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Presentation On Industrial Relations

The document discusses industrial relations in India. It covers objectives of industrial relations, definitions, relevant legislation like the Contract Labour Act and Factories Act, welfare measures, grievance handling processes, and responsibilities for maintaining good industrial relations. Key topics include employment laws and regulations, workers' compensation, provident funds, maintaining records, fixing wages, handling grievances, and statutory versus non-statutory welfare activities.

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donnellvineeth
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62 views

Presentation On Industrial Relations

The document discusses industrial relations in India. It covers objectives of industrial relations, definitions, relevant legislation like the Contract Labour Act and Factories Act, welfare measures, grievance handling processes, and responsibilities for maintaining good industrial relations. Key topics include employment laws and regulations, workers' compensation, provident funds, maintaining records, fixing wages, handling grievances, and statutory versus non-statutory welfare activities.

Uploaded by

donnellvineeth
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Presentation

On
INDUSTRIAL RELATIONS
ON
TI
TA R E
N
E C T U
E S U
PR STR

• Objectives
• Background & Definition
• Industrial Legislation
• Salient Features of a few Acts
• Role of Time Office
• Welfare & Grievance Handling
OBJECTIVES

• To understand the law relating to


Industrial Labour

• To share experience & practices on


Industrial Relations
DEFINITION

“An organised relationship between two


organised parties representing employers
and employees regarding matters of
common interest”
CONTRIBUTORY FACTORS

• HUMAN FACTORS - WORKMEN ON ONE SIDE


AND MANAGEMENT ON THE OTHER
• ORGANISATIONAL FACTORS - TYPE OF
INDUSTRY, WORKING CONDITIONS, SERVICE
CONDITIONS
• SOCIAL FACTORS
INDUSTRIAL LEGISLATIONS

• The Contract Labour (Regulation &


Abolition) Act, 1970
• The Workmen’s Compensation Act, 1923
• The Payment of Wages Act, 1936
• The Industrial Disputes Act, 1947
• The Employees State Insurance Act, 1948
• The Minimum Wages Act, 1948
INDUSTRIAL LEGISLATIONS. . .

• The Payment of Bonus Act, 1965


• The Payment of Gratuity Act,1972
• The Equal Remuneration Act,1976
• The Interstate Migrant Workmen
(Regulation of Employment and Conditions
of Service) Act, 1979
INDUSTRIAL LEGISLATIONS . . .

• The Factories Act, 1948


• The Employees’ Provident Funds and
Miscellaneous Provisions Act, 1952
• The Building & Other Construction Workers
(Regulation of Employment & Conditions of
Service) Act, 1996 & welfare cess Act 1996.
• Respective State Rules
INDUSTRIAL LEGISLATIONS . . .

• Child Labour (Prohibition and Regulation)


Act, 1986
• Employees’ Pension Scheme, 1995
• Shops and Establishments Act / Labour
Welfare fund Act / National Festival
Holidays Act
THE CONTRACT LABOUR ACT

• Principal Employer’s Registration

• Application for Registration (Form I)


• Registration Certificate (Form II)
LABOUR LICENCE

• Application in Form IV (triplicate)


• Form V from the Principal employer
• Licence registration fee
• Security Deposit (as per No. of workers)
• Power of Attorney for In-charge
RENEWAL OF LABOUR LICENCE

• Application should be submitted 30 days


• prior to expiry of licence
• Form VII (triplicate)
• Original Labour licence
• Challan or Demand Draft for Licence fee
REFUND OF SECURITY DEPOSIT

• Application for refund of Security Deposit


• Original Licence
• Form VI A from the Contractor
• Form VI B from the Principal Employer
• Xerox copy of Security Deposit Receipt
SUBMISSION OF RETURNS

• Half yearly returns in FORM XXIV as per Contract labour


(Regulation and Abolition) Act,1970.

• Period ending 30th June, returns to be submitted on or


before 31st July
• Period ending 31st December, returns to be submitted
on or before 31st January

• Annual returns in FORM III as per Minimum Wages Act,1948


before 31st Jan. every year, a copy to Principal employer
REGISTERS & RECORDS
• Labour History book
• Register of Workmen employed by
the contractor (Form 13)
• Employment Card (Form 14)
• Service Certificate (Form 15)
• Combined registers such as
• Muster roll (Form 16)
• Register of Wages (17)
• Overtime Wages (Form 18)
• Wages slip (Form 19) under CLA or (Form 4B)
under Minimu wages Act
REGISTERS & RECORDS ...
• Register of Deduction for Damage or loss (Form 20)
• Register of Fines (Form 21)
• Register of Advances (Form 22)
• Half yearly return Contract Labour (R&A) Act.
• Annual return under payment of Wages Act with copy to
Principal employer
– Register of Unpaid wages
– Register of First Aid
– Register of Accidents
– Register of Bonus Form C.
OVERTIME

