any agriculture operation except where such Agriculture
operation is carried on in an integrated manner with any
activity anc such activity is predominant one.
(2) Hospital or dispensaries
(3) Educational, Scientific, research Training institutions.
(4) Khadi or village industries.
(5) Any activity of Govt. related to the Sovereign function,
defence, research, atomic energy and space.
(6) any domestic service.
(7) any activity being a Profession no. of the employed persons
Less than ten.
vkSj 'kkfey gS
¼1½ M‚d odZlZ jsxqys'ku v‚Q ,EIy‚;esaV ,DV 1948 dh èkkjk 5, ds rgr
LFkkfir M‚d yscj cksMZ dh dksbZ Hkh xfrfofèkA
¼2½ fdlh çfr"Bku }kjk dh tkus okyh fcØh ;k O;olk; ;k nksuksa dks
c<+kok nsus ls lacafèkr dksbZ Hkh xfrfofèkA
ysfdu 'kkfey ugha gS &
¼1½ fdlh Hkh —f"k dk;Z dks NksM+dj tgka bl rjg ds —f"k lapkyu dks
fdlh Hkh xfrfofèk ds lkFk ,dh—r rjhds ls fd;k tkrk gS vkSj ,slh
xfrfofèk çeq[k gSA
¼2½ vLirky ;k vkS"kèkky;
¼3½ 'kSf{kd] oSKkfud] vuqlaèkku çf'k{k.k laLFkkuA
¼4½ [kknh ;k xzkeks|ksxA
¼5½ ljdkj dh dksbZ Hkh xfrfofèkA lkoZHkkSe dk;Z] j{kk] vuqlaèkku] ijek.kq
ÅtkZ vkSj varfj{k ls lacafèkrA
¼6½ dksbZ Hkh ?kjsyw lsokA
¼7½ dksbZ Hkh xfrfofèk ,d is'kk la[;k gSA fu;ksftr O;fä;ksa dh la[;k
nl ls deA

1
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
Industrial Dispute : Section 2 (k)
Industrial dispute means any dispute or difference between
Employees and Employers
Employers and Workman
Workman and Workman
Which is connected with the employment or Non-
employment or the condition of Service of Labour.
Non-employment includes-Suspension, Lay off
retrenchment and dismissal of workman.
Public Unity Service - Section 2(n) Public utility Service.
(1) Railway Service, Transport Service, Postal, Telegraph or
telephone Supplies power, Light or water to the public
What machineries does not Industrial Disputes Act, 1947
provide for the Settlement of Industrial Dipsutes
Conciliation Machinery
Working Committee - In this Committee the equal Number of
Representative are elected/selected from the side of
Employers and workmen.
But in case the number should exceed twenty.
The duty of this Committee is to promote measures for the
amity and good relations between the parties.
Conciliation Officer :
Conciliation officer are appointed by the appropriate
Governments (by the State or Central Government as the
case may be)
It is necessary that the parties related to the Dispute must sit
together and discuss the matter in an amicable Atmosphere.
Conciliation Board (Section 5) :
This is also constituted by the appropriate Government for
the settlement of industrial disputes through mutual
Agreement the parties to the dispute sit together and try to
reach at a meeting point acceptable to them.
The chairman of the Board is an in debendent person.
Adjudication Machinery :
1. Labour Court - appropriate Government under Section 7
2. Industrial Tribunal - Section 7(a)
3. National Industrial Tribunal - Section 7(b)
4. Court of Inquiry - Section 6
5. Arbitration Machinery - Section 10(1)
Powers and Duties of the Conciliation Board (Section 13)
- Some of the powers of the Civil Court are vested in the
Board.
- Report of Settlement within the period of 60 days.
This period of two month may be extended but with the
consent of both the parties.
This Board has power of.
1- Enforcing the attendance of any person and examining
him on oath.
2- Compelling the production of documents and material
object.
3- Issuing commission for the examination of witnesses.
4- Such other matters as may be prescribed.
Labour Court
Presiding officer of Labour Court.
