India has always had robust employment and social benefit laws to facilitate a harmonious working relationship between the Employer and Employee. Currently there are over 100 State Laws and 40 Central Laws which lay down and regulate various aspects of labour. With the Government formulating the new four Labour Codes and as many as 23 States pre-publishing the draft Rules for review and comments by relevant stakeholders, the implementation could happen anytime. The consolidation and simplification of Labour Laws by the Government is a welcome move but considering that it has an impact on the Employer and Employee, it is important for every Manager to know regarding the following Employment related Laws.
Every Manager must be aware of the remuneration payable to the Employees for which it is important in the current date to be aware of The Payment of Wages Act, 1936, Minimum Wages Act, 1948, Payment of Bonus Act, 1965 and Equal Remuneration Act, 1976. These Acts define various important terms such as Employer, Employee, category of Employees, Contractor, Wages, Mandatory inclusions and permissible deductions from Wages, Wage period, Time of payment of wages, insurance coverage, Overtime, Retrenchment, Death benefits, Bonus, how minimum wages are to be fixed, Working hours, Attendance & Leave, Records to be maintained by the Employer and Dispute management.
Code on Wages, 2019 consolidates the said four Acts, yet to be implemented.
President Donald Trump made multiple false claims in his address to the United Nations General Assembly on Tuesday, though he largely stuck to a prepared text. Here is a fact check of some of his ...