By Prof. S.K.

Chopra
 Human Activities:
 We participate in different
activities from morning till night.
There are 2 types of human
activities:-
 1. Economic Activities
 2. Non-economic Activities.
 Economic Activities
 1. Business
 2. Profession
 3. Employment
Non Economic Activities
 1. Religious
 2. Social
 3. Parental
 4. Patriotic
 5. Hobbies
to satisfy social, psychological or emotional
needs.
 Business
Busi+ness: A state of being busy.
 It is an economic activity whose main motive or
aim is to earn profit.
 A business activity involves production, trading
(buying/selling), exchange of goods and/or
services to earn profit or earn livelihood.
 You are the Entrepreneur.
 Capital is required.
 Risk or uncertainty is involved.
 No qualification required.
 No code of Conduct.
2. Profession
 It is an occupation involving the provision of
personal services of a specialised and expert
nature.
 Qualifications and special skills are required.
 Some capital is required.
 Registration as Professional and/or
Membership of Professional Body.
 Charge Professional Fee.
 Professional code of conduct.
3. Employment
 Working under a contract of employment or
under Employer for salary or wages.
 Appointment letter or service agreement is
required.
 No capital required.
 Job Specifications and job description/Job
Profile are defined.
 Code of conduct is there.
5 Factors/Inputs/Resources of Management are: 5 Ms
 Money
 Manpower
 Material
 Machines
 Methods
 MANAGE - MEN -T “T” stands for
 The functions of Management are
 Planning,
 Organising,
 Staffing,
 Directing and
 Controlling
 the resources of an organisation in efficient and effective
manner for achieving the specified organisation’s goals and
objectives.
Management is a process:
Inputs/Resources Output
Men Products
Money Services
Material/Energy Achievement of specified
objectives

Machines Profit or loss

Methods
Information resources Information output
1. Conditions of work
2. Working conditions
3. Job Description (JD)or Job Profile
4. Job Specifications
5. 3 “Rs”
6. 3 “Fs”.
7. 3 “Ms” in Court Cases
8. P = Private Sector Vs. Public
Sector
 Job Description or Job Profile is a written
statement showing details of the job.
 Generally, a job description contains the
following information:
1. Job Title, Code Number, Department.
2. Job Contents.
3. Job responsibilities towards effective
performance of the job.
4. Working conditions specifying specific hazards.
5. Social environment prevailing at the workplace.
6. Extent of supervision given and received.
7. Machine tools and equipment to be handled.
8. Relationships with the other jobs.
 It is a statement of minimum acceptable qualities required in a
job incumbent for the effective performance of the job.
 In contrast to job description, job specifications provide various
features of the job holder. A job specification is prepared on
the basis of job description.
 The contents are:
1. Personal characteristics such as sex, age, education and may be
extra curricular activities.
2. Physical characteristics such as height, weight, chest, vision,
hand and foot coordination, etc.
3. Mental stability of the person.
4. Sociological and psychological characteristics such as emotional
stability, flexibility, manners, initiative, etc
 Business Organisations
Private Sector Public Sector Cooperative Sector