1. The person should be, or must have been, a Judge of High
Court
1
vkS|ksfxd fookn % èkkjk 2 ¼ds½
vkS|ksfxd fookn dk vFkZ gS dksbZ fookn ;k erHksn
deZpkjh vkSj fu;ksäk
fu;ksäk vkSj dk;ZdrkZ
deZdkj vkSj deZdkj
tks jkstxkj ;k xSj&jkstxkj ;k Je dh lsok dh fLFkfr ls tqM+k gSA
xSj&jkstxkj esa 'kkfey gSa&fuyacu] NaVuh vkSj dkexkj dh
c[kkZLrxhA
lkoZtfud ,drk lsok & èkkjk 2 ¼,u½ lkoZtfud mi;ksfxrk lsokA
¼1½ jsyos lsok] ifjogu lsok] Mkd] VsyhxzkQ ;k VsyhQksu turk dks
fctyh] çdk'k ;k ikuh dh vkiwfrZ djrk gS
vkS|ksfxd fooknksa ds fuiVkjs ds fy, vkS|ksfxd fookn vfèkfu;e]
1947 esa dkSu&lh e'khujh dk çkoèkku ugha gS
lqyg e'khujh
dk;Zlfefr & bl lfefr esa fu;ksäkvksa vkSj dkexkjksa dh vksj ls leku
la[;k esa çfrfufèk fuokZfpr@p;fur gksrs gSaA
ysfdu ekeys esa la[;k chl ls vfèkd gksuh pkfg,A
bl lfefr dk drZO; fe=rk vkSj ikfVZ;ksa ds chp vPNs lacaèkksa ds
mik;ksa dks c<+kok nsuk gSA
lqyg vfèkdkjh %
lqyg vfèkdkjh mi;qä ljdkjksa }kjk fu;qä fd, tkrs gSa ¼tSlk Hkh
ekeyk gks jkT; ;k dsaæ ljdkj }kjk½
;g vko';d gS fd fookn ls lacafèkr i{k ,d lkFk cSBsa vkSj lkSgknZiw.kZ
okrkoj.k esa ekeys ij ppkZ djsaA
lqyg cksMZ ¼èkkjk 5½ %
;g vkilh le>kSrs ds ekè;e ls vkS|ksfxd fooknksa ds fuiVkjs ds fy,
mi;qä ljdkj }kjk Hkh xfBr fd;k tkrk gS] fookn ds i{k ,d lkFk
cSBrs gSa vkSj mUgsa Lohdk;Z cSBd fcanq ij igqapus dk ç;kl djrs gSaA
cksMZ dk vè;{k vkfJr O;fä gksrk gSA
U;kf;d ra= %
1- Je U;k;ky; & èkkjk 7 ds vèkhu leqfpr ljdkj
2- vkS|ksfxd U;k;kfèkdj.k & èkkjk 7¼,½
3- jk"Vªh; vkS|ksfxd U;k;kfèkdj.k & èkkjk 7¼ch½
4- dksVZ v‚Q bUDok;jh & èkkjk 6
5- eè;LFkrk e'khujh & èkkjk 10¼1½
lqyg cksMZ dh 'kfä;ka vkSj drZO; ¼èkkjk 13½
& flfoy dksVZ dh dqN 'kfä;k¡ cksMZ esa fufgr gSaA
& 60 fnuksa dh vofèk ds Hkhrj fuiVku dh fjiksVZA
nks eghus dh ;g vofèk c<+kbZ tk ldrh gS ysfdu nksuksa i{kksa dh
lgefr lsA
bl cksMZ dh 'kfä gSA
1& fdlh O;fä dh gkft+jh t+cjnLrh djuk vkSj 'kiFk ij mldh
ijh{kk ysukA
2& nLrkostksa vkSj HkkSfrd oLrq ds mRiknu ds fy, etcwj djukA
3& lkf{k;ksa ds ijh{k.k ds fy, deh'ku tkjh djukA
4& ,sls vU; ekeys tks fuèkkZfjr fd, tk ldrs gSaA
Je U;k;ky;
Je U;k;ky; ds ihBklhu vfèkdkjhA
1- O;fä dks mPp U;k;ky; dk U;k;kèkh'k gksuk pkfg, ;k gksuk pkfg,
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
2. D.J. & ADJ for period not less than 3 years
3. Any Judicial office in India for not less than 5 years.
In addition to these the Labour Court may also use the
following powers -
1. Right to appoint two assessors to aid and advise.
2. To be treated as Public Servant under Section 21, IPC
3. Right to Award Costs of an incidental to
National Tribunal Presiding officer :
1. he is or has been Judge of H.C.
2. he has attained the age of 65
The Scope and Jurisdiction of National Tribunal is very wide
and it depends on the order and Reference of Industrial Disputes.
Power of National Tribunal
National Tribunal can exercise all these powers which are
vested in the civil Court under C.P.C. 1908 as compelling the
attendance of witnesses and examination them.
Award - Section 2(b)
Means an interim or final determination of any Industrial
dispute by any Labourt Court, Tribunal or National Tribunal
includes an arbitration award made under Section 10(A)
Publication of an Award
The award must be in writing and signed by the presiding
officer. It should be published by the appropriate Govt. with in 30
day of its submission and Receipt.
Definition of Strike (Section 2(q))
As a cessation of work by a body of person employed in any
industry acting in combination or a concerted refusal, or a refusal
under a common understanding, of any number of persons who
are or have been so employed to continue to work or to accept
employment.
The definition makes it very clear that the main element of
strike is collective behaviour, consulation concerted effort and
common understanding. It is immaterial, how many persons
participate into the strike and how is it made.
Essential Elements of Strike
1. The existence of any industrial establishment
2. The refusal to work or accept the employment by a Section of
the workmen
3. To mount pressure on the employer to accede to their demand
raised by them.
It may be noted that the strike is a useful weapon in the hands
of the workman to compel the employer to accept their demands.
No person shall go on strike in public utility service.
1. A Notice of strike, within 6 weeks before striking.
2. Without 14 days of giving such Notice.
Strike [Section 2(q)]
1. In Strike, the work is stopped in an industry by a Section of
workman in Common Understanding.
2. Strike is a very powerful weapon in the hands of the
workmen to compel the employer to concede to their
demand.
