Legal Aspects of Compensation and Industrial Relations

LEGAL ASPECTS OF COMPENSATION AND INDUSTRIAL RELATIONS Indian labor laws are the laws that regulate employment. These are broadly divided into 5 categories: working conditions, industrial relations, wages, welfare and social securities. Under the Constitution of India, Labor is a subject in the Concurrent List where both the Central amp; State Governments are competent to enact legislation subject to certain matters being reserved for the Centre. The Ministry of Labor and Employment has the responsibility of protecting and safeguarding the interests of workers in general and those of the poor deprived and disadvantaged sections of the society, in particular. It also has the responsibility of creating a healthy work environment for†¦show more content†¦Employee can withdraw full amount after retirement or can withdraw partly for specific purposes before retirement. It is applicable to factories and other establishments with more than 20 employees. LEGAL ASPECTS OF INDUSTRIAL RELATIONS Industrial Relations involve interactions between employees and employers, among employees and among employers. One of the main objectives of industrial relations is to maintain good relations between management and labor. The laws under this are regulatory in nature and generally specify dos and don’ts. 1). Trade Union Act of 1926: This act regulates Trade unions which are a voluntary organization of workers and work for the interest and benefits of them. It allows freedom to any 7 employees to apply to register a trade union. A later amendment of 2001 increased the members’ requirement to 10% of unionizable employees or 100 employees, whichever is less. Unions may be registered or unregistered, although the Act grants rights to and impose liabilities on a registered trade union. Registered trade unions receive protection from certain civil and criminal actions. This Act is applicable to not only the union of workers but also to the association of employers. The Act is administered by the Ministry of Labor through its Industrial Relations Division. 2). Industrial Employment (Standing orders) Act 1946: The act formally define conditions of employment like recruitment, working hours,Show MoreRelatedImportance Of Employee The Right Advice733 Words   |  3 Pagesour team is there to provide all the employment-related services they require. We also offer clients services in health and safety, compliance and litigation and are experts in industrial relations. Employment We understand that clients need advice on a broad range of contentious and non-contentious aspects of New Zealand employment law. 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