• 1.Sole • 1. Govt: Deptt. • 1. Cooperative

Proprietorship • 2. Govt: Society
• 2. Partnership Firm Company • 2. Cooperative
• 3. Statutory Store
• 3.One Person Co.
Corporation
• 4. Private Limited
Company • 4. Statutory
Board or
• 5. Public Limited
Commission
Company
 A business owned, managed and controlled by a single
individual – sole trader
 Can be formed by any person:-
 not less than 18 years of age,
 having sound mind and
 not disqualified by any other law.
 For registration, GST provisions to be kept in mind.
The Salient Features of Sole Proprietorship are:-
 (i) Easy formation and dissolution
 (ii) Maintenance of business secrecy
 (iii) Quick decisions and prompt action
 (iv) Effective control
 (v) Flexibility in operating
 (vi) Local market and personal contacts
 A partnership is an association of two or more
persons to carry on the business. Partnership is the
relation between persons who have agreed to share
the profits of a business carried on by all or any of
them acting for all.
 Individually as ‘Partners’, collectively as ‘Firm’ and do
business under a ‘Firm name’ as per provisions of
The Indian Partnership Act, 1932.
 The partners in a partnership may be Individuals,
business, interest -
based organizations, Schools, Governments or
combinations.
 Partnership is good for small scale & medium scale
business where we have limited market, limited risk
of loss and limited capital requirement.
1. For a Fixed Period :
On completion of period either:
(i) to dissolve or
(ii) to continue as Partnership at will.
2. Particular partnership
On completion of Project either:
(i)T o dissolve or
(ii)To continue as partnership at will
3. Partnership at will
(i) No duration is specified.
(ii) No project is specified in the partnership
agreement.
4. Limited Liability Partnership
(Under the Limited Liability Partnership Act,
2008).
 The Companies Act, 2013 has introduced One
Person Company which means a Company has only
one person as a Member and the entire share
capital is owned by this Sole Member. There is only
1 Director.
 The Sole member of OPC is required to nominate a
person who in the event of his death or incapacity
shall become Member of Company.
 Written consent of Nominee is required.
 Thus, effectively 2 persons are essentially required
to form an OPC – 1 as Member and another as
Nominee.
 Nomination can be changed.
 Similarly, Nominee also can withdraw the
consent.
 However, a person cannot be member of
more than one OPC at any point of time.
 An OPC shall be required to compulsorily
convert it into a Private Co. or Public Co. if:-
 (a) its paid up share capital exceeds Rs. 50
lakhs or
 (b) its average annual turnover during the
period immediately preceding 3 consecutive
financial years exceeds Rs.2 Crores.
 ‘Company’ is a voluntary association of persons formed for
the purpose of doing business, having a distinct name,
distinct legal entity and limited liability. It has perpetual
succession.
 The law relating to Companies is contained in
The Companies Act, 2013 which has replaced the earlier
Companies Act, 1956. The new Act provides for the
formation of Company, Appointment, powers &
responsibilities of Directors and other statutory provisions.
 The Act applies to the whole of India & all types of
Companies whether registered under this Act or earlier Act.
The Act does not apply to Cooperative Societies, Universities,
Scientific & other Societies.
 The Act is administered by the Central Govt: through Ministry
of Corporate Affairs, offices of Registrar of Companies,
Company Law Board.
Sl.No Private Company Public Company
1. Minimum 2 members Minimum 7 members
2. Maximum 200 members No maximum limit
3. At least 2 Directors required At least 3 Directors required
4. Raises capital by private Raises capital by initiating public
arrangement & public subscription subscription or by private
not required arrangement

5. Raises deposits privately only from May raise deposits from Public as
its members well

6. Shares are not transferable except Shares are freely transferable & may
for the provisions in the Articles be even quoted on Stock Exchange

7. No restriction on managerial Restrictions on total managerial

remunerations remunerations

8. The word “Private Limited” is added The word “Limited” is added to the
to the Company’s name Company’s name
Government Company
Any Company in which not less than 51% of Paid-
up share capital is held by the Central
Government or any State Government or
Governments or partly by one or more State
Governments.
Statutory Companies
Created by an Act of Parliament.
Cooperative Society
The Societies Registration Act, 1860 is a
legislation in India which allows the registration
of entities generally involved in the benefit of
society - education, health, employment, etc
Type Manufacturing Enterprises No. of Service
Ceiling on investment in employees in Enterprises
plant & machinery Manufacturing Ceiling on
investment on
equipment
Micro 25 lakhs 10 or less 10 lakhs
(between 5 lakhs to 25
lakhs)
Small 5 Crores 50 or less 2 Crores
(between 25 lakhs to 5
crores)
Medium 10 Crores 250 or less 5 Crores
(between 5 Crores to 10
Crores)
 Ignorantia Juris Non Excusat (latin)
 Ignorance of Law is no excuse
 All citizens to have knowledge of Law
 No society can exist without law.
 For Citizens : It is set of Rules
 For Engineers/Officers/Professionals : To
comply with the Laws
 For Lawyers/Advocates : It is a profession
 For Legislators: Law created by them
 For Judges : Take decisions based on facts
presented/evidences adduced.
 The Law is set of Rules & Regulations
made by the Government that governs
the way members of a society act
towards one another i.e. regulating
our relations with other individuals
and with the Government.
 Laws are those principles applied by
the State (Government either Central
or State) in the administration of
justice.
 President
for Assent & Gazette
Notification