3. In case of strike, the workmen Refuse to work.
Lock-out
1. In Lock-out, the employer closes the place of employment.
1
2- Mh-ts- vkSj ,Mhts 3 o"kZ ls de vofèk ds fy, ugha
3- Hkkjr esa de ls de 5 o"kZ ds fy, dksbZ Hkh U;kf;d dk;kZy;A
buds vfrfjä Je U;k;ky; fuEufyf[kr 'kfä;ksa dk Hkh ç;ksx dj
ldrk gS &
1- lgk;rk vkSj lykg ds fy, nks ewY;kadudrkZ fu;qä djus dk
vfèkdkjA
2- vkbZihlh dh èkkjk 21 ds rgr yksd lsod ds :i esa ekuk tkuk
3- ,d vkdfLed dh iqjLdkj ykxr dk vfèkdkj
jk"Vªh; U;k;kfèkdj.k ihBklhu vfèkdkjh %
1- og ,p-lh- dk U;k;kèkh'k gS ;k jg pqdk gSA
2- mlus 65 o"kZ dh vk;q çkIr dj yh gS
jk"Vªh; U;k;kfèkdj.k dk nk;jk vkSj {ks=kfèkdkj cgqr O;kid gS vkSj
;g vkS|ksfxd fooknksa ds vkns'k vkSj lanHkZ ij fuHkZj djrk gSA
jk"Vªh; U;k;kfèkdj.k dh 'kfä
us'kuy fVªC;wuy bu lHkh 'kfä;ksa dk ç;ksx dj ldrk gS tks C-P-C ds
rgr flfoy dksVZ esa fufgr gSaA 1908 xokgksa dh mifLFkfr vkSj mudh
tkap ds fy, etcwj djus ds :i esaA
iqjLdkj & èkkjk 2¼ch½
bldk eryc fdlh Hkh Je U;k;ky;] fVªC;wuy ;k us'kuy fVªC;wuy
}kjk fdlh Hkh vkS|ksfxd fookn dk varfje ;k vafre fuèkkZj.k èkkjk 10
¼,½ ds rgr fd, x, eè;LFkrk iqjLdkj esa 'kkfey gSA
,d iqjLdkj dk çdk'ku
iqjLdkj fyf[kr :i esa gksuk pkfg, vkSj ihBklhu vfèkdkjh }kjk
gLrk{kfjr gksuk pkfg,A bls mi;qä ljdkj }kjk çdkf'kr fd;k
tkuk pkfg,A blds tek djus vkSj çkIr djus ds 30 fnuksa ds HkhrjA
gM+rky dh ifjHkk"kk ¼èkkjk 2¼D;w½½
fdlh Hkh m|ksx esa fu;ksftr O;fä;ksa ds ,d lewg }kjk dk;Z dh lekfIr
ds :i esa dk;Z djuk tkjh j[kus ;k jkstxkj Lohdkj djus ds fy,
fdlh Hkh la[;k esa dk;Zjr O;fä;ksa ds la;kstu ;k ,d Bksl budkj]
;k ,d lkekU; le> ds rgr ,d budkj ds :i esa -
ifjHkk"kk ;g cgqr Li"V djrh gS fd gM+rky dk eq[; rRo lkewfgd
O;ogkj] ijke'kZ Bksl ç;kl vkSj lkekU; le> gSA ;g egRoghu gS
fd fdrus yksx gM+rky esa Hkkx ysrs gSa vkSj bls dSls cuk;k tkrk gSA
gM+rky ds vko';d rRo
1- fdlh vkS|ksfxd çfr"Bku dk vfLrRo
2- dkexkjksa ds ,d oxZ }kjk dke djus ;k jkstxkj Lohdkj djus ls
badkj djuk
3- fu;ksäk ij muds }kjk mBkbZ xbZ ekax dks ekuus ds fy, ncko
cukukA
;g è;ku fn;k tk ldrk gS fd fu;ksäk dks mudh ekaxksa dks Lohdkj
djus ds fy, etcwj djus ds fy, gM+rky deZpkjh ds gkFk esa ,d
mi;ksxh gfFk;kj gSA
tuksi;ksxh lsok esa dksbZ Hkh O;fä gM+rky ij ugha tk,xkA
1- gM+rky ls igys 6 lIrkg ds Hkhrj gM+rky dh lwpukA
2- ,slh lwpuk fn, fcuk 14 fnuA
gM+rky ¼èkkjk 2¼D;w½½
1- gM+rky esa] ,d m|ksx esa dkexkjksa ds ,d oxZ }kjk lkekU; le> esa
dke can dj fn;k tkrk gSA
2- gM+rky etnwjksa ds gkFkksa esa ,d cgqr 'kfä'kkyh gfFk;kj gS tks
fu;ksäk dks mudh ekax ekuus ds fy, etcwj djrk gSA
3- gM+rky dh fLFkfr esa dkexkj dke djus ls euk dj nsrs gSaA
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
2. Lock-out is the weapon in the hands of the employer to
discourage and check the strike.
3. In Lock-out the employer refuses to give employment to the
workman.
Definition Lock-out :
Lock-out means the temporary closing of the place of
employment or the suspension of work, or the refusal by an
employer to continue to employ and number of person
employed by him.
