gudda bhaiya

  What are trade unions According to the Act, a trade union is any group that is eligible to register as one, which includes both employers’ and workers’ organisations. An association’s or combination’s main objective will determine whether or not it qualifies as a trade union.  Section 2(h)  of the Trade Unions Act, 1926, defines a trade union as “ any combination or association of persons based upon mutual confidence, understanding, and cooperation for the protection of common interests ”. It could be any group of workers or employers. It does not have to be a permanent combination; it can be formed even for a shorter period. The definition outlines the primary objectives of a trade union. The trade union is therefore established primarily for the following two goals:  First, for regulating the relationships between- Workmen and employers;  Workmen and workmen; or  Employers and employers Second, for imposing limitations on the operation of any trade or b...

  Need for minimum wages The exploitation of labourers in India became a norm at one point in history. Be it the Mughal period or the British rule, the labourers have always suffered economically as well as socially. To improve the situation of the labourers in the country, the State strives to eliminate poverty. By fixing the minimum wages for the labourers, the State tries to achieve the social objective of eradicating poverty of the labourers by guaranteeing a minimum remuneration for the work done, as well as the economic objective of motivating the workers to put in maximum efforts for maximum benefits. These benefits include, but are not limited to, the following: Protecting workers from exploitation – By providing a minimum wage for a fixed number of hours, the exploitation of the workers shall be reduced to a great extent. Ensuring a basic income – Minimum wages are fixed and revised based on adequate living standards. Thus, fixing minimum wages for the workers shall ensure...

Section 3 – Responsibility for Payment of Wages (1) Every employer is responsible for the  payment  of all wages to all the employees that he employs. In any other case, if the employer names a person, or if there is a person responsible to the employer or is nominated, then such a person is responsible for the payment of wages. (2) Notwithstanding anything contained in sub-section (1), the employer is responsible to make the payment of all wages which the Act requires him to make. In fact, if the contractor or the person that the employer designates to make the payment fails to do so, then the responsibility lies with the employer. Section 4 – Fixation of Wage Periods (1) The person responsible for the payment of wages under Section 3 must fix periods in respect of which he shall make the payment of wages. This period is called the wage period. (2) A wage period will not exceed one month under any circumstance Section 5 – Time of Payment of Wages (1) Every person employed upo...

  Inspectors.— (1) The State Government may, by notification in the Official Gazette, appoint such persons as possess the prescribed qualification to be Inspectors for the purposes of this Act and may assign to them such local limits as it may think fit. (2) The State Government may, by notification in the Official Gazette, appoint any person to be a Chief Inspector who shall, in addition to the powers conferred on a Chief Inspector under this Act, exercise the powers of an Inspector throughout the State. (2A) The State Government may, by notification in the Official Gazette, appoint as many Additional Chief Inspectors, Joint Chief Inspectors and Deputy Chief Inspectors and as many other officers as it thinks fit to assist the Chief Inspector and to exercise such of the powers of the Chief Inspector as may be specified in such notification. (2B) Every Additional Chief Inspector, Joint Chief Inspector, Deputy Chief Inspector and every other officer appointed under sub-section (2A) s...

  Salient features of Factories Act, 1948 The word “factory” has been expanded by the Factories (Amendment) Act of 1976 to include contract labour when determining whether a factory has a maximum of 10 or 20 employees. The Act increased the minimum age for children to work in workplaces from 12 to 14 and reduced their daily working hours from 5 to 4 and a half. The Act forbids women and children from working in factories from 7 p.m. to 6 a.m. The difference between a seasonal and non-seasonal factory has been abolished by the Act. The Act, which has provisions for factory registration and licencing. The state government is required to make sure that all factories are registered and also have valid licences that are renewed from time to time. The Act gives state governments the authority to enact rules and regulations that ask for management and employee association for the benefit of employees. The state government has the authority to apply the Act’s requirements to any establishm...