Bill passed in Rajya

Sabha
Bill passed in Lok Sabha
Constitutional Law
CivilLaw
Criminal Law
Mercantile or Business or
Commercial/Taxation Law
International Law
Labour Law
 The term ‘labour ’ means productive work
especially physical work done for wages.
 Labour law also known as Employment or Industrial
Law.
 The need of Labour Law arose due to the workers’
demand for better working conditions, the right to
organize and the employers demands to restrict the
powers of workers and to keep labour costs low.
 Employers’ costs can increase due to workers higher
wages (fixed cost), or by imposing costly
requirements, such as health and safety or equal
opportunities conditions.
 This led to a chaotic situation which required the
Intervention of Government .
 ILO was one of the first Organisations to deal with labour
issues.
 ILO was established on 11th April, 1919 as a part of league
of Nations. India became original Signatory Member in 1919.
 The first annual Conference (International Labour Conference
– ILC) began on 29th October, 1919 in Washington DC and
adopted the International labour Conventions, which dealt
with hours of work in Industry, unemployment, maternity
protection, night work for women, minimum age and night
work for young persons in Industry.
 ILO became specialized agency of United Nations in 1946.
 It is Tripartite body consisting of Representatives of
Employer, Labour & Govt.
 It aims at world peace through social justice, Internationally
recognised human & labour rights.
 Till now 185 Nations are members of ILO
 ILO draws attention on various problems like:
working conditions, unemployment, industrial
accidents, diseases, problem of women & young
persons, children, etc.
 ILO sets minimum Standards in the field on
fundamental labour rights.
 These Standards are in the form of Conventions and
Recommendations.
 Conventions : These are legally binding international
Treaties that are subject to ratification by the
Member States.
 Recommendations : These are non-binding
Guidelines. These can also be autonomous. Can
supplement the Conventions by providing more
detailed Guidelines on its implementation.
 International Labour Standards (both
conventions and recommendations) are
drawn up by representatives of Governments,
Employers and Workers and are adopted at
the ILO’s annual International Labour
Conference.
 Once adopted, a Standard is to be submitted
by the Member State (Country) to their
competent authority (normally the
Parliament) for consideration; in the case of
convention for ratification.
 Highest authority/Policy making/ legislative wing
of ILO – known as Parliament of Labour.
 Holds session once in a year in June in Geneva,
Switzerland.
 ILC elect Governing Body
 Each Member State has 4 Representatives.
 Meetings/Sessions are attended by 4 Delegates
 2 from Govt. (Generally Cabinet Ministers)
 1 Representative of Employees
 1 Representative of Employers
 Each delegate is accompanied by Advisor not
exceeding 2 in number
 Non- Govt. delegates are chosen by Govt.
1. Formulate International Standards
(Conventions & recommendations)
2. Decide expenditure budget
3. To make amendments
4. Consider labour problems & assist
solutions
5. Select once in 3 years members of
Governing Body
6. Elect President
 It is an Executive Body/Council of ILO
 Meets three times a year in Geneva.
 Generally it meets thrice in a year (March, June, and
November)
 Members are elected by ILC every 3 years
 Elects Director-General after every 5 years
 Decides agenda for ILC
 Scrutinize the budget
 Follow up Recommendations & Conventions of ILO
 Implements decisions of ILC with the help of
International labour office
 It consists of Total 56 members (10 Govt.
seats are permanently held by States of chief
industrial importance (Brazil, China, France,
Germany, India, Italy, Japan, U.K.,U.S., The
Russian Federation).
 G.B. has Tripartite Structure with equal voice.
 Representatives consist of
- 28 Govt. -14 Employer -14 Employee
 Further, it consist of 66 Deputy members
- 28 Govt. -19 Employer -19 Employee
 Problem is identified;
 Governing Body places the agenda for the International
Labour Conference (ILC);
 A report on the problem is prepared with a Questionnaire
and circulated to Government, Employers and Workers
Representatives
 Problem is discussed at tripartite level at the International
Labour Conference. Comments taken
 Second report is prepared for the following Tripartite
Conference
 This “ double discussion ” gives Conference participants
sufficient time to examine the draft instrument and make
comments on it
 Necessary amendments made and Revised Draft is made
 Adoption by a two-thirds majority of votes.