Lock-out is such a weapon in the hands of management or the
employer, by which the workmen are compelled to work
under the conditions of employement and to accept the
direction of the employer.
Essential elements of Lock-out
1. Temporary or Permanently closing the place work or just
giving employment.
2. Such method is adopted to put pressure on the workmen.
3. Lock-out made to industrial dispute.
Strike & Lock-out are the Fundamental rights granted by
Constitution
The Freedom of strike and lock-out does not figure in the 6
fundamental rights guaranteed by Article 19 of the
Constitution.
Case Law : Kameshwar Singh vs. State of Bihar, AIR 1962
A.K. Gosh vs. E.R. Joseph, AIR 1970
Supreme Court has made it very clear that the Right of Strike
is not a fundamental right and puting Restriction on its is not
unconstitutional.
However right of strike by the workmen may be exercise in
accordance with provision contained in Section 22 and 23 of
the Industrial Disputes Act, 1947.
2. State Bridge Corporation Joint Workmen’s Union Vs. U.P.
Bridge Corporation, 2000
There is no provision Regarding the termination of
relationship of employer and Employee and deeming the
period of strike as Unauthorized absence.
Definition nof Lay-off (Section 2KKK)
A Lay-off means the failure, refusal or inability of an
employer on Account of.
1. Shortage of Coal, power, or raw materials or the
accumulation of stocks or
2. Break-down of machinery.
3. For any other reason to give employment to a workman.
- During such period the relationship between the employer
and workmen is only suspended an not terminated.
- The employer shall be deemed Laid-off for that day on which
he presents himself for work but does not get the work to do
even after waiting for 2 hours or so provided his name is
borne on the muster roll
Right to get compensation in case of Lay-off (Section 25( c))
The employer shall give compensation at the rate of or equal
to 50% of Basic wages.
No shall be paid in the following conditions :
- If workman does not present himself.
- but does not wait at past for a period of 2 hours.
- he is casual or Badali Workmen.
1
rkyk&vkmV
1- rkykcanh esa fu;ksäk jkstxkj ds LFkku dks can dj nsrk gSA
2- rkykcanh fu;kstd ds gkFkksa esa gMrky dks grksRlkfgr djus vkSj jksdus
dk gfFk;kj gSA
3- rkykcanh esa fu;ksäk dkexkj dks jkstxkj nsus ls euk dj nsrk gSA
ifjHkk"kk rkykcanh %
rkykcanh dk vFkZ gS jkstxkj ds LFkku dk vLFkk;h :i ls can gksuk ;k
dke dk fuyacu] ;k fdlh fu;ksäk }kjk jkstxkj tkjh j[kus ls badkj
djuk vkSj mlds }kjk fu;ksftr O;fä;ksa dh la[;kA
rkykcanh çcaèku ;k fu;ksäk ds gkFk esa ,d ,slk gfFk;kj gS] ftlds
}kjk dkexkjksa dks jkstxkj dh 'krksZa ds rgr dke djus vkSj fu;ksäk
ds funZs'k dks ekuus ds fy, etcwj fd;k tkrk gSA
rkykcanh ds vko';d rRo
1- vLFkk;h ;k LFkk;h :i ls txg dk dke can djuk ;k flQZ jkstxkj
nsukA
2- bl rjg dk rjhdk dke djus okyksa ij ncko cukus ds fy, viuk;k
tkrk gSA
3- vkS|ksfxd fookn ds dkj.k rkykcanhA
gM+rky vkSj rkykcanh lafoèkku }kjk çnÙk ekSfyd vfèkdkj gSa
gM+rky vkSj rkykcanh dh Lora=rk lafoèkku ds vuqPNsn 19 }kjk
xkjaVh—r 6 ekSfyd vfèkdkjksa esa 'kkfey ugha gSA
dsl y‚: dkesÜoj flag cuke fcgkj jkT;] ,vkbZvkj 1962
,-ds- xks'k cuke bZvkj tkslsQ] ,vkbZvkj 1970
lokZsPp U;k;ky; us ;g Li"V dj fn;k gS fd gM+rky dk vfèkdkj
ekSfyd vfèkdkj ugha gS vkSj bl ij çfrcaèk yxkuk vlaoSèkkfud ugha
gSA
gkyk¡fd vkS|ksfxd fookn vfèkfu;e] 1947 dh èkkjk 22 vkSj 23 esa
fufgr çkoèkku ds vuqlkj dkexkjksa }kjk gM+rky ds vfèkdkj dk
ç;ksx fd;k tk ldrk gSA
2- jkT; lsrq fuxe la;qä deZdkj la?k cuke- ;wihA fczt d‚ikZsjs'ku]
2000
fu;ksäk vkSj deZpkjh ds lacaèk dks lekIr djus vkSj gM+rky dh
vofèk dks vufèk—r vuqifLFkfr ekuus ds lacaèk esa dksbZ çkoèkku ugha
gSA
dkecanh dh ifjHkk"kk ¼èkkjk 2dsdsds½
ys&v‚Q+ dk vFkZ fdlh fu;ksäk dh foQyrk] budkj ;k v{kerk ds
dkj.k gksrk gSA
1- dks;ys] fctyh] ;k dPps eky dh deh ;k LV‚d dk tek gksuk ;k
2- e'khujh dk VwVukA
3- vU; fdlh dkj.k ls fdlh deZdkj dks jkstxkj nsukA
& ,slh vofèk ds nkSjku fu;ksäk vkSj dkexkj ds chp lacaèk dsoy
fuyafcr gksrk gS lekIr ugha gksrk gSA
& fu;ksäk dks ml fnu ds fy, dke ls gVk fn;k tk,xk ftl fnu og
[kqn dks dke ds fy, çLrqr djrk gS ysfdu 2 ?kaVs ds bartkj ds ckn
Hkh dke djus ds fy, ugha feyrk gS] c'krZs mldk uke eLVj jksy esa
ntZ gksA
dkecanh ds ekeys esa eqvkotk ikus dk vfèkdkj ¼èkkjk 25¼Lkh½
fu;ksäk ewy osru ds 50 izfr”kr ;k mlds cjkcj dh nj ls eqvkotk
nsxkA
fuEufyf[kr fLFkfr;ksa esa dksbZ Hkqxrku ugha fd;k tk,xk %
& deZdkj ds mifLFkr u gksus ijA
& ysfdu 2 ?kaVs dh vofèk ds fy, vrhr esa çrh{kk ugha djrk gSA
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
- If he refuses to accept an alternative work assigned to him in
the same establishment or a branch of it but not for away from
the main establishment (5 Km)
- In establishment, the number of workers is less than 50.
