cem module 5 pdf final
TRANSCRIPT
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Industrial Relations
Industrial relations
Multidisciplinary field that studies the employment
relationship - include the relationships and interactions
between employers and employees Also called employment relations because of the importance
of non-industrial employment relationships.
Studies and examine various employment situations - Covers
all aspects of the employment relationship, including human
resource management, employee relations, and union-
management (or labour) relations
Industrial relations
Industrial progress is impossible without cooperation of
labours and harmonious relationships. Therefore, it is
necessary to create and maintain good relations between
employees (labour) and employers (management).
Industry - any productive activity in which an individual (or
a group of individuals) is engaged.
relations - the relationships that exist within the industry
between the employer and his workmen.
Industrial relations & human relations
Industrial relations deals with the study and practice of
collective bargaining, trade unionism, and labour-
management relations
Human resource management is a separate, largely distinct
field that deals with nonunion employment relationships and
the personnel practices and policies of employers.
Terms in industrial relations
Industry
Any systematic activity carried on by co-operation between an
employer and his workmen for the production, supply or
distribution of goods or services with a view to satisfy human
wants or wishes by investing a capital with a motive to make
any gain or profit.
An industry is a whole range of activities that are carried on
by an employer with the help of his employees and labours
for production and distribution of goods to earn profits
Terms in industrial relations
Employer
An employer can be defined as:-
a person or business that pays a wage or fixed payment to other
person(s) in exchange for the services of such persons .
a person who directly engages a worker/employee in
employment.
any person who employs, whether directly or through
another person or agency, one or more employees in any
scheduled employment in respect of which minimum rates of
wages have been fixed.
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Terms in industrial relations
Employee
Employee is a person who is hired by another person or business
for a wage or fixed payment in exchange for personal services
and who does not provide the services as part of an independent
business.
An employee is any individual employed by an employer.
A person who works for a public or private employer and
receives remuneration in wages or salary by his employer
while working on a commission basis, piece-rates or time rate.
Terms in industrial relations
Employment
The state of being employed or having a job.
Labourmarket
The market in which workers compete for jobs and employers
compete for workers. It acts as the external source from
which organizations attract employees. These markets occur
because different conditions characterize different
geographical areas, industries, occupations, and professions
at any given time.
Scope of industrial relations
The scope or industrial relations include the following:
Collective bargaining
Machinery for settlement of industrial disputes
Standing orders
Workers participation in management
Unfair labour practices
Collective bargaining
Process of negotiations between employers
and a group of employees aimed at reaching
agreements that regulate working conditions.
Interests of the employees are commonly
presented by representatives of a trade union
to which the employees belong.
Collective agreements reached by these
negotiations usually set out wage scales,
working hours, training, health and safety,
overtime, grievance mechanisms and rights to
participate in workplace or company affairs
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Industrial disputes
Defined as a conflict or difference of opinion between management and
workers on the terms of employment
Disagreement between an employer and employees' representative;usually a trade union, over pay and other working conditions and can
result in industrial actions
When an industrial dispute occurs, both the parties, that is the
management and the workmen, try to pressurize each other.
The management may resort to lockouts while the workers may resort to
strikes, picketing or gheraos.
Objectives of industrial relations
The main of industrial relations system are:-
To bring better understanding and cooperation between employers and
workers.
To establish a proper channel of communication between workers and
management.
To ensure constructive contribution of trade unions.
To avoid industrial conflicts and to maintain harmonious relations.
To safeguard the interest of workers and the management.
To work in the direction of establishing and maintaining industrial
democracy.
Objectives of industrial relations
To establish and promote the growth of an industrial democracy based on
labour partnership in the sharing of profits and of managerial decisions,
To eliminate or minimize the number of strikes, lockouts and gheraos by
providing reasonable wages, improved living and working conditions
To improve the economic conditions of workers in the existing state of
industrial managements and political government.
Socialization of industries by making the state itself a major employer
Objectives of industrial relations
Vesting of a proprietary interest of the workers in the industries in which they
are employed
To ensure workers participation in decision-making.
To increase the morale and discipline of workers.
To ensure better working conditions, living conditions and reasonable wages.
To develop employees to adapt themselves for technological, social and
economic changes.
To make positive contributions for the economic development of the country.