 The protection against sexual harassment and the right to work
with dignity are universally recognized human right by various
international conventions and instruments such as Convention
on the Elimination of all Forms of Discrimination against
Women (CEDAW).
 The said convention was adopted in General Assembly of
United Nations by votes of 130 to none with 10 abstentions.
 The United Nation’s efforts to codify a comprehensive
international legal standards for women fructified in 1981.
 Government of India ratified this convention on 25th June,
1993.
 One of the requirements of the convention is for the States to
have a legislation to protect the interests of the working
women.
 The Supreme Court prescribed in its decision as
to how Women at Workplace need to be treated
and what would be construed as Sexual
Harassment.
 Treated as Misconduct in terms of Standing
Orders and Central Civil Services (Conduct) Rules,
1964.
 This decision of the Supreme Court on 13th
August, 1997, and India being part of the CEDAW
convention, happened to be the basis for the
Sexual Harassment at Workplace Act, 2013
(SHAW Act, 2013).
 2007 - Draft Guidelines approved by the
Union Cabinet
 2010 - Bill introduced in the Lok Sabha
 2012 - Passed by the Lok Sabha
 2013 - Passed by the Rajya Sabha
 2013 - Received President’s Assent
 2013 - Published on 23.4.2013 in the
Official Gazette
 2013 – Act came into force on 9.12.2013
 Universality and Flexibility of Standards are
adopted by a two-thirds majority
 Hence there is expression of universally
acknowledged principles.
 Standards are flexible enough to be translated
into national law and practice with due
consideration to members’ diversity (cultural and
institutional, legal and economic).
 Another example, standards on minimum wages
do not set a specific universal minimum wage; it
requires each country to establish a system and
the machinery to fix minimum wage rates
appropriate to its level of development
 At present, the ILO has adopted 189 Conventions,
205 Recommendations and 6 Protocols, some
dating back as far as 1919.
 As can be expected, some of these instruments no
longer correspond to today’s needs. To address this
problem, the ILO sometimes adopts revising
Conventions that replace older ones, or Protocols
which add new provisions to older Conventions.
Furthermore, the ILO constituents have recently
decided to implement a standards review
mechanism with the objective of ensuring that the
ILO has in place a clear and robust body of up-to-
date international labour standards that responds
to the needs of the world of work, the protection of
workers and promotion of sustainable enterprises.
 Labour legislation mainly deal with 3 crucial
roles:
1. It establishes a legal system that facilitates
productive individual and collective employment
relationships, and therefore a productive economy
2. by providing a framework within which employers,
workers and their representatives can interact with
regard to work-related issues.
3. It provides a clear and constant reminder and
guarantee of fundamental principles and rights at
work which have received broad social acceptance
and establishes the processes through which
these principles and rights can be implemented
and enforced.
 INTRODUCTION OF LABOUR LAWS IN INDIA
 The law relating to labour and employment is also
known as Industrial law in India.
 The History of Labour Legislation in India can be
traced back to the History of British period.
 The “Factories Act” was first introduced in 1881
because of the pressure brought on the British
Parliament.
 Thus we received the first stipulation of Eight (08)
Hours of work, the abolition of Child Labour, the
Restriction of Women in Night employment, and the
introduction of “Overtime Wages” for work beyond
Eight Hours.
 “India” has Various Labour Laws, such as
Resolution of Industrial Disputes, Working
Conditions, Labour Compensation,
Insurance, Child Labour, Equal
Remuneration etc.
 “Labour Policy in India” has been evolving in
response to specific needs of the situation of
planned “Economic Development & Social
Justice” which has two-fold Objectives (Labour
Policies are devised to maintain Economic
Development, Social Justice, Industrial Harmony
& Welfare of Labour in the country).
 The labour laws of independent India derive their
origin, inspiration and strength partly from the
views expressed by important nationalist leaders
during the days of national freedom struggle, partly
from the debates of the Constituent Assembly and
partly from the provisions of the Constitution and
the International Conventions and
Recommendations.
 The Labour Laws were also influenced by important
human rights and the conventions and standards
