BUSINESS AND INDUSTRY SJES COLLEGE OF MANAGEMENT STUDIES

MODULE 5
BUSINESS AND INDUSTRY

LEGAL FACETS OF BUSINESS AND INDUSTRY

The legal facets of business and industry encompass a broad spectrum of regulations, contracts, and
compliance standards crucial for operations. From intellectual property rights safeguarding
innovation to employment laws governing workforce management, businesses navigate a complex
legal landscape. Contractual agreements establish terms between parties, while corporate
governance frameworks ensure ethical conduct and accountability. Regulatory compliance
addresses environmental, safety, and consumer protection standards, ensuring responsible business
practices. Dispute resolution mechanisms such as litigation or arbitration protect rights and resolve
conflicts. Understanding and adhering to these legal facets not only mitigate risks but also foster
trust among stakeholders, fostering sustainable growth and prosperity in the business landscape.

The Factories Act, 1948, is a key legislation in India aimed at regulating the working conditions in
factories and ensuring the health, safety, and welfare of workers. It sets out provisions regarding the
hours of work, annual leave with pay, employment of young persons and women, sanitation,
ventilation, and other aspects related to the working environment. The Act also mandates the
appointment of factory inspectors to enforce compliance with its provisions. Over the years, several
amendments have been made to the Act to adapt to changing industrial scenarios and to enhance
worker protection in factories.

The Factories Act, 1948, has several objectives and provisions aimed at ensuring the health,
safety, and welfare of workers employed in factories. Here's an overview:

Object and Scope: The primary objective of the Factories Act, 1948, is to regulate the
conditions of work in factories and ensure the safety, health, and welfare of workers. It
applies to any premises where ten or more workers are employed, and a manufacturing
process is carried out with the aid of power or where twenty or more workers are employed
without the aid of power.

Application: The Act applies to factories engaged in manufacturing processes, including

those involved in the production, processing, or packaging of goods. It covers various aspects
of factory operations, including working hours, health and safety measures, welfare
amenities, employment of women and young persons, and hazardous processes.

Major Provisions:

1. Health and Safety Measures: The Act mandates provisions for cleanliness,
ventilation, temperature, dust, and fume control, among others, to ensure a safe
working environment.
2. Working Hours and Leave: It regulates the working hours of adults, including
provisions for weekly rest, annual leave with wages, and overtime work.
3. Employment of Young Persons: The Act lays down regulations regarding the
employment of young persons, including restrictions on working hours, employment
near machinery, and provisions for education.

NOTES AMASSED BY RAVICHANDER REDDY

BUSINESS AND INDUSTRY SJES COLLEGE OF MANAGEMENT STUDIES

4. Employment of Women: It provides for the safety and welfare of female workers,
including provisions for maternity benefits, restrictions on night shifts, and facilities
for nursing mothers.
5. Welfare Provisions: The Act mandates the provision of amenities such as drinking
water, washing facilities, first aid, canteens, and restrooms for workers.
6. Safety Officers and Committees: It requires the appointment of safety officers and
the formation of safety committees to oversee and enforce compliance with safety
measures.
7. Penalties and Enforcement: The Act prescribes penalties for contraventions and
violations, including fines and imprisonment, and provides for the appointment of
inspectors to enforce its provisions.

Overall, the Factories Act, 1948, aims to promote the welfare of workers and ensure a safe
and healthy working environment in factories, thereby contributing to the overall
development of the industrial sector.

The Minimum Wages Act, 1948, is a significant piece of legislation in India designed to safeguard
the interests of workers by ensuring they receive fair remuneration for their labor. The Act
establishes minimum wage rates that employers must adhere to, preventing exploitation and
promoting social justice. It applies to all employments, both in the organized and unorganized
sectors, where workers are engaged in various industries, trades, or businesses. The Act empowers
the appropriate government to fix and revise minimum wage rates based on factors such as skill
level, geographical location, and cost of living. By enforcing minimum wage standards, the Act
contributes to poverty alleviation and socioeconomic development, fostering a more equitable
society.

Object and Scope: The primary objective of the Minimum Wages Act, 1948, is to safeguard
the interests of workers by ensuring they receive remuneration that meets their basic needs
and provides for a decent standard of living. It sets out to prevent the exploitation of labor
and promote social justice by establishing minimum wage rates.

