Professional Documents
Culture Documents
By
Dr H Sankaran
Professor – VIT Business School
VIT University
The right of workers to form, join,
and assist labor unions is a statutorily
protected right in the United States.
Collective Bargaining
• The act of negotiating contract terms between an
employer and the members of a union.
• Collective Bargaining Agreement – the resulting
contract from a collective bargaining procedure.
• The employer and the union must bargain with
each other in good faith.
Subjects of Collective Bargaining
• Compulsory Subjects
– Wages
– Hours
– Other terms and conditions of employment
• Illegal Subjects
– Closed shops
– Discrimination
Check-Off Provision
•• Sit-Down
Sit-Down Strikes
Strikes •• Strikes
Strikes during
during the
the 60-day
60-day
Cooling-Off
Cooling-Off Period
Period
•• Partial
Partial or
or Intermittent
Intermittent
Strikes
Strikes •• Strikes
Strikes in
in Violation
Violation of
of aa
No-Strike
No-Strike Clause
Clause
Picketing
• The actions of strikers walking in front of the
employer’s premises carrying signs announcing
their strike.
• The right to picket is implied from the NLRA.
• An employer may seek an injunction against
unlawful picketing.
Factories Act, 1948
• a social legislation which has been enacted for
occupational safety, health and welfare of workers at
work places.
• being enforced by technical officers i.e. Inspectors of
Factories, Dy. Chief Inspectors of Factories who work
under the control of the Chief Inspector of Factories and
overall control of the Labour Commissioner,
Government of National Capital Territory of Delhi
Applicability
• The industries in which ten (10) or more than ten
workers are employed on any day of the
preceeding twelve months - engaged in
manufacturing process being carried out with the
aid of power or twenty or more than twenty
workers employed in manufacturing process
being carried out without the aid of power.
Salient features
1. Approval of Factory Building Plans before
construction/extension, under the Delhi Factories Rules,
1950
2. Grant of Licences under the Delhi Factories Rules, 1950,
and to take action against factories running without
obtaining Licence.
3. Renewal of Licences granted under the Delhi Factories
Rules, 1950, by the Dy. Chief Inspectors of Factories
4. Inspections of factories by District Inspectors of
Factories, for investigation of complaints, serious/fatal
accidents as well as suo moto inspections to check
compliance of provisions of this Act relating to :-
Health, Safety, Welfare facilities, Working hours,
Employment of young persons and annual Leave with
wages etc.
ESI Act
• provides for certain benefits to employees in case of
sickness, maternity and employment injury.
• It applies to all factories (including Government
factories but excluding seasonal factories) employing
ten or more persons and carrying on a manufacturing
process with the aid of power or employing 20 or more
persons and carrying on a manufacturing process
without the aid of power
Act does not apply to
• Factories working with the aid of power wherein less
than 10 persons are employed;
• Factories working without the aid of power wherein less
than 20 persons are employed;
• Seasonal factories engaged exclusively in any of the
following activities viz. Cotton ginning, cotton or jute
pressing, decortication of groundnuts, the manufacture
of coffee, indigo, lac, rubber, sugar (including gur) or
tea
Benefits
• Medical benefits FULL MEDICAL CARE consists of hospitalization
facilities -includes specialist services, drugs and dressings and diets as
required for in-patients.
• Sickness benefit is roughly 50% of the average daily wages and is
payable for 91 days during 2 consecutive benefit periods.
• Maternity Benefit is payable to an Insured Woman in the following
cases subject to contributory conditions:-
Confinement-payable for a period of 12 weeks (84 days) – anti-natal 6
weeks & post – natal 6 weeks restricted to 2 children
• Dependents benefit
• Accident Benefit
• Funeral expenses
Coverage and contribution
• The existing wage-limit for coverage under the
Act, is Rs.10,000/- per month (with effect from
1.10.2006).
• Currently, the employee’s contribution rate
(w.e.f. 1.1.97) is 1.75% of the wages and that of
employer’s is 4.75% of the wages paid/payable
in respect of the employees in every wage period
Workmen’s compensation Act, 1923
• The Workmen’s Compensation Act, aims to
provide workmen and/or their dependents some
relief in case of accidents arising out of and in
the course of employment and causing either
death or disablement of workmen.
• It provides for payment by certain classes of
employers to their workmen compensation for
injury by accident.
Employer’s liability
• The employer of any establishment covered under this
Act, is required to compensate an employee :