that have emerged from the United Nations. The
relevance of the dignity of human labour and the
need for protecting and safeguarding the interest of
labour as human beings has been enshrined in
Chapter-III of the Constitution of India keeping in
line with Fundamental Rights and Directive
Principles of State Policy.
Under Constitution of India, Labour is a
subject in the Concurrent List, where both the
Central and State Governments are competent
to enact legislation subject to certain matters
being reserved for the Centre.
 The regulations of labour in Railways, Mines,
Oilfields, Defense and Industries of national
importance and Armed Forces is controlled by
Central Government only.
 Article 246 of Constitution empowers the Union
and the States to legislate on issues relating to
Trade Union, Industrial & Labour disputes, social
security & social insurance, employment, welfare
of labour including conditions of work, Provident
Fund, Workmen’s Compensation, maternity
benefits, child care, Paternity benefits.
 The Central Govt. enacts labour laws while
ensuring uniformity and parity.
 State Governments are empowered to either
accept a Central Law as it is or after making
suitable amendments or even enact laws on their
own.
 As a result, a large number of labour laws have been enacted
catering to different aspects of labour namely, occupational
health, safety, employment, training of apprentices, Fixation,
review and revision of minimum wages, mode of payment
of wages, payment of compensation to workmen who suffer
injuries as a result of accidents or causing death or
disablement, bonded labour, contract labour, women labour
and child labour, resolution and adjudication of industrial
disputes, provision of social security such as provident fund,
employees’ state insurance, gratuity, provision for payment of
bonus, regulating the working conditions of certain specific
categories of workmen such as plantation labour, Beedi
workers, etc.
The process for implementation of labour & related laws
can be categorized as follows:
1. Labour laws Enacted & Enforced by the
Central Govt.
2. Labour laws enacted by Central Govt and
enforced both by Central and State Govts.
3. Labour laws enacted by Central Govt and
enforced by the State Govts.
4. Labour laws enacted & Enforced by the
State Govts which apply to respective
States.
1. The Employees’ State Insurance Act, 1948,
2. The Employees’ Provident Fund and
Miscellaneous Provisions Act 1952,
3. The Dock Workers (Safety, Health and Welfare)
Act, 1986,
4. The Mines Act 1952,
5. The Beedi Workers Welfare Cess Act, 1976,
6. The Limestone and Dolomite Mines Labour
Welfare Fund Act, 1972,
7. The Cine Workers Welfare (Cess) Act, 1981.
1. The Building and Other Constructions Workers’ (Regulation of
Employment and Conditions of Service) Act, 1996 (BOCW)
2. The Child Labour (Prohibition and Regulation) Act, 1986
3. The Contract Labour (Regulation and Abolition) Act, 1970
4. The Equal Remuneration Act, 1976.
5. The Industrial Disputes Act, 1947
6. The Industrial Employment (Standing Orders) Act, 1946
7. The Maternity Benefit Act, 1961
8. The Minimum Wages Act, 1948
9. The Payment of Bonus Act, 1965
10. The Payment of Gratuity Act, 1972
11. The Payment of Wages Act, 1936
12. The Apprentices Act, 1961
13. Unorganized Workers Social Security Act, 2008
14. Dock Workers (Regulation of Employment) (Inapplicability
to Major Ports) Act, 1997
15. Private Security Agencies (Regulation) Act, 2005
1. The Factories Act, 1948
2. The Employers’ Liability Act, 1938
3. The Motor Transport Workers Act,
1961
4. The Personal Injuries
(Compensation Insurance) Act,
1963
5. The Personal Injuries (Emergency
Provisions) Act, 1962
1. The Delhi Hotels Act, 1949
2. The Jammu & Kashmir (Extension of Laws) Act,
1956
3. State Bank of Hyderabad Act, 1956
4. Manipur (Village Authorities in Hill Areas) Act,
1956
5. Delhi Development Act, 1957
6. Delhi Municipal Corporation Act, 1957
7. State Bank of India (Subsidiary Banks) Act, 1959
 There are 49 laws in India which are related to
employees/workers and they cover all aspects
related to working conditions, wages, welfare
and social security.
 These can be classified on the basis of
Compliances and Misc. Heads as well.
A. Laws related to Industrial Relations such as
 1. Trade Unions Act, 1926
 2. Industrial Employment Standing Order Act,
1946.
 3. Industrial Disputes Act, 1947.
B. Laws related to Wages such as:
 4. Payment of Wages Act, 1936
 5. Minimum Wages Act, 1948
 6. Payment of Bonus Act, 1965.
 7. Working Journalists (Fixation of
Rates of Wages) Act, 1958
C. Laws related to Working Conditions, Working Hours,
Conditions of Service and Employment such as