Main aspect of Industrial Relations
labour Relations, i.e. relations between union and management.
Employer-employees relations, i.e. relations between management and
employees.
Group relations, i.e. relations between various groups of workmen.
Community or Public relations, i.e. relations between industry and society.
Promotions and development of healthy labour-managements relations.
Maintenance of industrial peace and avoidance of industrial strife
Development of true industrial Democracy.
Significance of industrial relation
The healthy industrial relations are key to the progress and success.
Uninterrupted production The most important benefit of industrialrelations is that this ensures continuity of production. This means,
continuous employment for all from manager to workers.
Reduction in Industrial Disputes Good industrial relations reduce the
industrial disputes. Disputes are reflections of the failure of basic human
urges or motivations to secure adequate satisfaction or expression which
are fully cured by good industrial relations.
High morale Good industrial relations improve the morale of the
employees. Employees work with great zeal with the feeling in mind that
the interest of employer and employees is one and the same, i.e. to
increase production.
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Significance of industrial relation
Mental Revolution The main object of industrial relation is a
complete mental revolution of workers and employees. The
industrial peace lies ultimately in a transformed outlook on
the part of both.
Reduced Wastage Good industrial relations are maintained
on the basis of cooperation and recognition of each other. It
will help increase production.
Causes of Poor Industrial Relations
Mental inertia on the part of management and labour;
An intolerant attitude of contempt of contempt towards the workers on the
part of management.
Inadequate fixation of wage or wage structure;
Unhealthy working conditions;
Indiscipline;
Lack of human relations skill on the part of supervisors and other managers;
Desire on the part of the workers for higher bonus or DA and the
corresponding desire of the employers to give as little as possible;
Principle of Good Industrial Relations
The willingness and ability of management and trade unions to deal with the
problems freely, independently and with responsibility.
Recognition of collective bargaining.
Desirability of associations of workers and managements with the Government
while formulating and implementing policies relating to general economic and
social measures affecting industrial relations.
Fair redressal of employee grievances by the management
Providing satisfactory working conditions and payment of fair wage.
Introducing a suitable system of employees education and training.
Developing proper communication system between management and employees.
To ensure better working conditions, living conditions and reasonable wages.
To develop employees to adapt themselves for technological, social and economic
changes.
To make positive contributions for the economic development of the country.
Factors of industrial relations
Industrial Relation encompasses all such factors that influence behavior of people at
work.
1. Institution: It includes government, employers, trade unions, unions federations or
associations, government bodies, labour courts, tribunals and other organizations
which have direct or indirect impact on the industrial relations systems.
2. Characters : It aims to study the role of workers unions and employers federations
officials, shop stewards, industrial relations officers/ manager, mediator/conciliators /
arbitrator, judges of labour court, tribunal etc.
Factors of industrial relations
3. Methods : Focus on collective bargaining, workers participation in the
Industrial Relation schemes, discipline procedure, grievance re-dressalmachinery, dispute settlements machinery working of closed shops, union
reorganization, organizations of protests through methods like revisions of
existing rules, regulations, policies, procedures, hearing of labour courts,
tribunals etc.
4. Contents : Includes matter pertaining to employment conditions like pay,
hours of works, leave with wages, health, and safety disciplinary actions, lay-
off, dismissals retirements etc., laws relating to such activities, regulations
governing labour welfare, social security, industrial relations, issues
concerning with workers participation in management, collective bargaining,
etc.
Industrial Relations Machinery
Comprises of
Conciliation
Arbitration
Adjudication
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Conciliation
Alternative dispute resolution (ADR) process whereby the parties to a
dispute (including future interest disputes) agree to utilize the services of
a conciliator (mediator), who then meets with the parties separately in an
attempt to resolve their differences.
They do this by lowering tensions, improving communications,
interpreting issues, providing technical assistance, exploring potential
solutions and bringing about a negotiated settlement.
has no legal standing, and the conciliator usually has no authority to seek
evidence or call witnesses, usually writes no decision, and makes no
award.
Arbitration
A form of alternative dispute resolution (ADR), is a legal technique for the
resolution of disputes outside the courts, where the parties to a dispute
refer it to one or more persons (the "arbitrators", "arbiters" or "arbitral
tribunal"), by whose decision (the "award") they agree to be bound.