Case Law : Satyanarayan Reddy v. Presiding Officer, Labour
Court AIR 2016 SC
Claim for lay off Compensation not covered in voluntary
retirement scheme.
Definition of Retrenchment (Section 2(OO))
Retrenchment means the termination by the employer of the
service of the workman for any Reason whotsoever,
otherwise than as a punishment inflicted by way of
disciplinary action, but do not include.
(a) Termination by way of punishment inflicted pursuant to
disciplinary action.
(b) Voluntary Retirement of the workman.
( c) Ground of continued ill health.
Conditions precedent to Retrenchment:
Worked at least for complete one year in the employers
service.
The workman has been given one month’s written Notice
indicating the Reasons of Retrenchment.
Anand Bihari vs. Rajasthan State Transport Corporation
(1954)
B.K. Chatterji vs. Jugantar Ltd. (1983)
that the termination of service of a workman on the ground of
his continued ill health can not be termed as Retrenchment.
Retrenchment (Section 2(OO))
1. In case of Retrenchment the service of the workmen are
Terminated forever.
2. The main Reason for the retrenchment is the excess number
of the workmen aim to minimize their Number.
3. The principle of last come, first go has to be ordinarily
observed and applied, except in special unavoidable.
4. During the period of Retrenchment, the workman are not the
employees of the employer, their relation is Terminated.
Retrenchment (Section 2(KKK))
1. In case of Lay-off, the workman are not permanently
terminated.
2. The reasons for the Lay-off are prescribed or specified. Lay
off in contravention of the causes mentioned will make it
illegal.
3. Such principle is not observed in case of Lay off, Lay-off
may be any Number of workmen employed in the industry. It
applies equally to all the employees without any distinction
whatsoever.
4. During the period of Lay-off the relation between the
employer and the employees remains intact and not broken it
subsists.
1
& og dStqvy ;k cnyh odZeSu gSA
& ;fn og mlh çfr"Bku ;k mldh ,d 'kk[kk esa mls lkSais x, oSdfYid
dk;Z dks Lohdkj djus ls budkj djrk gS] ysfdu eq[; çfr"Bku ¼5
fdeh½ ls nwj ugha
& LFkkiuk esa Jfedksa dh la[;k 50 ls de gksA
dsl y‚ % lR;ukjk;.k jsìh cuke ihBklhu vfèkdkjh] Je U;k;ky; AIR
2016 SC
LoSfPNd lsokfuo`fÙk ;kstuk esa 'kkfey ugha fd, x, NaVuh eqvkots ds
fy, nkokA
NaVuh dh ifjHkk"kk ¼èkkjk 2¼OO½½
N¡Vuh dk vFkZ gS fu;ksäk }kjk deZdkj dh lsok dks fdlh Hkh dkj.k ls
lekIr djuk] vU;Fkk vuq'kklukRed dkjZokbZ ds :i esa nh xbZ ltk
ds :i esa] ysfdu blesa 'kkfey ugha gSA
¼,½ vuq'kklukRed dkjZokbZ ds ifj.kkeLo:i ltk ds ekè;e ls
lekfIrA
¼ch½ dk;ZdrkZ dh LoSfPNd lsokfuo`fÙkA
¼lh½ yxkrkj [kjkc LokLF; dk vkèkkjA
NaVuh ls igys dh 'krZsa %
fu;ksäkvksa dh lsok esa de ls de iwjs ,d o"kZ rd dk;Z fd;k gksA
dkexkj dks NaVuh ds dkj.kksa dk ladsr nsrs gq, ,d eghus dk fyf[kr
uksfVl fn;k x;k gSA
vkuan fcgkjh cuke jktLFkku jkT; ifjogu fuxe ¼1954½
ch-ds- pVtÊ cuke ;qxkarj fyfeVsM ¼1983½
fd yxkrkj [kjkc LokLF; ds vkèkkj ij fdlh deZpkjh dh lsok
lekfIr dks NaVuh ugha dgk tk ldrk gSA