Application: The Act applies to all employments, both in the organized and unorganized
sectors, where workers are engaged in various industries, trades, or businesses. It covers
workers across different occupations, including skilled, semi-skilled, and unskilled laborers.
The Act applies to both the central and state governments, and each state is responsible for
fixing and revising minimum wage rates based on factors such as skill level, geographical
location, and cost of living.

Major Provisions:

1. Fixing and Revision of Minimum Wages: The Act empowers the appropriate
government (central or state) to fix and revise minimum wage rates for different
categories of workers, taking into account factors such as skill level, nature of work,
and prevailing economic conditions.
2. Components of Minimum Wages: It specifies the components that constitute
minimum wages, including basic wages, cost of living allowances, and other
allowances such as housing, medical, and transportation allowances.

NOTES AMASSED BY RAVICHANDER REDDY

BUSINESS AND INDUSTRY SJES COLLEGE OF MANAGEMENT STUDIES

3. Working Hours and Overtime: The Act may also prescribe maximum working
hours and overtime rates for workers, ensuring that they are adequately compensated
for any additional work beyond regular hours.
4. Enforcement and Penalties: The Act provides for the appointment of inspectors to
enforce compliance with its provisions and inspect employers' records. It also
prescribes penalties for contraventions, including fines and imprisonment for repeat
offenses.
5. Advisory Boards: The Act allows for the constitution of advisory boards at both the
central and state levels to advise the government on matters related to minimum
wages, including their fixation and revision.

Overall, the Minimum Wages Act, 1948, plays a crucial role in ensuring social justice,
protecting workers' rights, and promoting equitable economic growth by establishing
minimum wage standards across various industries and sectors.

The Employees' State Insurance Act, 1948, is a significant legislation in India aimed at
providing social security to employees and their dependents in case of sickness, maternity,
disablement, or death due to employment injury. Here's an overview of its object, scope,
application, and major provisions:

Object and Scope: The primary objective of the Employees' State Insurance (ESI) Act,
1948, is to provide comprehensive social security benefits to employees and their dependents,
ensuring their financial stability during times of need such as sickness, maternity,
disablement, or death arising from employment-related injuries. The Act covers employees
working in factories, establishments, or specified hazardous industries as notified by the
government.

Application: The Act applies to employees earning wages up to a specified limit, typically
₹21,000 per month (as of January 2022). It covers both organized and unorganized sector
employees engaged in factories, establishments, or hazardous industries notified under the
Act. However, certain categories of employees, such as those covered under the Employees'
Provident Fund (EPF) scheme, may be exempt from ESI coverage.

Major Provisions:

1. Medical Benefits: The Act provides for comprehensive medical benefits to insured
employees and their dependents, including medical treatment, hospitalization,
maternity benefits, and related services.
2. Sickness and Disablement Benefits: Insured employees are entitled to cash benefits
during periods of sickness or temporary disablement, ensuring financial support
during such incapacities.
3. Maternity Benefits: Female employees are entitled to maternity benefits, including
paid leave and medical expenses related to childbirth and maternity care.
4. Dependents' Benefits: In case of the death of an insured employee due to
employment-related injury, dependents are entitled to financial support in the form of
a monthly pension and funeral expenses.
5. Employer and Employee Contributions: Both employers and employees contribute
to the ESI scheme through monthly contributions based on a percentage of wages,
with the employer being responsible for deducting and depositing the employee's
contribution.

NOTES AMASSED BY RAVICHANDER REDDY

BUSINESS AND INDUSTRY SJES COLLEGE OF MANAGEMENT STUDIES

6. Administration and Enforcement: The Act establishes the Employees' State

Insurance Corporation (ESIC) responsible for administering the scheme, collecting
contributions, and providing benefits to insured employees. It also provides for the
appointment of insurance medical officers and other officials to enforce compliance
with the Act's provisions.

Overall, the Employees' State Insurance Act, 1948, plays a crucial role in providing social
security to employees and their dependents, promoting their welfare and well-being in the
workplace.

The Employees' State Insurance Act, 1948, is a significant legislation in India aimed at
providing social security to employees and their dependents in case of sickness, maternity,
disablement, or death due to employment injury. Here's an overview of its object, scope,
application, and major provisions:

Object and Scope: The primary objective of the Employees' State Insurance (ESI) Act,
1948, is to provide comprehensive social security benefits to employees and their dependents,
ensuring their financial stability during times of need such as sickness, maternity,
disablement, or death arising from employment-related injuries. The Act covers employees
working in factories, establishments, or specified hazardous industries as notified by the
government.