It is a settlement technique in which a third party reviews the case and
imposes a decision that is legally binding for both sides
Arbitration is often used for the resolution of commercial disputes,
particularly in the context of international commercial transactions
The use of arbitration is also frequently employed in consumer and
employment matters, where arbitration may be mandated by the terms of
employment or commercial contracts.
Adjudication
legal process by which an arbiter or judge reviews evidence and
argumentation including legal reasoning set forth by opposing parties or
litigants to come to a decision which determines rights and obligations
between the parties involved. Three types of disputes are resolved
through adjudication:
Disputes between private parties, such as individuals or corporations
Disputes between private parties and public officials
Disputes between public officials or public bodies
What's the difference?
The difference between arbitration and mediation
In mediation a neutral facilitator works with all parties to assist them to
reach a solution. Arbitration is a formal process in which an independent
third party hears from all parties and makes a decision about how to
resolve the dispute.
The difference between arbitration and adjudication
The aim of adjudication is to resolve disputed issues in order to enable
work to continue (either indefinitely or while awaiting the decision of a
judge or arbitrator). Arbitration is a more formal process, and the
arbitrator's decision is legally binding.
Worker Participation And Employee
Involvement
The word participation means sharing the decision-making
power with the lower ranks of the organization in an appropriate
manner.
Has a unique motivational power and a great psychological value
promotes harmony and peace between workers and
management.
When workers participate in organizational decisions, they are
able to see the big picture clearly, i.e., how their actions would
contribute to overall growth of the company.
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Worker Participation And Employee
Involvement
Workers participation in management encompasses the following:
Provides scope for employees in the decision making of the organisation.
participation may be at the shop level, departmental level or at the top
level.
participation includes the willingness to share the responsibility by works
as they have a commitment to execute their decisions.
participation is conducted through the mechanism of forums which
provide for association of workers representatives.
The basic idea is to develop self control and self discipline among works,
so that the management become AutoManagement.
Need for workers participation
Reduced industrial unrest
Reduced misunderstanding
Increased organization balance
Higher productivity
Increased Commitment
Industrial democracy
Less resistance to change
The scheme has economic, psychological, ethical and political objectives.
Psychological objective - to secure full recognition of the workers -
Association of worker with management provides him with a sense of
importance, involvement and a feeling of belongingness.
Socially, the need for participation arises because modern industry is a
social institution with the interest of employer, the share-holders, the
community and the workers equally invested in it.
Ethical objective of participation is to develop workers free personality
and to recognize human dignity.
Political objective of participation is to develop workers conscious of their
democratic rights on their work place and thus bring about industrialdemocracy.
Objectives of Workers Participation inManagement
Objectives of Workers Participation in
ManagementThe main objectives ofworkers participation in management include:
i. To promote increased productivity for the advantage of the organization,
workers and society at large;
ii. To provide a better understanding to employees about their role and place
in the process of attainment of organizational goals;
iii. To satisfy the workers social and esteem needs; and
iv. To strengthen labour management co-operation and thus maintaining
industrial peace and harmony.
v. To develop social education for effective solidarity among the workingcommunity and for tapping latent human resources.
Objectives of Workers Participation in
Management
vi. An ideological point of view to develop self-management in industry.
vii. An instrument for improving efficiency of the company and establishingharmonious industrial relations.
viii. To build the most dynamic human resource.
ix. To build the nation through entrepreneurship and economic development.
x. To improve the quality of working life by allowing the workers greater influenceand involvement in work and the satisfaction obtained from work.
xi. Development of human personality
xii. Development of leader from within the industry.
xiii. Development of working class.
xiv. Creation of a just egalitarian (equal) society.
xv. Facilitate self-development of worker.
Formal & informal participation
The participation of workers may be formal or informal.
Formal participation - it takes the forms of formal structures such as
Works Committee, Shop Councils, Production Committee, Safety
Committee, Joint Management Councils, Canteen Committee etc.
Informal participation- may be such as the supervisor consulting the
workers for granting leave, overtime, and allotment of worked or transfer
of workers from one department to another.
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Workers participation in management
in India
Entered the Indian scene in the year, 1920, whenMahatma Gandhi had suggested that workers
should participate and contribute to the
organization and also share its prosperity.