 8. Factories Act, 1948.

 9. Plantation Labour Act, 1951.
 10. Mines Act, 1952.
 11. Working Journalists and other Newspaper
Employees’ Act, 1955.
 12. Merchant Shipping Act, 1958.
 13. Motor Transport Workers Act, 1961.
 14. Beedi & Cigar Workers (Conditions of
Employment) Act, 1966.
 15. Contract Labour (Regulation & Abolition) Act,
1970.
 16. Sales Promotion Employees Act, 1976.
 17. Inter-State Migrant Workmen (Regulation of Employment and
Conditions of Service) Act, 1979.
 18. Dock Workers (Safety, Health & Welfare) Act, 1986.
 19. Building & Other Construction Workers (Regulation of
Employment & Conditions of service) Act, 1996.
 20. Building and Other Construction Workers Welfare Cess Act, 1996
 21. Cine-Workers and Cinema Theatre Workers (Regulation of
Employment) Act, 1981
 22. Dangerous Machines (Regulation) Act, 1983
 23. Dock Workers (Regulation of Employment) Act, 1948
 24. Dock Workers (Regulation of Employment) (Inapplicability to
Major Ports) Act, 1997
 25. Employment of Manual Scavengers and Construction of Dry
Latrines (Prohibition) Act, 1993
 26. Industrial Employment (Standing Orders) Act, 1946
 27. Mines and Mineral (Development and Regulation) Act, 1957
 28. Private Security Agencies (Regulation) Act, 2005
 D. Laws related to Equality and Empowerment
of Women such as
 29. Maternity Benefit Act, 1961
 30. Equal Remuneration Act, 1976.
E. Laws related to deprived and
Disadvantaged Sections of the Society
 31. Bonded Labour System (Abolition) Act,
1976
 32. Child Labour (Prohibition & Regulation)
Act, 1986
 F. Laws related to Social Security such as:
 33. Workmen’s Compensation Act, 1923.
 34. Employees’ State Insurance Act, 1948.
 35. Employees’ Provident Fund & Miscellaneous Provisions Act, 1952.
 36. Payment of Gratuity Act, 1972.
 37. Employers’ Liability Act, 1938
 38. Beedi Workers Welfare Cess Act, 1976
 39. Beedi Workers Welfare Fund Act, 1976
 40. Cine workers Welfare Cess Act, 1981
 41. Cine Workers Welfare Fund Act, 1981
 42. Fatal Accidents Act, 1855
 43. Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines
Labour Welfare Cess Act, 1976
 44. Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines
Labour Welfare Fund Act, 1976
 45. Limestone and Dolomite Mines Labour Welfare Fund Act, 1972
 46. Mica Mines Labour Welfare Fund Act, 1946
 47. Personal Injuries (Compensation Insurance) Act, 1963
 48. Personal Injuries (Emergency Provisions) Act, 1962
 49. Un-organised Workers’ Social Security Act, 2008
 The provisions of these enactments were brought into operation or given effect on the 1st
day of September, 1971 in the State of J & K
1. The Workmen’s Compensation Act, 1923
2. The Trade Unions Act, 1926
3. The Children (Pledging of Labour) Act, 1933
4. The Payment of Wages Act, 1936
5. The Employers’ Liability Act, 1938
6. The Employment of Children Act, 1938
7. The Weekly Holidays Act, 1942
8. The Industrial Employment (Standing Orders) Act, 1946
9. The Industrial Disputes Act, 1947
10. The Coal Mines Labour Welfare Fund Act, 1947
11. The Minimum Wages Act, 1948
12. The Employees’ State Insurance Act, 1948
13. The Coal Mines Provident Fund and Bonus Schemes Act, 1948
14. The Factories Act, 1948
15. The Working Journalists (Conditions of Service) and Miscellaneous Provisions Act, 1955
16. The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959
17. The Motor Transport Workers Act, 1961
18. The Maternity Benefit Act, 1961
19. The Payment of Bonus Act, 1965
 Article370 laid down that except for
matters related to defence, foreign affairs,
communications and issues specified in the
Instrument of Accession of Jammu and
Kashmir, Parliament needs the state
government's ratification for all other laws.
 After scrapping of Article 370 in August,
2019, Jammu and Kashmir will now be