Application: The Act applies to employees earning wages up to a specified limit, typically
₹21,000 per month (as of January 2022). It covers both organized and unorganized sector
employees engaged in factories, establishments, or hazardous industries notified under the
Act. However, certain categories of employees, such as those covered under the Employees'
Provident Fund (EPF) scheme, may be exempt from ESI coverage.

Major Provisions:

1. Medical Benefits: The Act provides for comprehensive medical benefits to insured
employees and their dependents, including medical treatment, hospitalization,
maternity benefits, and related services.
2. Sickness and Disablement Benefits: Insured employees are entitled to cash benefits
during periods of sickness or temporary disablement, ensuring financial support
during such incapacities.
3. Maternity Benefits: Female employees are entitled to maternity benefits, including
paid leave and medical expenses related to childbirth and maternity care.
4. Dependents' Benefits: In case of the death of an insured employee due to
employment-related injury, dependents are entitled to financial support in the form of
a monthly pension and funeral expenses.
5. Employer and Employee Contributions: Both employers and employees contribute
to the ESI scheme through monthly contributions based on a percentage of wages,
with the employer being responsible for deducting and depositing the employee's
contribution.
6. Administration and Enforcement: The Act establishes the Employees' State
Insurance Corporation (ESIC) responsible for administering the scheme, collecting
contributions, and providing benefits to insured employees. It also provides for the
appointment of insurance medical officers and other officials to enforce compliance
with the Act's provisions.

NOTES AMASSED BY RAVICHANDER REDDY

BUSINESS AND INDUSTRY SJES COLLEGE OF MANAGEMENT STUDIES

Overall, the Employees' State Insurance Act, 1948, plays a crucial role in providing social
security to employees and their dependents, promoting their welfare and well-being in the
workplace.

The Employees' Provident Funds and Miscellaneous Provisions Act, 1952, is a significant
legislation in India aimed at providing social security to employees and their dependents by
creating a mandatory provident fund scheme. Here's an overview of its object, scope,
application, and major provisions:

Object and Scope: The primary objective of the Employees' Provident Funds (EPF) Act,
1952, is to ensure financial security for employees and their families by creating a provident
fund scheme. The Act aims to promote savings for retirement, housing, medical expenses,
education, and other essential needs.

Application: The EPF Act applies to establishments employing 20 or more persons engaged
in industries and sectors specified by the government. It covers employees earning wages up
to a specified threshold, which was ₹15,000 per month (as of January 2022). However,
establishments with fewer than 20 employees can also voluntarily opt for EPF coverage.

Major Provisions:

1. Provident Fund Scheme: The Act mandates the establishment of a provident fund
scheme for eligible employees, wherein both the employer and the employee
contribute a certain percentage of the employee's wages to the provident fund.
2. Employee Contributions: Employees contribute a portion of their wages to the
provident fund, which accumulates over time and serves as a retirement savings fund.
The contributions are deducted by the employer and deposited into the employees'
provident fund accounts.
3. Employer Contributions: Employers also contribute a certain percentage of the
employees' wages to the provident fund, enhancing the employees' retirement savings.
These contributions are separate from the employees' contributions and are deposited
into the provident fund by the employer.
4. Interest on Provident Fund: The Act ensures that the provident fund contributions
accumulate interest over time, helping to grow the fund and increase the retirement
benefits for employees.
5. Withdrawal and Loans: Employees are allowed to withdraw or take loans from their
provident fund accounts for specific purposes such as marriage, education, medical
treatment, housing, or emergencies, subject to certain conditions and limitations.
6. Nomination and Settlement: The Act provides for the nomination of beneficiaries
by employees to receive the provident fund accumulations in case of the employee's
death. It also outlines the procedures for the settlement of provident fund claims by
employees or their nominees.
7. Administration and Enforcement: The Act establishes the Employees' Provident
Fund Organization (EPFO) responsible for administering the provident fund scheme,
collecting contributions, maintaining accounts, and providing benefits to employees.
It also provides for the appointment of provident fund inspectors and other officials to
enforce compliance with the Act's provisions.