NaVuh ¼èkkjk 2¼OO½½
1- NaVuh ds ekeys esa dkexkjksa dh lsok ges'kk ds fy, lekIr dj nh
tkrh gSA
2- NaVuh dk eq[; dkj.k dkexkjksa dh vfèkd la[;k gS] ftldk mís';
mudh la[;k dks de djuk gSA
3- fo'ks"k vifjgk;Z dks NksM+dj] vafre vkvks] igys tkvks ds fl)kar dk
lkekU; :i ls ikyu fd;k tkuk pkfg, vkSj ykxw fd;k tkuk
pkfg,A
4- NaVuh dh vofèk ds nkSjku] dkexkj fu;ksäk ds deZpkjh ugha gSa]
mudk lacaèk lekIr dj fn;k tkrk gSA
NaVuh ¼èkkjk 2 ¼dsdsds½½
1- dkecanh ds ekeys esa] dkexkj dks LFkk;h :i ls lekIr ugha fd;k
tkrk gSA
2- ys&v‚Q ds dkj.k fuèkkZfjr ;k fufnZ"V gSaA mfYyf[kr dkj.kksa ds
mYya?ku esa ys&v‚Q djuk bls voSèk cuk nsxkA
3- dkecanh ds ekeys esa bl rjg ds fl)kar dk ikyu ugha fd;k tkrk gS]
dkecanh m|ksx esa dk;Zjr Jfedksa dh la[;k fdruh Hkh gks ldrh gSA
;g fcuk fdlh HksnHkko ds lHkh deZpkfj;ksa ij leku :i ls ykxw gksrk
gSA
4- ys&v‚Q dh vofèk ds nkSjku fu;ksäk vkSj deZpkfj;ksa ds chp lacaèk
cjdjkj jgrk gS vkSj VwVrk ugha gSA
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
Total Chapter 5 Total Section 33
25 March (1926) Enforcement Date : 1-6-1927
Trade Union Act, 1926
History, Historical Development of Trade Union
- The first cotton will in India was established in 1851 in
Bombay. Jute mill in 1855 in Bengal.
This was the Beginning of Modern Factory System.
- The first factory Commission was appointed in Bombay in
the year 1875 and the first factories Act was passed in 1881.
- 2nd Factory Commission was appointed in 1889
Mr. Lokhandey organized a Conference workers in Bombay
and draw up a memorandum signed by some 5300 workers to
the presented to the factory commission.
This was the beginning of Modern Trade union movement in
India.
- 1890 the Bombay mill hands Association was established
under the Presidentship of Mr. Lokhandey. This was the first
Labour Association in India.
The declaration of war in 1914 had very much helped in the
growth of Labour movement in India. The entire economic
situation was changed during the period following the
termination of the first work war.
- The Madras Labour Union was the first Trade Union of
Modern Type in India. The All India Trade Union Congress
was established in the year of 1920
The passing of the India Trade Union Act in 1926 which was
amended in the year of 1964 is called The Trade Unions Act
1926.
Definition of Trade Union (Section 2(b))
Trade Union means any organization formed Temporary or
permanently for Regulating the Relations mainly between
employer and the workmen or between the workmen and
workmen, or between the employer and employer or
imposing terms and conditions on conduct of any Profession
or handicraft, and it also includes the federation of two or
more than two unions. It is provided that this Act will not
affect.
1. Any Consent Regarding the Business amount the Partners.
2. Agreement entered into by the employer and the workmen in
relation to any employment.
3. Any consent or agreement in relation to any business
handicraft in connection with the consideration of sole of
good-will of any business.