governed by the laws applicable to other
Indian citizens.
 The main objectives of the Acts:
 Creative Measures to attract Public & Private Investment;
 Creating New Jobs with New Social Security Schemes for
workers.
 Unified and Beneficial Management of funds of Welfare
Boards.
 Model Employee – Employer Relationships with Long Term
Settlements.
 Vital Industries & Establishments declared as “Public
Utilities”.
 Empowered body of experts to suggest required changes.
 Statutory amendments for expediting & streamlining the
mechanism of Labour Judiciary.
 Efficient functioning of Labour Department.
 Modern Medical Facilities for workers.
 Joint Cell of Labour & Industries Department to study
changes in Laws & Rules.
1. It is under consideration that the laws related to social
security, including the Employees' Provident Fund and
Miscellaneous Provisions Act, Employees' State Insurance
Corporation Act, Maternity Benefits Act, Building and Other
Construction Workers Act and the Employees' Compensation
Act will be merged to create a single social security law or
code.
2. Several industrial safety and welfare laws such as the
Factories Act, the Mines Act and the Dock Workers (Safety,
Health and Welfare) Act, will be merged to create a single
category on industrial safety and welfare.
3. The Minimum Wages Act, the Payment of Wages Act, the
Payment of Bonus Act, the Equal Remuneration Act and a few
others have been merged as Code on Wages, 2019 on 8th
August, 2019.
4. The Labour Code on Industrial Relations will combine
Industrial Disputes Act, 1947, the Trade Unions Act, 1926,
and the Industrial Employment (Standing Orders) Act, 1946.
 The Code on Wages, 2019 received the assent of the President on
8th August, 2019.
 It is published on 8th August, 2019 for general information.
 It extends to the whole of India.
 It shall come into force on such date as the Central Government
may, by notification in the Official Gazette appoint; and different
dates may be appointed for different provisions of this Code and
any reference in any such provision to the commencement of this
Code shall be construed as a reference to the coming into force of
that provision.
 It seeks to regulate wage and bonus payments in all employments
where any industry, trade, business, or manufacture is carried out.
 The Code replaces the following four laws:
 (i) The Payment of Wages Act, 1936,
 (ii) The Minimum Wages Act, 1948,
 (iii) The Payment of Bonus Act, 1965, and
 (iv) The Equal Remuneration Act, 1976
 Industrial Relations means relationship between
management and workmen in a Unit or an Industry.
 In its wider connotation, it means the Organisation
and practice of multi-pronged relationships between
Workers and Management, Unions and Workers, and
the Unions/Association(s) and Managements in an
Industry.
 Industrial Relations is that part of Management which
is concerned with the manpower of the Enterprise.
 Parties to Industrial Relations
 1. Employees. 2. Employer 3. Government
Employees Trade Union

Industrial Employer
Employers
Relations Associations

Government Courts &

Tribunals
 The Trade Union Act, 1926
 The Industrial Employment (Standing Orders) Act, 1946
 The Industrial Disputes Act, 1947
 The Factories Act, 1948
 The Payment of Wages Act, 1936
 The Minimum Wages Act, 1948
 The Contract Labour (Regulation & Abolition) Act, 1970
Social Security & Retirement Benefits Acts
 The Employees Compensation Act, 1923
 The Employees State Insurance Act, 1948
 The Employees’ Provident Funds & Misc. Provisions Act, 1952 and
The Employees’ Pension Scheme, 1995
 The Maternity Benefit Act, 1961
 The Payment of Gratuity Act, 1972

NOTE : Acts in Blue colour are in the course contents of Labour Laws I
 S. K. CHOPRA
+919456590007
skchopra57@rediffmail.com