NOTES AMASSED BY RAVICHANDER REDDY

BUSINESS AND INDUSTRY SJES COLLEGE OF MANAGEMENT STUDIES

Overall, the Employees' Provident Funds and Miscellaneous Provisions Act, 1952, play a
crucial role in promoting financial security and social welfare for employees by creating a
mandatory provident fund scheme and ensuring compliance with its provisions.

The Contract Labor (Regulation and Abolition) Act, 1970, is an important legislation in India
aimed at regulating the employment of contract labor and ensuring their welfare. Here's an
overview of its object, scope, application, and major provisions:

Object and Scope: The primary objective of the Contract Labor (Regulation and Abolition)
Act, 1970, is to regulate the employment of contract labor in certain establishments and
ensure they receive fair wages, working conditions, and other benefits similar to regular
employees. The Act also aims to prevent exploitation and provide for the abolition of contract
labor where possible.

Application: The Act applies to establishments or contractors engaging 20 or more contract

workers on any day of the preceding 12 months. It covers a wide range of industries and
sectors, including construction, manufacturing, mining, and services, where contract labor is
prevalent.

Major Provisions:

1. Registration of Establishments and Contractors: The Act mandates the registration

of establishments engaging contract labor and contractors supplying contract labor. It
requires them to obtain a license from the appropriate government authority.
2. Welfare Measures: Employers are required to provide various welfare measures to
contract laborers, including facilities for drinking water, canteens, restrooms, first aid,
and sanitary facilities.
3. Working Conditions: The Act ensures that contract laborers are provided with
suitable working conditions, including provisions for safety, health, and hygiene at the
workplace.
4. Hours of Work and Wages: It regulates the working hours of contract laborers,
including provisions for overtime work, weekly rest, and payment of wages.
Employers are required to ensure timely payment of wages and statutory benefits to
contract laborers.
5. Prohibition of Abolition of Contract Labor: The Act empowers the appropriate
government to prohibit or regulate the employment of contract labor in certain
establishments or industries where it deems necessary for the welfare of workers.
6. Inspection and Enforcement: The Act provides for the appointment of inspectors to
enforce compliance with its provisions and inspect establishments and contractors'
premises. Inspectors have the authority to examine records, take samples, and conduct
inquiries to ensure adherence to the Act's requirements.
7. Penalties: It prescribes penalties for contraventions of the Act, including fines and
imprisonment for repeat offenses. Employers found guilty of violating the Act may
face legal consequences, including the cancellation of licenses or registration.

Overall, the Contract Labor (Regulation and Abolition) Act, 1970, plays a crucial role in
regulating the employment of contract labor, ensuring their welfare, and preventing
exploitation in various industries and sectors across India.

NOTES AMASSED BY RAVICHANDER REDDY

BUSINESS AND INDUSTRY SJES COLLEGE OF MANAGEMENT STUDIES

The Maternity Benefit Act, 1961, and its Amendment Act of 2017 are significant
legislations in India aimed at ensuring the health, safety, and welfare of pregnant women and
new mothers in the workforce. Here's an overview of their object, scope, application, and
major provisions:

Object and Scope: The primary objective of the Maternity Benefit Act, 1961, is to regulate
the employment of women during pregnancy, maternity leave, and after childbirth, ensuring
their physical well-being and economic security. The Act aims to provide maternity benefits
such as paid leave, medical allowances, and job security to pregnant women and new mothers
working in various establishments.

Application: The Act applies to every establishment employing ten or more persons,
including factories, mines, plantations, shops, and other entities specified by the government.
It covers women employees, including temporary, contractual, and full-time workers,
regardless of their duration of service or nature of employment.

Major Provisions:

1. Maternity Leave: The Act mandates that eligible women employees be entitled to a
minimum of 12 weeks of maternity leave, with six weeks of leave before childbirth
and six weeks after childbirth.
2. Maternity Benefit: During the maternity leave period, women employees are entitled
to receive maternity benefit, which is calculated as the average daily wage for the
period of leave.
3. Medical Allowance: The Act provides for medical allowances for the medical
expenses incurred during pregnancy, childbirth, miscarriage, or premature birth.
4. Job Security: The Act prohibits the dismissal, discharge, or discrimination against
women employees during or on account of their absence due to maternity leave. It
ensures job security for women returning to work after maternity leave.
5. Creche Facilities: The Amendment Act of 2017 introduced provisions requiring
establishments with 50 or more employees to provide creche facilities for children
under the age of six, ensuring a supportive environment for working mothers.
6. Work from Home: The Amendment Act also introduced the provision for allowing
women employees to work from home, subject to mutually agreed terms between the
employer and the employee, during their maternity leave period.
7. Employer Contributions: The Act places the responsibility of providing maternity
benefits on employers, who are required to pay the maternity benefit to eligible
employees and provide other facilities mandated by the Act.