Workers participation in management
in India
The various forms of workers participation in management
currently prevalent in the country are:
1) Works Committee2) Joint Management Councils (JMCs 1958)
3) Joint Councils
4) Unit councils
5) Plant Council
(6) Shop Councils
(7) Workers Representation on Board of Management
(8) Workers Participation in Share Capital
Workers Participation in Management
in India
Even after taking all these initiatives, WPM in India was a failure.
The factors responsible for the failure are:
Attitude of the management towards the scheme is not
encouraging. The preventatives of workers are not given due
recognition by the management.
The attitude of trade unions towards the schemes is negative as
they consider these schemes are reducing the power of Trade
Unions. Some Trade Unions boycott Joint Management Council
meetings.
Suggestion to make WPM Schemes
Successful in India
The success of any scheme of participative
management is dependent on some of the basic points
regarding work environment ,which are as under:
There should be a strong, demographic and
representative unionnism,without any political forces
and multiplicity in unions.
Suggestion to make WPM Schemes
Successful in India
Formation of mutually agreed and clearly spelt objectives
for participation, with emphasis on autonomy and
satisfaction of higher needs of the workers.
Creation of working environment conducive to participation
,without much rigid hierarchical structure and close
supervision.
Ensure complete sharing of information which shall ensure
effective consultations and formation of policies.
Suggestion to make WPM Schemes
Successful in India
Both parties should develop their attitude and
outlook, and must have full faith in the soundness
of this concept.
Rights of each other are recognized and protected
by the presence of legal framework, thought is not
used often.
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Labour welfare Involves all those activities of employer
which are directed towards providing theemployees with certain facilities andservices in addition to wages or salaries.
Labour welfare has the following objectives:
To provide better life and healthto the workers
To make the workers happy andsatisfied
To relieve workers from industrialfatigue and to improveintellectual, cultural and materialconditions of living of theworkers.
Labour welfare
labour welfare includes various facilities, services and amenities provided to
workers for improving their health, efficiency, economic betterment and
social status.
Welfare measures are in addition to regular wages and other economic
benefits available to workers due to legal provisions and collective
bargaining
Labour welfare schemes are flexible and ever-changing. New welfare
measures are added to the existing ones from time to time.
Welfare measures may be introduced by the employers, government,
employees or by any social or charitable agency.
The purpose of labour welfare is to bring about the development of the
whole personality of the workers to make a better workforce.
Labour welfare
The important benefits of welfare measures can be summarized as follows:
They provide better physical and mental health to workers and thuspromote a healthy work environment
Facilities like housing schemes, medical benefits, and education andrecreation facilities for workers families help in raising their standards ofliving. This makes workers to pay more attention towards work and thusincreases their productivity.
Employers get stable labour force by providing welfare facilities. Workerstake active interest in their jobs and work with a feeling of involvementand participation.
Employee welfare measures increase the productivity of organization andpromote healthy industrial relations thereby maintaining industrial peace.
The social evils prevalent among the labours such as substance abuse, etcare reduced to a greater extent by the welfare policies.
Social security
System of protection or support provided by the society or government to
workers and their families in time of sudden calamity, sickness,unemployment, injuries, industrial accidents, disablement, old age or othercontingencies.
Social security programmes include
Medicare and insurance benefits
Medical help at the time of injury and accident and provision financialcompensation and relief.
Pension in case of disablement
Unemployment insurance or allowance
Maternity benefits
Death payments and family pension
Retirement benefits or old age relief etc.
Social Security Programmes in India
In pre-independence period, a beginning was made in social
security with the passing of the Workmens CompensationAct, 1923.
After independence, enacted a number of laws and has
introduced and implemented many schemes to provide social
security to industrial workers..
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Social securitySocial security is guaranteed in our Constitution under Acts. 39, 41 and 43.
The Employees State Insurance Act, 1948 provided sickness benefit and extended
sickness benefit; maternity benefit; disablement benefit; dependants benefit; (5)
funeral benefit; and medical benefit.
The Employees Provident Funds and Miscellaneous Provisions Act, 1952 and the
Maternity Benefit Act, 1961, are also social security measures
Workmens compensation act, 1923- became effective from July 1, 1924 -provided for
payment of compensation to workmen and their dependents in case of injury, accident
and some occupational diseases arising our of and in the course of employment and
resulting in disablement and death.
