human resource management A presentation on the different labour laws in India. It includes the need, role, principles of labour law in emplyee management and Human resource management. This presentation specially focuses on the child Labour Law (1986)

1. Labour laws
Prepared by:
Komal R. Hambir (B008)
Ishita S. Patil (B017)
Bansri H. Shah (B023)
HUMAN RESOURCE MANAGEMENT

2. Index
Labour law
History
Why do we need labour laws?
Needs for labour law
Principle
The Role of HRM in LL
HRM Linkage with Labour Laws
In what way does it help employees?
Characterization of legislations
Laws
Child Labour (Prohibition & Regulation) Act,
1986

3. Labour law
It refers to a body of laws which deals with
• Employment
• Unemployment
• Wages
• Working conditions
• Industrial relations
• Social security
• Labour welfare
For the employees working in commercial and industrial
establishments.

4. History
The history of labour legislation in India is
naturally interwoven with the history of
British colonialism.
Considerations of British political economy
were naturally paramount in shaping some of
these early laws.
In the beginning it was difficult to get enough
regular Indian workers to run British
establishments and hence laws for indenturing
workers became necessary. This was obviously
labour legislation in order to protect the
interests of British employers.

5. Why do we need labour laws?

6. Needs for labour law
Improves industrial relation i.e. employee-employer relations and minimizes industrial
disputes.
Helps workers in getting fair wages
Reduces conflicts and strikes
Ensures job security for workers
Fixes rest pauses and work hours
Provides compensation to workers, who are victims of accidents
Defines the concept of disputes and prescribes ways of preserving it

7. Principle
Social
Justice
National
Economy
Uniformity
Fundamental
rights
Directive
principles
of state
policy

8. The Role of HRM in LL
The human
resources team is
responsible for
ensuring that the
company
adheres to labor
relations laws
and engages in
best practices for
labor relations.
The human
resources
responsibility
extends to
training
supervisors and
managers on
what's
permissible
under the
National Labour
Relation Act.
Maintaining
proper labour
relations
between the
employer &
employee and
employee &
employee is most
important fro
organization
performance.
Having the good
labour relations
improve the
productivity and
organization
overall
performance.

9. HRM Linkage with Labour Laws
In what way does it help employees?
• Ensuring that employers provide equal opportunities to
applicants regardless of differences, is one of the biggest ways
labour laws are beneficial to the workforce.
• In addition, it gives employees a right to voice out concerns
regarding concerns in working conditions, benefits and other
important aspects of their employment.

10. Characterization of legislations
1) Labour laws enacted by the Central Government, where the Central
Government has the sole responsibility for enforcement.
• The Employees’ State Insurance Act, 1948
• The Mines Act, 1952
2) Labour laws enacted by Central Government and enforced both by
Central and State Governments.
• The Child Labour (Prohibition and Regulation) Act, 1986.
• . The Industrial Disputes Act, 1947.
3) Labour laws enacted by Central Government and enforced by the State
Governments.
• The Trade Unions Act, 1926
• . The Factories Act, 1948
4) Labour laws enacted and enforced by the various State Governments
which apply to respective States.

11. Laws
Laws Year
The Trade Union Act 1926
The Industrial Disputes Act 1947
The Factories Act 1948
The Workmen Compensation
Act
1923
The Apprentices Act 1961
The Child Labour(Prohibition
and Regulation) Act
1986

12. Trade Union Act, 1926
Act passed on: March
25,1926
Brought into force on:
June 1, 1927
“A trade union is an organization of workers, acting collectively, who seek to
protect and promote their mutual interests through collective bargaining.”
Ensure security of
workers
Obtain better
economic returns
Secure power to
influence
management
Secure power to
influence
government
Objectives

13. Trade Union Act
Proposed changes:
• In order to bring discipline in unions, government has decided to mandate
the elections of office bearers and members of the executive committee
once in every 3 years.
• Government proposed to hike the membership fee from 25 paise to 1Rs
per month.

14. Industrial Disputes Act, 1947
Came into force on:
April 1, 1947
Applicability: The Act
extends to whole of India
and applies to every
Industry and its various
industrial establishment.
Objective:
•To make provision for the investigation and
settlement of industrial disputes
•Prohibits strikes and lockouts in utilities.
•Promotion of measures for securing and
preserving good relation between employees
and workers
•Specifies ‘unfair labour practices’ and
prohibits employers and employees from
indulging in them.

15. Industrial Disputes Act, 1947
Important provisions of the Act
• Defines industrial dispute, lockout, retrenchment, trade union,
strike, wages, etc.
• Retrenchment compensation.
• Obligations and rights of employees.
• Lay-off compensation.
Compliance requirements
• Prevention of unfair labour practices
• Prior permission of appropriate authority for laying off or
retrenching the workers or closing down the industrial
establishment.

16. The Factories Act, 1948
• Applicability of the Act
• Applicable to the whole of India including
Jammu & Kashmir.
• Covers all manufacturing processes and
establishments falling within the
definition of ‘factory’.
• Applies to all factories employing more
than 10 people and working with the aid
of power or employing 200 people and
working without the aid of power.
Objective :
•To ensure better working conditions
to employees working in industrial
establishments.
•Specifically, the Act aims at the
following:
1. Health, safety and welfare
of employees
2. Working hours of adults
and annual leave with
wages
3. Employment of women and
young persons

17. The Factories Act 1948
Compliance
Requirements:
• Provision of adequate
safety measures within
the factory premises.
• Provision of adequate
welfare measures like
canteen, wash room etc
for the workers.
• Payment of overtime
wages.
• Maintenance of
registers.

18. The Employees Compensation
Act,1923
• Came into force on : First week
of July 1924.
• Objective : To provide workmen
and their dependents,
compensatory payment, in case
of accidents arising out of and
in course of employment and
causing either death or
disablement of workmen.
• To provide social security to
workers.
• Applicability of the act :
- Extends to the whole of India

19. The Apprentices Act, 1961
Objective :
To provide practical training to technically qualified persons in various trades
Promotion of new skilled manpower.
Who can be an Apprentice? - Apprentice should be of minimum age of 14 years and he
should satisfy the standard of education and physical fitness as prescribed.
Duration of training: Duration of Apprenticeship may be from 6 months to 4 years
depending on the trade, as prescribed in Rules.

20. Child Labour (Prohibition &
Regulation) Act, 1986
Enacted in
1986
Objective: Prohibits
employment of children below
the age of 14 years in certain
specified hazardous
occupations.
The schedule gives a
list of hazardous
occupations in 2 parts:
Part A : No child shall be
permitted to work in occupations
like railways, selling of crackers,
garages, mines, plastic units.
Part B : No child shall be
permitted to work in any of the
following workshop wherein any
processes like beedi making,
carpet weaving, cloth dyeing,
manufacturing of matchsticks.

22. Let them earn knowledge, not money
CHILD LABOUR
1,26,66,377 child labours in India

23. Thank you for listening.
Any Question?