Overall, the Maternity Benefit Act, 1961, and its Amendment Act of 2017 play a crucial role
in promoting gender equality, protecting the rights of women employees, and ensuring their
well-being during pregnancy and motherhood in the workplace.

The Industrial Disputes Act, 1947, is a key legislation in India aimed at preventing and
resolving disputes between employers and employees in industrial establishments. Here's an
overview of its object, scope, application, and major provisions:

Object and Scope: The primary objective of the Industrial Disputes Act, 1947, is to promote
industrial peace and harmony by providing mechanisms for the prevention and resolution of
disputes between employers and employees. The Act aims to create a conducive environment

NOTES AMASSED BY RAVICHANDER REDDY

BUSINESS AND INDUSTRY SJES COLLEGE OF MANAGEMENT STUDIES

for industrial relations, ensuring the orderly conduct of industrial establishments and
safeguarding the interests of workers.

Application: The Act applies to all industrial establishments, including factories, mines,
plantations, workshops, and other entities engaged in manufacturing, production, or
processing activities. It covers both organized and unorganized sectors, including public and
private sector enterprises.

Major Provisions:

1. Definition of Industrial Dispute: The Act defines an industrial dispute as any

conflict or difference between employers and employees, or between employers and
employers, or between employees and employees, which is connected with
employment or non-employment, terms of employment, or conditions of work.
2. Prohibition of Strikes and Lockouts: The Act prohibits strikes and lockouts during
the pendency of conciliation or arbitration proceedings and imposes restrictions on
their initiation and conduct to prevent disruptions in industrial activities.
3. Conciliation: The Act provides for the appointment of conciliation officers, boards,
and tribunals to facilitate the resolution of disputes through conciliation, negotiation,
and mediation. It encourages parties to settle disputes amicably and reach mutually
acceptable agreements.
4. Adjudication: In case of failure of conciliation efforts, the Act provides for the
adjudication of disputes by labor courts, industrial tribunals, or national industrial
tribunals, depending on the nature and scope of the dispute. Adjudication aims to
resolve disputes through legal proceedings and formal arbitration.
5. Compensation and Reinstatement: The Act empowers adjudicatory bodies to award
compensation, reinstatement, or other remedies to aggrieved parties in case of unfair
labor practices, victimization, or wrongful termination.
6. Layoff, Retrenchment, and Closure: The Act regulates the procedures for layoff,
retrenchment, and closure of industrial establishments, ensuring compliance with
statutory requirements and safeguarding the interests of affected workers.
7. Penalties: It prescribes penalties for contraventions of the Act's provisions, including
fines and imprisonment for repeat offenses. Employers found guilty of unfair labor
practices or violating workers' rights may face legal consequences.

Overall, the Industrial Disputes Act, 1947, serves as a crucial framework for promoting
industrial peace, resolving disputes, and protecting the rights and interests of both employers
and employees in India's industrial landscape.

The Industrial Disputes Act, 1947, is a key legislation in India aimed at preventing and
resolving disputes between employers and employees in industrial establishments. Here's an
overview of its object, scope, application, and major provisions:

Object and Scope: The primary objective of the Industrial Disputes Act, 1947, is to promote
industrial peace and harmony by providing mechanisms for the prevention and resolution of
disputes between employers and employees. The Act aims to create a conducive environment
for industrial relations, ensuring the orderly conduct of industrial establishments and
safeguarding the interests of workers.

NOTES AMASSED BY RAVICHANDER REDDY

BUSINESS AND INDUSTRY SJES COLLEGE OF MANAGEMENT STUDIES

Application: The Act applies to all industrial establishments, including factories, mines,
plantations, workshops, and other entities engaged in manufacturing, production, or
processing activities. It covers both organized and unorganized sectors, including public and
private sector enterprises.