Payment of Gratuity Act, 1972 - provide a scheme for the payment of gratuity to
employees employed in factories, mines, oil fields, plantations, ports, railways, shops
and establishments
Social security
The Factories Act., 1948, provides for health, safety, welfare, employment of
young persons and women, hours of work for adults and children, holidays, leave
with wages etc.
The Contract Labour (Regulation and Abolition) Act of 1970, a piece of social
legislation, provides for the abolition of contract labour wherever possible and to
regulate the conditions of contract labour in establishments or employments
The Minimum Wages Act, 1948, provides for the fixation of minimum rates of
wages by the Central or State governments within a specified period for workers
employed in certain scheduled employments
INDUSTRIAL SAFETY & WELFARE PROVISION
Industrial safety Factories act 1948 caters for the industrial safety of the
worker
The Act has been enacted primarily with the object of
protecting workers employed in factories against industrial
and occupational hazards.
Industrial safety
Main features of act are:
Before starting any industry,written permission of thegovernment is required alongwith relevant particulars of theindustry.(at least 15 daysnotice is required)
Complete securityarrangements shall be made.Children shall not beemployed in big or dangerousmachines
Employee Health and Safety For smooth functioning of an
organization, the employer has toensure safety and security of his
employees.
Health and safety form an integral
part of work environment- should
enhance the well being of employees
and thus should be accident free
A construction worker hanging in the rope
without any protection at a construction site in
Chennai.
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Employee Health and Safety
Industrial safety and health may comprise measures for :
(i) Protecting the workers/employees against any health hazardsarising our of their work or the condition under which it iscarried on;
(ii) Fostering the adaptation of workers to the jobs and workenvironment and thus contributing towards the employeesphysical as well as mental adjustments; and
(iii) Promoting the establishment and maintenance of thehighest possible degree of physical mental and social well-being of the workers.
Employee Health and Safety
Normal health hazards may be caused by-
Chemical substancesat the work place such as carbon monoxide, carbon
dioxide, sulphur dioxide, sulphuric acid, acetic acid etc. - Inhaling causes
respiratory or heart diseases, cancer and neurological disorders they mayshorten life expectancy;
Biological factors including sickness caused by bacteria, fungi, viruses,
dietary deficiencies, allergies, emotional strains due to fear, anxiety etc.
and
Environmental factors including illness due to radiation, noise, vibrations
and shocks or atmospheric conditions such as inadequate ventilation,
lighting arrangement or very high or low temperature at the work place.
Employee Welfare Schemes The statutory welfare schemes include the following provisions:
Drinking Water: At all the working places safe hygienic drinking water should be
provided.
Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided.
First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided
to the needed employee.
Latrines and Urinals: A sufficient number of latrines and urinals are to be provided
in the office and factory premises and are also to be maintained in a neat and
clean condition.
Canteen facilities: Cafeteria or canteens are to be provided by the employer so as
to provide hygienic and nutritious food to the employees.
welfare provisions
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Employee Welfare Schemes
Spittoons: In every work place, such as ware houses, store places, in the dock area
and office premises spittoons are to be provided in convenient places and same
are to be maintained in a hygienic condition.
Lighting: Proper and sufficient lights are to be provided for employees so that theycan work safely during the night shifts.
Washing places: Adequate washing places such as bathrooms, wash basins with
tap and tap on the stand pipe are provided in the port area in the vicinity of the
work places.
Changing rooms: Adequate changing rooms are to be provided for workers to
change their cloth in the factory area and office premises. Adequate lockers are
also provided to the workers to keep their clothes and belongings.
Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.
A spittoon (or spittoon) is a container made for spitting into, especially by users of chewing and
dipping tobaccowelfare provisions
Employee Welfare Schemes
Many non statutory welfare schemes may include the following schemes:
Personal Health Care (Regular medical check-ups): Some of the
companies provide the facility for extensive health check-up Flexi-time: The main objective of the flextime policy is to provide
opportunity to employees to work with flexible working schedules.
Flexible work schedules are initiated by employees and approved by
management to meet business commitments while supporting employee
personal life needs
Employee Assistance Programs: Various assistant programs are arranged
like external counseling service so that employees or members of their
immediate family can get counseling on various matters.
welfare provisions
Employee Welfare Schemes
Harassment Policy: To protect an employee from harassments of any kind,
guidelines are provided for proper action and also for protecting the
aggrieved employee.