1
dqy vè;k; 5 dqy [kaM 33
25 ekpZ ¼1926½ çorZu frfFk % 1&6&1927
VªsM ;wfu;u vfèkfu;e] 1926
VªsM ;wfu;u dk bfrgkl] ,sfrgkfld fodkl
& Hkkjr esa igyh dikl dh olh;r 1851 esa cacbZ esa LFkkfir dh xbZ FkhA
1855 esa caxky esa twV feyA
;g vkèkqfud dkj[kkuk ç.kkyh dh 'kq#vkr FkhA
& igyk dkj[kkuk vk;ksx o"kZ 1875 esa cacbZ esa fu;qä fd;k x;k Fkk vkSj
igyk dkj[kkuk vfèkfu;e 1881 esa ikfjr fd;k x;k FkkA
& nwljk dkj[kkuk vk;ksx 1889 esa fu;qä fd;k x;k Fkk
Jh yks[kaMs us cacbZ esa Jfedksa ds ,d lEesyu dk vk;kstu fd;k vkSj
yxHkx 5300 Jfedksa }kjk gLrk{kfjr ,d Kkiu rS;kj fd;k ftls
dkj[kkuk vk;ksx dks çLrqr fd;k x;kA
;g Hkkjr esa vkèkqfud VªsM ;wfu;u vkanksyu dh 'kq#vkr FkhA
& 1890 Jh yks[kaMs; dh vè;{krk esa c‚Ecs fey gSaM~l ,lksfl,'ku dh
LFkkiuk dh xbZA ;g Hkkjr dk igyk Jfed la?k FkkA
1914 esa ;q) dh ?kks"k.kk us Hkkjr esa Jfed vkanksyu ds fodkl esa cgqr
enn dh FkhA çFke dk;Z ;q) dh lekfIr ds ckn dh vofèk ds nkSjku
iwjh vkfFkZd fLFkfr cny xbZ FkhA
& eækl yscj ;wfu;u Hkkjr esa vkèkqfud çdkj dk igyk VªsM ;wfu;u
FkkA vf[ky Hkkjrh; VªsM ;wfu;u dkaxzsl dh LFkkiuk 1920 ds o"kZ esa
gqbZ Fkh
1926 esa Hkkjr VªsM ;wfu;u vfèkfu;e ikfjr fd;k x;k ftls 1964 ds o"kZ
esa la'kksfèkr fd;k x;k Fkk ftls VªsM ;wfu;u vfèkfu;e 1926 dgk
tkrk gSA
VªsM ;wfu;u dh ifjHkk"kk ¼èkkjk 2¼ch½½
VªsM ;wfu;u dk eryc eq[; :i ls fu;ksäk vkSj dkexkj ds chp ;k
dkexkj vkSj dkexkj ds chp ;k fu;ksäk vkSj fu;ksäk ds chp lacaèkksa
dks fofu;fer djus ;k fdlh is'ks ;k gLrdyk ds lapkyu ij fu;e
vkSj 'krZsa yxkus ds fy, vLFkk;h ;k LFkk;h :i ls xfBr dksbZ laxBu
gS] vkSj blesa ;g Hkh 'kkfey gS nks ;k nks ls vfèkd ;wfu;uksa dk la?kA
;g çnku fd;k tkrk gS fd ;g vfèkfu;e çHkkfor ugha gksxkA
1- O;olk; jkf'k ds lacaèk esa Hkkxhnkjksa dh dksbZ lgefrA
2- fdlh Hkh jkstxkj ds lacaèk esa fu;ksäk vkSj dkexkj }kjk fd;k x;k
le>kSrkA
3- fdlh Hkh O;olk; dh ln~Hkkouk ds ,dek= fopkj ds lacaèk esa fdlh
Hkh O;kolkf;d gLrdyk ds lacaèk esa dksbZ lgefr ;k le>kSrkA
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
- The central Government proposes to replace 29 existing
labour law with four codes.
- The objective is to simplify and modernise labour regulation.
- The major challenge in labour reforms is to facilitate
employment growth while protecting workers rights.
The 4 proposed labour bills
Wage
code
2019
Industrial Labour Industrial
safety & reform relations
welfare bills
Social
security
The Occupational Safety, Health and Working Conditions
Code, 2020
- It has defined inter-state migrant workers as the worker who
has come on his own from one state & obtained employment
in another state, earning up to Rs. 18,000/ month.
- The Proposed definition makes a distinction from the present
definition of only contractual employment.
- It will consolidate and amend the laws regulating the
occupational safety, health and working conditions of
persons employed in an establishment and related matters.
- The government has, under the code, allowed a single licence
for staffing firms to hire workers on contract across different
locations instead of multiple licences needed earlier.
- It has increased the threshold limit of contract across
different different locations instead of multiple licences
needed earlier.
- It has increased the threshold limit of contractor employees
from 20 to 50 under OSH Code.
The Code on Social Security, 2020
- It intends to provide for universal social security to all
workers, including the unorganised and the gig and platform
workers.
- These together account for over 90% of India’s total
workforce estimated at 50 crore.
- It purposes a National Social Security Board which shall
recommend to the Central Govt. for formulating Suitable
Scheme for different Sections of Unorganised workers, gig
workers and platform workers.