Major Provisions:

1. Definition of Industrial Dispute: The Act defines an industrial dispute as any

conflict or difference between employers and employees, or between employers and
employers, or between employees and employees, which is connected with
employment or non-employment, terms of employment, or conditions of work.
2. Prohibition of Strikes and Lockouts: The Act prohibits strikes and lockouts during
the pendency of conciliation or arbitration proceedings and imposes restrictions on
their initiation and conduct to prevent disruptions in industrial activities.
3. Conciliation: The Act provides for the appointment of conciliation officers, boards,
and tribunals to facilitate the resolution of disputes through conciliation, negotiation,
and mediation. It encourages parties to settle disputes amicably and reach mutually
acceptable agreements.
4. Adjudication: In case of failure of conciliation efforts, the Act provides for the
adjudication of disputes by labor courts, industrial tribunals, or national industrial
tribunals, depending on the nature and scope of the dispute. Adjudication aims to
resolve disputes through legal proceedings and formal arbitration.
5. Compensation and Reinstatement: The Act empowers adjudicatory bodies to award
compensation, reinstatement, or other remedies to aggrieved parties in case of unfair
labor practices, victimization, or wrongful termination.
6. Layoff, Retrenchment, and Closure: The Act regulates the procedures for layoff,
retrenchment, and closure of industrial establishments, ensuring compliance with
statutory requirements and safeguarding the interests of affected workers.
7. Penalties: It prescribes penalties for contraventions of the Act's provisions, including
fines and imprisonment for repeat offenses. Employers found guilty of unfair labor
practices or violating workers' rights may face legal consequences.

Overall, the Industrial Disputes Act, 1947, serves as a crucial framework for promoting
industrial peace, resolving disputes, and protecting the rights and interests of both employers
and employees in India's industrial landscape.

The Indian Trade Union Act, 1926, is a significant legislation in India aimed at regulating
the formation, registration, and functioning of trade unions. Here's an overview of its object,
scope, application, and major provisions:

Object and Scope: The primary objective of the Indian Trade Union Act, 1926, is to provide
legal recognition and protection to trade unions, enabling them to collectively bargain with
employers and advance the interests of workers. The Act aims to promote industrial peace,
foster harmonious industrial relations, and empower workers to assert their rights through
organized collective action.

Application: The Act applies to all trade unions and their members operating in India,
regardless of their size, nature of trade, or industry. It covers both registered and unregistered
trade unions engaged in representing the interests of workers in various sectors and
industries.

NOTES AMASSED BY RAVICHANDER REDDY

BUSINESS AND INDUSTRY SJES COLLEGE OF MANAGEMENT STUDIES

Major Provisions:

1. Definition of Trade Union: The Act defines a trade union as any combination of
workers or employers formed primarily for the purpose of regulating relations
between workers and employers, or between workers and workers, or between
employers and employers.
2. Registration of Trade Unions: The Act provides for the registration of trade unions
with the appropriate government authority, enabling them to enjoy legal recognition
and certain privileges, including the right to collective bargaining, representation, and
participation in industrial disputes.
3. Requirements for Registration: To be eligible for registration, a trade union must
have a minimum membership of seven workers, who must be employed in the same
industry, trade, or occupation. The union must also have a constitution and rules
governing its internal administration and functioning.
4. Rights and Privileges of Registered Trade Unions: Registered trade unions enjoy
certain rights and privileges, including the right to represent workers in collective
bargaining, negotiations, and dispute resolution processes. They also have legal
standing to sue and be sued in courts of law.
5. Immunities and Protections: The Act provides certain immunities and protections to
registered trade unions and their office bearers, shielding them from legal liability for
actions taken in furtherance of trade union activities, provided they are lawful and
conducted in good faith.
6. Regulation of Trade Union Funds: The Act regulates the collection and utilization
of trade union funds, ensuring transparency and accountability in financial matters. It
requires trade unions to maintain proper accounts and submit annual returns to the
government authority.
7. Penalties: It prescribes penalties for contraventions of the Act's provisions, including
fines and imprisonment for offenses such as false statements in registration
applications or misappropriation of trade union funds.

Overall, the Indian Trade Union Act, 1926, plays a crucial role in facilitating the organization
and representation of workers, promoting collective bargaining, and strengthening the labor
movement in India.

NOTES AMASSED BY RAVICHANDER REDDY