Maternity & Adoption Leave Employees can avail maternity or adoption
leaves. Paternity leave policies have also been introduced by various
companies.
Medi-claim Insurance Scheme: This insurance scheme provides adequate
insurance coverage of employees for expenses related to hospitalization
due to illness, disease or injury or pregnancy.
Employee Referral Scheme: In several companies employee referral
scheme is implemented to encourage employees to refer friends and
relatives for employment in the organization.
welfare provisions
Labour Legislation in India
Labour Legislation refers to all laws of the
Government which have been enacted to
provide social and economic security to the
labour or workers.
The evils of industrialization have led to the
labour legislation. Now the state has a
direct interest in the industrial peace and
prosperity
These acts are aimed at reduction of
production losses due to industrial disputes
and to ensure timely payment of wagesand other minimum amenities of the
workers
Need of labour Legislation
The basic principle of industrial
legislation is to ensure social justice tothe workers .
The object of legislation is :
the equitable distribution of
profits and benefits adding from
industry between industrialists
and workers
affording protection to the
workers against harmful affects to
their health safety and morality
Principles of Labour Legislation :
There are four principles on which the labour legislation is based
viz,
Social Justice
Economic Justice
National economy
International conventions
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Labour laws
Varied body of law applied to such matters as
employment, remuneration, conditions of work,
trade unions, and industrial relations.
Includes social security and disability insurance as
well
Elements of labour law
The basic subject matter of labour law can beconsidered under nine broad heads: Employment; Individual employment relationships
Wages and remuneration;
Conditions of work, health, safety, and welfare;
Social security
Trade unions and industrial relations;
The administration of labour law;
Special provisions for particular occupational or other groups
1) Employees State Insurance (ESI) Act,
1948
Provides for certain benefits to employees in case of sickness,
maternity and employment injury.
It applies to all 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
Employees State Insurance (ESI) Act, 1948
The benefits provided to the employees under the scheme are:
(1) sickness benefit and extended sickness benefit;
(2) maternity benefit;
(3) disablement benefit;
(4) dependents' benefit;
(5) funeral benefit; and
(6) medical benefit. All the benefits are provided in cash
2) Workmens compensation Act,
1923
The Workmens Compensation Act, aims to provide workmenand/or their dependents some relief in case of accidentsarising out of and in the course of employment and causingeither death or disablement of workmen.
It provides for payment by certain classes of employers totheir workmen compensation for injury by accident.
3) Payment of Wages Act, 1936
To ensure regular and prompt payment of wages and to
prevent the exploitation of a wage earner by prohibitingarbitrary fines and deductions from his wages.
Applicable for payment of wages to persons employed in any
factory.
Wages include all remuneration, bonus, or sums payable for
termination of service, but do not include house rent
reimbursement, light vehicle charges, medical expenses, TA,
etc.
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4) Minimum wages Act, 1948
The Minimum wages Act of 1948 was passed for the
welfare of labour and provided for fixing the
minimum rate of wages of labour.
Aims at making provisions for the statutory fixation
for the minimum rate of wages in number of
industries where there are extensive chances for the
exploitation of labour
Role of state in labour welfare
The improvement of labour welfare and increasing productivity
with reasonable level of social security is one of the prime
objectives concerning social and economic policy of the
Government.
The resources have been directed through the Plan programmes
towards skill formation and development, monitoring of working
conditions, creation of industrial harmony through infrastructure
for health, industrial relations and insurance against disease,
accident and unemployment for the workers and then families.
Role of state in labour welfare
Various welfare measures adopted by the
state are:
Factories act 1948
Trade union act
Payment of wages act
Minimum wages act
Workmen compensation act
Contract labour act
Role of labour welfare officer
Labour welfare officer is appointed as per the requirement of section 49 ofthe Factories Act
1) To act as a negotiating officer2) To shape and formulate labour policies3) To establish contact4) To deal with wages and employment5) To prevent from anti social activities6) To bring about peaceful settlement7) To comply with provision of factory to promote relation between thefactory and workers9) To encourage formation of committees10) To secure provision of amenities
11) To help factory management in regulation of Leave12) To secure welfare provisions13) To advice factory management