- Also, aggregators employing gig workers will have to
1
& dsaæ ljdkj dk 29 ekStwnk Je dkuwuksa dks pkj lafgrkvksa ls cnyus
dk çLrko gSA
& bldk mís'; Je fofu;eksa dks ljy vkSj vkèkqfud cukuk gSA
& Je lqèkkjksa esa çeq[k pqukSrh Jfedksa ds vfèkdkjksa dh j{kk djrs gq,
jkstxkj o`f) dks lqxe cukuk gSA
4 çLrkfor Je foèks;d
O;kolkf;d lqj{kk] LokLF; vkSj dke djus dh fLFkfr lafgrk]
2020
& blus varj&jkT;h; çoklh Jfedksa dks ,sls Jfed ds :i esa ifjHkkf"kr
fd;k gS tks ,d jkT; ls vius ne ij vk, gSa vkSj nwljs jkT; esa
jkstxkj çkIr fd;k gS] tks #i;s rd dekrs gSaA 18]000@ekgA
& çLrkfor ifjHkk"kk dsoy lafonkRed jkstxkj dh orZeku ifjHkk"kk ls
vyx djrh gSA
& ;g ,d çfr"Bku vkSj lacafèkr ekeyksa esa dk;Zjr O;fä;ksa dh
O;kolkf;d lqj{kk] LokLF; vkSj dke djus dh fLFkfr dks fofu;fer
djus okys dkuwuksa dks lesfdr vkSj la'kksfèkr djsxkA
& ljdkj us] dksM ds rgr] LVkfQax QeksZa ds fy, igys ls vko';d dbZ
ykblsalksa ds ctk; fofHkUu LFkkuksa ij vuqcaèk ij deZpkfj;ksa dks dke
ij j[kus ds fy, ,d gh ykblsal dh vuqefr nh gSA
& blus igys vko';d dbZ ykblsalksa ds ctk; fofHkUu fofHkUu LFkkuksa esa
vuqcaèk dh lhek lhek c<+k nh gSA
& blus vks,l,p dksM ds rgr Bsdsnkj deZpkfj;ksa dh lhek dks 20 ls
c<+kdj 50 dj fn;k gSA
lkekftd lqj{kk lafgrk] 2020
& ;g vlaxfBr vkSj fxx vkSj IysVQ‚eZ Jfedksa lfgr lHkh Jfedksa dks
lkoZHkkSfed lkekftd lqj{kk çnku djus dk bjknk j[krk gSA
& ;s lHkh feydj Hkkjr ds dqy vuqekfur 50 djksM+ dk;Zcy dk 90% ls
vfèkd fgLlk gSaA
& bldk mís'; ,d jk"Vªh; lkekftd lqj{kk cksMZ gS tks dsaæ ljdkj dks
flQkfj'k djsxkA fofHkUu oxksZa ds vlaxfBr dkexkjksa] fxx odZlZ ,oa
IysVQ‚eZ odZlZ ds fy, mi;qä ;kstuk rS;kj djus gsrqA
& lkFk gh fxx odZlZ dks jkstxkj nsus okys ,xzhxsVlZ dks lkekftd
 SLC
......Bringing Law to Life
Dr. Vinay Kumar Dwivedi (Managing Director, SLC) 9415590355
contribute 1-2 percent of their annual turnover for social
security.
- The government has raised the threshold on number of
employees needed in an organization.
- For retrenchment and closure of establishments without
government approval to 300 from 100, Significantly
improving the ease of Firing for employers.
- He maintained that is not good for employment generation to
keep the threshold low at 100.
- Because it discourages employers to recruit more workers
than this and they deliberately keep their workers strength
below it.
- Investors will be encouraged to set up bit factories and
employ more and more workers.
What the Economic Survey Says?
- This year’s Economic Survey made the point that -
Units in states that have made the transition towards more
flexible labour markets were 25.4% more productive than
their counterparts.
Concerns over the new Labour Codes?
- It will water down the labour rights for workers in small
establishment having less than 300 workers.
- The Industrial Relations Code also introduces new
conditions for carrying out a legal strike.
- The time period for arbitration proceedings has been
included in the conditions for workers before going on a
legal strike as against only the time for conciliation at
present.
lqj{kk ds fy, vius lkykuk VuZvksoj dk 1&2 Qhlnh ;ksxnku nsuk
gksxkA
& ljdkj us ,d laxBu esa vko';d deZpkfj;ksa dh la[;k dh lhek c<+k
nh gSA
& ljdkj dh eatwjh ds fcuk 100 ls 300 rd NaVuh vkSj çfr"Bkuksa dks
can djus ds fy,] fu;ksäkvksa ds fy, Qk;fjax esa vklkuh esa lqèkkjA
& mUgksaus dgk fd 100 dh lhek dks de j[kuk jkstxkj l`tu ds fy,
vPNk ugha gSA
& D;ksafd ;g fu;ksäkvksa dks blls vfèkd Jfedksa dh HkrÊ djus ds fy,
grksRlkfgr djrk gS vkSj os tkucw>dj vius deZpkfj;ksa dh la[;k
dks blls uhps j[krs gSaA
& fuos'kdksa dks fcV QSfDVª;ka yxkus vkSj vfèkd ls vfèkd Jfedksa dks
jkstxkj nsus ds fy, çksRlkfgr fd;k tk,xkA
D;k dgrk gS vkfFkZd loZs{k.k\
& bl lky ds vkfFkZd loZs{k.k esa ;g ckr lkeus vkbZ gS fd &
ftu jkT;ksa dh bdkb;ksa us vfèkd yphys Je cktkjksa dh vksj laØe.k
fd;k gS] os vius led{kksa dh rqyuk esa 25-4% vfèkd mRiknd FkhaA
u, Je lafgrkvksa ij fpark\
& ;g 300 ls de Jfedksa okys NksVs çfr"Bku esa Jfedksa ds Je vfèkdkjksa
dks de djsxkA
& vkS|ksfxd lacaèk lafgrk dkuwuh gM+rky djus ds fy, ubZ 'krZsa Hkh is'k
djrh gSA
& dkuwuh gM+rky ij tkus ls igys Jfedksa ds fy, 'krksZa esa eè;LFkrk dh
dk;Zokgh dh le; vofèk dks 'kkfey fd;k x;k gS] tcfd orZeku esa
dsoy lqyg dk le; gSA