• An item of expenditure which in general


does not increase production in proportion
to the cost incurred
• It is necessary to discourage OT as far as
possible.
• It has to be programmed in advance
• A workman works for more than 9 hours a
day or more than 48 hours in a week -
eligible for OT, twice the ordinary wages
WORKMEN COMPENSATION
FATAL ACCIDENT
Documents Required for Settlement
• Inform to Regional
Office/Clients/Police/WCC/Relatives
• Insurance Claim Form
• FIR /Post Mortem Report/Inquest Report
• Death certificate/Age proof certificate
• Accident Report / Attendance card/Wage
Sheet/Compensation Deposit Receipt
• Disbursement of NIC form “A” voucher through
W.C.Commissioner
WORKMEN COMPENSATION
NON-FATAL ACCIDENT

• TEMPORARY DISABLEMENT
• PERMANENT PARTIAL DISABLEMENT
DOCUMENTS REQUIRED FOR SETTLEMENT

• TEMPORARY • PERMANENT PARTIAL


DISABLEMENT DISABLMENT
• Claim form • Claim form
• Accident report
• Accident report
• Medical Certificate
• Medical certificate
• Fitness Certificate
• Fitness certificate • % of disability Certificate
• Age Proof
• Attendance Card
EMPLOYEES PROVIDENT FUND & PENSION
SCHEME

• Employees’ Provident Funds Act, 1952


• Employees’ Deposit Linked Insurance
Scheme, 1976
• Employees’ Pension Scheme, 1995
• Membership coverage from Day 1
EMPLOYEE PROVIDENT FUND ACT 1952 &
PENSION SCHEME , 1995
contribution PF FPF
Employees’ Contribution 12% nil

Employers’ Contribution 3.67% 8.33% #

# pension scheme contribution up to the maximum of Rs.541/-


only, rest of the contribution again goes to Provident Fund.
EMPLOYEES STATE INSURANCE ACT, 1948

• Contribution
– Employers’ Contribution - 4.75%
– Employees’ Contribution - 1.75%

• The Act not applicable to employees if they


are drawing wages exceeding Rs.10,000/-
p.m (w.e.f. 01.10.06 )
ESI BENEFITS

• Medical Benefits
• Sickness Benefits
• Maternity Benefit
• Disablement Benefit
• Dependents Benefit
FACTORIES ACT, 1948

• Application for permission to construct ,


extend or take into use any building as a
factory - FORM - I
• Application for registration and Grant or
Renewal of Licence - FORM - II
FACTORY LICENCE

• Memorandum of Association & Articles of


association
• List of Directors in Triplicate
• Blue print
• Licence fee - depends upon Horse power &
No.of workers
ROLE OF TIME OFFICE

• IMPLEMENTION OF RULES
• DISPLAY OF NOTICES
• PROPER RECRUITMENT OF WORKMEN
• SCREENING OF WORKMEN FOR SAFETY
• DISBURSEMENT OF WAGES
ROLE OF TIME OFFICE . . .

• MAINTENANCE OF RECORDS
• MAINTENANCE AND UPKEEP OF LABOUR CAMP
FACILITITES
• FIRST AID
• PROHIBITING ENGAGING OF CHILD/BLACK
LISTED LABOUR
FIXATION OF WAGES
• TRIAL PERIOD
• EXPERIENCE
• QUALIFICATION (DCE, B.E GRADUATE & PG)
• NATURE OF WORK
• SPECIALISATION
• CATEGORY (SKILLED,SEMI-SKILLED,UNSKILLED)
• MINIMUM WAGES ACT TO BE ADHERED
COMPENSATION BENEFITS

NOTICE PAY RETRENCHMENT


COMPENSATION
• Contract less than • Contract more than
One year One year
• Notice pay of 1 month
• Workman completing
wage +15 days wages
240 days for every completed
• One month wages year of service or part
there of in excess of 6
months
WELFARE

• STATUTORY WELFARE
• NON-STATUTORY WELFARE
STATUTORY WELFARE

• COMPRISES THOSE PROVISIONS WHOSE


OBSERVANCE IS BINDING ON EMPLOYERS BY
LAW
– ESSENTIAL WORKING CONDITIONS
– STANDARDS OF HEALTH
NON-STATUTORY WELFARE

• Those activities which are undertaken


Voluntarily by Employers:

– HOUSING
– EDUCATION
– RECREATION
– TRANSPORTATION
EMPLOYEE GRIEVANCE

– PROMOTION
– AMENITIES
– MEDICAL BENEFITS
– NATURE OF JOB
– DISCIPLINARY ACTION
– TRANSFER
GRIEVANCE HANDLING

– Individual Grievance
– Group Grievance
– Industrial Dispute
– Conciliation
– Adjudication
– Arbitration
– Collective Bargaining
NON-PRODUCTIVE AREAS

• Indisciplined workmen
• Union problem
• Unfair role assignments
• Ineffective supervision
• Idle time of Workmen
• Procrastination of work for OT
• Surplus workforce
ESSENTIALITIES FOR GOOD IR SITUATION

– Courteousness
– Alertness
– Empathy
– Immediacy
– Motivation
– Sincerity
– Honesty
WHO IS RESPONSIBLE FOR INDUSTRIAL
RELATIONS ?
RESPONSIBILITY LIES WITH EVERYONE

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